Category: 457 Visas

Fair Work High Income Threshold Increase & Impact on Subclass 482 Visa Holders Over 45

Posted by Rebecca Berkovic on June 24, 2025

Effective 1 July 2025, the Fair Work High Income Threshold (FWHIT) will increase from $175,000 to $183,100. This annual adjustment has important implications for employers sponsoring foreign talent, particularly those assisting Temporary Skills Shortage (TSS)/Skills in Demand (SID) subclass 482 visa holders over the age of 45 to transition to permanent residency under the Employer Nomination Scheme (ENS) Subclass 186 visa.

1. Fair Work High Income Threshold Increase – What You Need to Know

The FWHIT is indexed annually on 1 July and determines eligibility thresholds for various employment and migration-related programs. From 1 July 2025:

New FWHIT: $183,100 (up from $175,000)
Relevance: The FWHIT is used in multiple regulatory contexts, including access to exemptions under the Migration Regulations 1994.

2. Implications for Subclass 482 Visa Holders Over 45 Seeking ENS Subclass 186 Visas

Generally, applicants for the ENS Subclass 186 visa (under the Temporary Residence Transition (TRT) stream) must be under 45 years of age at the time of application. However, there are limited exemptions, including one for high-income earners who have been paid above the FWHIT for at least two years out of the previous three years immediately before applying.

Key Points for Employers and 482 Visa Holders:

To qualify for the age exemption, the employee must have:
- Been paid above the FWHIT in effect for at least two years out of the previous three before the application.
- Held a subclass 482 (or previously 457) visa during that period.
With the FWHIT increasing to $183,100 from 1 July 2025, this higher threshold will apply to any income year that includes earnings from that date onwards.
This may affect planning for visa applications lodged from 1 July 2025, especially where income may be close to the threshold .

3. Action Items for Employers

Review salary levels of current subclass 482 visa holders over the age of 45 to assess future eligibility under the high-income exemption.
Plan strategically around the timing of ENS subclass 186 applications to ensure the employee meets the FWHIT requirement for at least two years preceding the application.
Maintain accurate payroll records and evidence of income (e.g. PAYG summaries, tax returns, employment contracts).
Consult with your immigration advisor to assess eligibility and mitigate risks associated with changing income thresholds.

Need Assistance?

Our firm can conduct a tailored audit of your current visa holders and provide strategic guidance on eligibility for permanent residency pathways. Please contact us to schedule a consultation.

Disclaimer:

The information on this website is intended only to provide a summary and general overview on relevant matters. It is not intended to be comprehensive nor does it constitute legal advice. You are advised to seek legal or other professional advice before acting or relying on any of the content contained in this website.

Changes to the TSS Subclass 482 Genuine Temporary Entrant Policy

Posted by Rebecca Berkovic on August 12, 2024

The Australian Government announced that from 2 August 2024, policy regarding the Genuine Temporary Entrant (GTE) requirement for Temporary Skill Shortage (TSS)(subclass 482) visa applicants with occupations on the Short Term Occupation List have been amended to simplify the requirement.

The updated policy states that the default position of the GTE policy is that the requirement will be met unless there are specific concerns, which have been reduced to now only include the following factors:

The visa applicant has made two or more unsuccessful TSS applications that were refused or withdrawn, particularly, where:
- the nominated occupation has changed with each application; and/or
- the nominated occupation is not consistent with their previous employment or studies in Australia.
The visa applicant failed to comply with the conditions of a previous visa and/or had a previous visa cancelled or is being considered for cancellation except where a subclass 457 or 482 visa was cancelled following cessation of employment and the applicant was offshore.
There are substantive inconsistencies in the information provided by the applicant in their TSS subclass 482 visa application that cannot be reconciled (for example: occupation/s declared in previous applications, incoming passenger cards, Form 80 etc.).
The visa applicant or their family member has an immigration history of concern, that is, an applicant who has a history of visa refusal, or non-compliance with immigration requirements in another country.
The visa applicant has been identified as part of a cohort in statistical, intelligence and analysis reports on migration fraud and immigration compliance compiled by the Department.

