KEY POINTS
- An existing 482 visa is not unrestricted hiring approval.
- Assess the new employer’s own sponsorship and nomination position.
- Confirm the worker’s conditions and start date before onboarding.
Verify before setting the start date
With the worker’s permission, check VEVO and obtain the relevant grant details. Clarify the current nominated occupation, visa expiry and whether employment with the previous sponsor has ended. The worker’s transitional work rights and the permanent arrangement with the new sponsor are related but separate questions. Do not rely on the worker’s visa label alone.
Assess your own nomination
Check your business sponsorship position and the genuine duties of the proposed role. Review occupation fit, salary and labour market testing requirements even where another employer previously sponsored the worker. The earlier nomination was based on that employer’s circumstances. If duties or occupation differ, assess whether a new visa application is also needed.
Coordinate a clear onboarding plan
Agree who supplies employment records and who manages the nomination. Keep the proposed contract conditional where appropriate until the necessary work-rights position has been confirmed. Include payroll and the line manager in the approved start-date instructions. If the worker has accompanying family, allow them to obtain advice about any consequences for the family’s visa arrangements.
Hypothetical example
A company recruits a worker with two years remaining on a 482 visa. It checks the current conditions and proposed occupation, then assesses its own sponsorship and nomination requirements. The remaining visa period is useful information, but it does not remove the new employer’s responsibilities.
Official sources
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.