KEY TAKEAWAYS
- Visa conditions and past cessation periods reviewed
- Employment end date recorded accurately
- New employer and role assessed
Put the current position on paper
Collect the visa grant, current nomination details, VEVO record and employment contract. Record any previous periods when sponsored employment ended. Check the actual conditions rather than assuming every 482 holder has an identical history.
Condition 8607 includes limited periods following cessation of sponsored employment, generally up to 180 consecutive days and 365 days in total across the grant period, subject to its terms. These periods do not extend a visa’s expiry date and should not be treated as a new visa.
Assess the new business and role
The prospective employer may need sponsorship approval and a new nomination. Check the legal entity, occupation, salary, recruitment and any changes in duties. A similar business name or a related company does not necessarily remove those steps.
Whether a new visa application is required depends on the proposed arrangement and your circumstances. Obtain advice before assuming a nomination alone resolves a change of occupation or other material change.
Agree on a lawful start and preserve PR records
Work permission during a transition needs a separate check. Do not confuse a limited permission to work outside the usual arrangements after cessation with approval of the permanent new sponsorship arrangement. Keep dates and documents for future permanent residence assessment.
As an illustrative example, a worker offered a promotion by another company should check both the new employer and the new duties. Emigrate Lawyers can map the resignation, nomination and visa questions together so a career move is supported by a clear immigration plan.
YOUR NEXT STEP
Preparation checklist
- Visa conditions and past cessation periods reviewed
- Employment end date recorded accurately
- New employer and role assessed
- Start date and future PR records planned
Use this list to organise a discussion. It is not a complete application checklist or an eligibility assessment.
Common questions
Does my sponsorship automatically move with me?
No. The new arrangement needs assessment and usually new employer nomination steps.
Does the cessation period extend my visa?
No. The grant’s expiry and other conditions remain important.
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: visa conditions
- Home Affairs: nominating a position
- Home Affairs: 186 Temporary Residence Transition
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.