Notably, the factors mentioned in policy previously that may give weight to GTE not being met have been reduced significantly. Within the current policy, having held previous temporary visas (including other 482 Short Term stream visas) or not having left Australia for prolonged periods is NOT listed as a factor for meeting the requirements of GTE.

However, the factors listed in the new policy are non-exhaustive and the Department of Home Affairs (DHA) is not limited solely to these factors in deciding whether visa applicants meet the requirements for GTE.

Need Assistance?

Please do not hesitate to contact us at info@hartmanimmigration.com.au for Australian visa assistance and sponsoring skilled overseas workers.

Disclaimer:

ADDITIONAL CHANGES TO AUSTRALIAN VISAS FROM 1 JULY 2024

Posted by Rebecca Berkovic on July 3, 2024

The Australian Federal Government is continuing with its host of reforms to Australian visas and additional changes have been introduced which came into effect on 1 July 2024.

The changes include the following:

Salary Threshold changes for subclass 482 and 494 visa applicants: The Temporary Skilled Migration Income Threshold (TSMIT) will increase from $70,000 to $73,150.
Increased flexibility for subclass 457, 482 and 494 visa holders: From 1 July 2024, t visa conditions for subclass 457, 482, and 494 visa holders has been amended to allow visa holders extended flexibility and additional time to transfer their sponsorship to a new employer. The new visa conditions allow temporary work visa holders to case working for their sponsoring employer for up to 180 days at a time and a maximum time of 365 days in total over their entire visa grant period.
Working Holiday Visa requirements for UK citizens: From 1 July 2024, UK citizens on Australian Working Holiday Visa will no longer need to fulfill regional work requirements to apply for their second and third Working Holiday Visas.
No onshore Student visa option for Visitor and Temporary Graduate visa holders: Visitor and Temporary Graduate visa holders from 1 July 2024 will no longer be able to apply directly for a Student visa whilst onshore in Australia.
New Workplace Justice visa pilot: A new workplace justice visa pilot program is being implemented that will enable temporary migrants to remain in Australia for a period of time to undertake a ‘workplace justice activity.’ This visa will utilise the Subclass 408 Temporary Activity visa stream. The Workforce Justice Visa (WJV) will be implemented as a pilot program and the visa will in general be granted for a period of six and up to 12 months.

Need Assistance?

Please do not hesitate to contact us at info@hartmanimmigration.com.au for Australian visa assistance and sponsoring skilled overseas workers.

Disclaimer:

TRANSFER OF SPONSORSHIP FOR AUSTRALIAN TEMPORARY WORK VISA HOLDERS

Posted by Rebecca Berkovic on June 24, 2024

The Australian Government announced that from 1 July 2024 changes would be made to transfer of sponsorship arrangements for overseas employees holding certain temporary work visas to enable greater labour market mobility.

The new transfer of sponsorship provisions will affect the following visa subclasses:

Temporary Skill Shortage visa (subclass 482)
Skilled Employer Sponsored Regional (provisional) visa (subclass 494)
Temporary Work (Skilled) visa (subclass 457)

From 1 July 2024, visa conditions 8107, 8607 and 8608 are changing in a manner which will allow for extended time to find a new sponsor and freedom to find other employment.

Key Changes to Transfer of Sponsorship Conditions and Cessation of Sponsorship of Temporary Visa Holders

From 1 July 2024, holders of the above visas will have greater flexibility in transferring employers in the following way:

Where their employment ceases with their sponsor, they will be provided with:
- 180 days to find a new sponsoring employer, which has increased from the current 60 days.
- A maximum of 365 days in total across the entire visa grant period to hold their temporary work visa after ceasing work for their sponsor.
During the 180 day period, visa holders can work for other employers, which the Australian Department of Home Affairs (DHA) has stated includes work in occupations not listed in their most recently approved sponsorship nomination. This is intended to ensure that visa holders can support themselves while they look for a new sponsor.
Unless exempt, a visa holder cannot work for another employer unless they have ceased work with their sponsoring employer.

