482 refusal: nomination refusal or visa refusal, and why it matters

Gather the complete decision record

Provide every decision notice, reasons document and notification email to your adviser. Include sponsorship and nomination records, not just the worker’s visa notice. Record when and how the decision was received.

Read the decision’s review information, but obtain an assessment of the actual entitlement and deadline. Not every decision can be reviewed by the same person, and location and application circumstances can matter. Do not assume a general deadline from another case applies.

Identify the reason rather than only the outcome

Separate findings about the business, position, salary, recruitment or occupation from findings about the worker’s skills, English, health or character. A new personal document may not answer a refusal grounded in the employer’s nomination.

Compare the reasons with what was actually submitted and any information requests. Preserve copies of the complete application. If a document was available but not lodged, explain that accurately rather than suggesting the decision-maker overlooked material they never received.

Assess review, fresh application and lawful status together

A review may be available in some cases, while a fresh application may be relevant in others. Neither should be assumed to be available or preferable without checking the law and the facts. A refusal can affect further onshore applications and bridging arrangements.

As a hypothetical example, an employer nomination refusal may have consequences for a pending worker application as well as the business’s own review position. Emigrate Lawyers can assess the connected decisions and urgent dates. Requesting a callback alone does not lodge a review or protect a deadline.

Common questions