KEY TAKEAWAYS
- Actual service model and kitchen duties documented
- Occupation caveats checked for the venue
- Salary, hours and recruitment aligned
Describe the kitchen as it operates
Explain the menu, food preparation, service model, kitchen staffing and chef’s responsibilities. Distinguish skilled chef duties from routine preparation, reheating or other work. The duty statement should reflect actual operations rather than a generic occupation description.
Check the current occupation entry and caveats against the venue. Do not assume every cafe, takeaway or limited-service operation can support the same chef nomination. A change in menu description alone does not change the actual business.
Prepare a consistent employer file
Align recruitment material, employment terms, market salary evidence and the nominated duties. Explain rostered hours and the remuneration structure accurately. Do not rely on uncertain overtime or tips as if they were guaranteed qualifying earnings.
Business records should support the operational need. Relevant material may include the staffing structure, trading evidence and information about the work performed, with commercial and employee information handled appropriately.
Check the worker’s evidence and assessment
Collect qualifications and detailed records of relevant employment. Clarify whether experience involved chef duties, cook duties or an assistant role. Check any mandatory skills assessment requirement and exemption against the worker’s circumstances.
In a hypothetical restaurant, an experienced cook may be proposed for a new chef role. The preparation needs to explain the genuine role and whether the person has the skills to perform it. Emigrate Lawyers can review the business, position and worker together before sponsorship commitments are made.
YOUR NEXT STEP
Preparation checklist
- Actual service model and kitchen duties documented
- Occupation caveats checked for the venue
- Salary, hours and recruitment aligned
- Qualifications, experience and assessment reviewed
Use this list to organise a discussion. It is not a complete application checklist or an eligibility assessment.
Common questions
Does a cookery course guarantee chef sponsorship?
No. The position, business and worker must independently satisfy the applicable requirements.
Can any cafe sponsor a chef?
The actual role and venue must be assessed against occupation eligibility and applicable caveats.
YOUR CASE. OUR COMMITMENT.
The Emigrate Lawyers Difference
A visa application sits within a career, a business and a family’s plans. We connect the legal requirements with the evidence and decisions that matter to you.
Lawyer handled
Your case is overseen and handled by a lawyer, with a clear point of contact and advice tailored to the facts.
Fixed fee clarity
A fixed fee for the agreed scope, explained before engagement. Government charges and third-party expenses are identified separately.
No monthly administration fees
Transparent costs without monthly administration fees. Any additional work is scoped and agreed before it proceeds.
A plan you can follow
Understand what to prepare, who supplies it and what comes next. Where we assist both parties, representation and confidentiality are addressed at engagement.
From information to a clear next step
- Share your starting point. Tell us the role, current visa, employer arrangements and any deadline.
- Understand the assessment. We identify the appropriate service, evidence questions and scope of advice.
- Decide with clear costs. Review the engagement and fee proposal before legal work begins.
Sources and further reading
- Home Affairs: skilled occupation list
- Home Affairs: skills assessments
- Home Affairs: salary requirements
Published 26 October 2026. Official guidance and legislation should be checked again before acting. Examples are hypothetical and photographs are illustrative. Information on this website is general information and does not constitute legal advice. Visa requirements and government charges can change. Obtain advice specific to your circumstances.