Sponsorship Conditions Remaining Unchanged

Visa holders must remain in their nominated occupation while working for their existing sponsor.
Sponsors must still inform the DHA within 28 days if the organisation ceases sponsoring a visa holder or the visa holder resigns.
Visa holders must not do any work that is inconsistent with any licence or registration needed for their nominated occupation.

For advice regarding Australian visas and sponsoring skilled overseas workers, please do not hesitate to contact us at info@hartmanimmigration.com.au for Australian immigration assistance.

Disclaimer:

New Category Added to the Accredited Sponsor Scheme

Posted by Rebecca Berkovic on March 29, 2019

The Minister for Immigration, Citizenship and Multicultural Affairs has recently agreed to a new category of accredited sponsor (category 5), as explained below.

Background

The Accredited Sponsor Scheme provides streamlined processing arrangements for those sponsors who apply to become accredited. Accredited sponsors receive priority processing for Temporary Skill Shortage (TSS) nominations and visa applications, with most applications processed in less than five days as well as priority processing for ENS (Employer Nomination Scheme subclass 186) and RSMS (Regional Sponsored Migration Scheme subclass 187) nomination and visas applications. The scheme has four categories of sponsors which are described below:

Category 1: Commonwealth, state and territory government agencies with Australian workers making up at least 75% of the workforce in Australia.
Category 2: Australian Trusted Trader with Australian workers making up at least 75% of the workforce in Australia.
Category 3: Low volume usage and high percentage of Australian workers (at least 85%).
Category 4: High volume usage and medium percentage of Australian workers (at least 75%).

For each of these categories there are a number of conditions that a business must meet to be accredited, such as requirements relating to minimum annual turnover, business structure and employment arrangements.

New Category 5: Major investment in Australia

A new Category 5 has been added to the Accredited Sponsor Scheme. In order to be accredited in this category applicants must:

have made a major investment in Australia (of at least AUD50 Million) which has directly generated Australian employment. Options for measuring a “major investment” may include:
a lasting contribution to Australia, including: the value of the investment, the company’s pattern of investment, jobs created, export outcomes generated, tax contribution; or
innovative business practices or technologies, including: introducing new skills and capabilities, setting up research activities in Australia or collaborating with Australian research institutions; or
supporting exports and the expansion of Australian industry within global supply chains, particularly in high value-add areas.
not be a sole trader or a partnership.
have been a standard business sponsor for at least one year.
have nominations approved for at least one primary TSS/457 visa holder in the last year.
have had more than 97% of nomination applications approved in the last year.
have no adverse monitoring outcomes.
have paid all Australian employees in accordance with an Enterprise Agreement or an internal salary table that reflects the current market salary rates.
engage all TSS/457 visa holders as employees under a written contract that meets National Employment Standards where they apply.

For advice regarding becoming an accredited sponsor, please do not hesitate to contact us at info@hartmanlawyers.com.au for Australian immigration assistance.

Disclaimer:

Labour Agreement Update

Posted by Rebecca Berkovic on March 24, 2019

Labour agreements for aged care providers

A number of aged care providers care for older Australians from multicultural backgrounds. In these circumstances specialised services may be required, for example, to care for aged Australians with limited English language proficiency or cultural requirements.

Accordingly, aged care providers can request a company specific labour agreement to sponsor skilled overseas workers for a Temporary Skill Shortage(TSS) subclass 482 visa, or an Employer Nominated Scheme (ENS) subclass 186 visa.

The Minister for Immigration, Citizenship and Multicultural Affairs has recently agreed to allow aged care providers in multicultural communities to seek the following terms and/or concessions to be included in their labour agreement:

a pathway to the permanent residency ENS visa, provided nominees having been employed for at least three years on a TSS visa,
an age concession allowing ENS visa nominees to be up to 55 years old, and/or
a lower English language proficiency requirement equivalent to the short-term stream of the TSS visa (ie International English Language Testing System (IELTS) component scores of at least 4.5 and an overall IELTS score of at least 5.0).

Labour agreements will only be considered where it is demonstrated that Australians cannot fill skill shortages and standard work visa programs cannot be used.

Changes to Minister of Religion Labour Agreements

The Minister of Religion Labour Agreement (MORLA) settings have recently changed.

Religious institutions can now seek a MORLA to sponsor overseas workers under the additional occupation of ‘Religious Assistant’.
Thresholds for sponsoring the occupation of ‘Minister of Religion’ have been made more flexible. Previously, the nominee was required to work in the most senior position in a specified location. Under new arrangements, the nominee can work in any senior position.

Sponsors will still need to demonstrate they meet all requirements of the program and have made reasonable efforts to fill positions with Australians.

Disclaimer:

Upcoming Changes to the Labour Market Testing (LMT) Requirement

Posted by Rebecca Berkovic on September 26, 2017

Since 2013 457 visa sponsors have been required to test the Australian labour market to ensure there is no suitable Australian citizen, permanent resident or “eligible temporary visa holder” available to fill the position. Essentially this requires employers to provide evidence of attempts to recruit Australians, including details and expenses of advertising conducted. However, there are a number of exceptions to this obligation, as outlined below.

Current exceptions to the LMT requirement

Evidence of LMT must be provided to the Department of Immigration and Border Protection (Department) unless one of the following exemptions apply:

major disaster: the Minister may exempt a sponsor from the requirement to undertake LMT if a major disaster has occurred in Australia and the exemption is necessary or desirable in order to assist disaster relief or recovery.
skill level and occupation: all Australia and New Zealand Standard Classification of Occupations (ANZSCO) skill level 1 and 2 occupations are currently exempt from the LMT requirement unless the occupation’s experience or qualifications are considered “protected” under the legislation. Currently, experience or qualifications in the fields of engineering and nursing are protected, and therefore LMT is required regardless of the skill level of the occupation.
Australia’s international trade obligations: LMT is not required where it would conflict with Australia’s international trade obligations. There are a number of circumstances which fall under this exemption, including the country of origin of the visa applicant or whether the visa applicant is employed by an associated entity (of the sponsor’s business) which is located or operates in certain countries. However, even if LMT is not required because of international trade obligations, the Department still expects sponsors to provide an explanation of why LMT is not required.

Changes to LMT exemptions from March 2018

In March 2018 the 457 visa program will be replaced with the Temporary Skills Shortage visa (TSS) at which time LMT will become mandatory for all occupations, unless international trade obligations apply. Employers will therefore need to ensure they conduct LMT within the required timeframes, irrespective of the skill level of the occupation they are seeking to fill, unless the international trade obligation exemption applies.

Changes to the type of evidence of LMT the Department will accept

From 1 October 2017, the Department will no longer accept a summary table of domestic recruitment activities as evidence of LMT. Instead, employers will need to provide copies of actual advertisements placed and details of any fees paid.

For advice regarding working holiday visas, please do not hesitate to contact us at info@hartmanlawyers.com.au for Australian immigration assistance.

Disclaimer:

A Changed Definition of Training for 457 Sponsorship

Posted by Rebecca Berkovic on July 27, 2017

As part of the bundle of legislative and policy reforms introduced to Australian work visas, including the Temporary Work (Skilled)(subclass 457) visa, on 1 July 2017 the Department of Immigration and Border Protection (DIBP) changed the definition of training for 457 sponsorship.

In applying to register as a 457 standard business sponsor, businesses are required to meet the requisite training benchmark. The training requirements include the following:

For a business operating for less than 12 months, an Auditable Training Plan must be provided.
For a business operating for more than 12 months, the options are as follows:
1. Training Benchmark A: The business must demonstrate that 2% of payroll was placed in an industry training fund; or
2. Training Benchmark B: The business can show that 1% of payroll expenditure was spent on training Australian staff.

Outline of the Key Training Definitional Changes

The key changes on 1 July 2017 include clarification of the following requirements:

Definition of what constitutes payroll expenditure for a business; and
Clarification of what can and cannot be counted towards training expenditure in order to meet Training Benchmark B.

What constitutes payroll expenditure?

The Federal Government has clarified that from 1 July 2017 payroll has an expansive definition and is considered to be one of the following:

The total amount of wages, remuneration, salary, commission, bonuses, allowances, superannuation contributions or eligible termination payments and payments made to relevant contractors or subcontractors; or
If the sponsoring business does not pay wages, contractors and subcontractors then the monetary value of director’s salaries, fees and drawn payments; or the profit of the business.

What Constitutes Training for Training Benchmark B?

The Federal Government has clarified that the following constitutes training for the purposes of Training Benchmark B:

for Australian employees to undertake a formal course of study, including any reasonable and necessary associated costs (e.g. costs of travelling to training venue) or access an online learning programme;
to RTOs to deliver face-to-face training to Australian employees that will contribute towards an Australian Qualification Framework qualification;
to purchase an eLearning platform or standalone training software; or
to cover the salary of:
- Australian employees engaged by the business as apprentices or trainees under a formal training contract;
- Australian employees who have completed an undergraduate or higher degree in a university within the last 365 days; or
- a trainer responsible for training Australian employees on a full time basis.

What Does Not Constitute Training for Training Benchmark B?

The Federal Government has clarified that the following cannot be counted towards training expenditure for the purposes of Training Benchmark B:

on-the job-training;
induction training;
staff completing online training courses;
purchasing software for use in normal duties;
membership fees;
purchasing books, journals or magazine subscriptions;
attending conferences for purposes other than continuing professional development;
hiring a booth at a trades show, conference or expo
training only undertaken by persons who are:
- not Australian citizens or permanent residents;
- principals in the business or their family members;
training that is not relevant to the industry in which the business operates or has a very low skill
level having regard to the characteristic and size of the business.

Proposed Future 457 Sponsorship Training Changes

Significant reforms are currently underway to the Australian visa program and when the new Temporary Skills Sponsored (TSS) visa replaces the subclass 457 visa, the Federal Government has announced that the current training provisions will be replaced by a work visa levy to be paid by standard business sponsors per worker.

Need Assistance?

It is crucial to each standard business sponsorship application that the correct evidence is provided to demonstrate meeting training benchmarks.

For advice and assistance with this process, contact us or email our firm at info@hartmanlawyers.com.au.

Disclaimer:

What’s New for 457 Accredited Sponsorship?

Posted by Rebecca Berkovic on July 12, 2017

Included in the package of reforms for the Australian work and skilled visa programs which came into effect on 1 July 2017, are new arrangements for 457 Accredited Sponsorship. 457 Accredited Sponsorship was introduced by the Department of Immigration and Borer Protection (DIBP) as a means of expediting Temporary Work (Skilled)(subclass 457) nomination and visa applications for ‘low risk’ Australian businesses who were frequent users of the 457 visa program.

457 Accredited Sponsorship enables Australian businesses sponsoring skilled overseas workers to fast-track applications, thereby enabling workers to commence employment at an earlier date.

A New 457 Accredited Sponsorship System

The DIBP announced an expansion of the 457 Accredited Sponsorship system on 1 July 2017. The new requirements are intended to enable ‘low risk’ Australian businesses needing to sponsor overseas workers access to accreditation to fast-track applications urgent to the operation of the Australian business.

The new 457 Accredited Sponsorship system is intended to reduce subclass 457 processing times overall and is a welcome change by Australian businesses required to fill a skills shortage quickly.

The new accreditation characteristics are divided into four distinct categories:

Category 1

Relates to Standard Business Sponsors that are Australian government agencies (Commonwealth, state and territory).

Requirement:

Must have Australian workers comprising at least 75% of their workforce in Australia.

Category 2

Relates to Standard Business Sponsors that are approved Australian Trusted Traders.

Requirements:

Must have Australian workers comprising at least 75% of their workforce in Australia.
Engage all 457 holders as employees under a written contract of employment that includes at least the minimum employment entitlements as required under the National Employment Standards (unless their occupation is exempt from this requirement).
Have all Australian employees paid in accordance with an Enterprise Agreement or an internal salary table that reflects the current market salary rates for all occupations in their business.

Category 3

Relates to Standard Business Sponsors categorised as “Low risk” with low volume usage (of the 457 programme) and high percentage of Australian workers (at least 90%).

Requirements:

Must be a publicly-listed company or a private company with at least AUD four million annual turnover for the last two years.
Have been an active 457 sponsor for at least two years.
Must have no adverse monitoring outcomes.
Have sponsored at least one primary 457 visa holder in the two years prior to the application for accreditation.
Have a non-approval rate of less than 3% for the previous two years.
Have Australian workers comprising at least 90% of their workforce in Australia.
Must engage all 457 holders as employees under a written contract of employment that includes at least the minimum employment entitlements as required under the National Employment Standards (unless their occupation is exempt from this requirement).
Have all Australian employees paid in accordance with an Enterprise Agreement or an internal salary table that reflects the current market salary rates for all occupations in their business.
Have provided details of all business activities undertaken by their business to the Department.
Must have provided details of all Principals / Directors of their business to the Department.

Category 4

Relates to Standard Business Sponsors categorised as “Low risk” with high volume usage (of the 457 programme) and medium percentage of Australian workers (at least 75%).

Requirements:

The Characteristics are the same as Category 3 with two differences:

The business must have sponsored at least ten primary 457 visa holders in the two years prior to the application for accreditation; and
Must have Australian workers comprising at least 75% of their workforce in Australia.

To qualify for accredited status, a 457 business sponsor must still meet all the requirements for standard business sponsorship and demonstrate they meet the additional characteristics in one of the four categories listed above.

The Benefits of Becoming a 457 Accredited Sponsorship

The DIBP provides benefits to Australian businesses holding 457 Accredited Sponsorship. The benefits provided are as follows:

The 457 business sponsorship is valid for six years instead of five;
Importantly, priority allocation of all nomination and visa applications is granted; and
Additional streamlined processing of certain low-risk nominations is provided.

Existing standard business sponsors holding accredited status will not be impacted by the changes to 457 Accredited Sponsorship introduced on 1 July 2017.

Applying for 457 Accredited Sponsorship

Australian businesses already sponsoring or intending to sponsor overseas employees under the 457 visa program can apply to become a 457 Accredited Sponsor if the business falls into one of the four categories listed above.

For existing Standard Business Sponsors to apply for accredited status, the business will need to lodge a

sponsorship variation application and ask to be considered for Accredited Sponsorship. Additional evidentiary documentation must be provided at the time of application.

Businesses that are not yet registered as Standard Business Sponsors at 1 July 2017 must firstly apply to become a 457 business sponsor before they can be assessed for accredited status.

Need Assistance?

It is our priority to assist in enabling Australian businesses to obtain the workforce they require. We know firsthand that the employment commencement date of a skilled overseas worker can be crucial to the operation of the business and may be critical to fulfilling client contracts.

We therefore encourage businesses meeting the accreditation status criteria to obtain 457 Accredited Sponsorship in order to fast-track 457 nomination and visa application processing.

For assistance with this process, contact our firm at info@hartmanlawyers.com.au and we can advise on your business’ eligibility to obtain 457 Accredited Sponsorship status.

Disclaimer:

Australian Visa Changes from 1 July 2017: 457 Visas

Posted by Rebecca Berkovic on July 3, 2017

The Federal Government has introduced a host of additional Australian visa changes which came into effect on 1 July 2017, impacting the Temporary Work (Skilled)(subclass 457) visa program. The entire 457 visa program will be replaced with the Temporary Skills Shortage (TSS) visa from March 2018, however in the interim, companies sponsoring workers on temporary visas are still able to utilise the 457 visa program.

The major 1 July 2017 changes to the 457 visa program are outlined below:

Eligible Occupation Lists

The Department of Immigration and Border Protection (DIBP) has announced that it will update the relevant eligible occupation lists on a six monthly basis.

From 1 July 2017, the following changes to the eligible occupation lists occurred:

Short-term Skilled Occupation List (STSOL) – Additional Occupations

The following occupations were added to the STSOL on 1 July 2017:

research and development manager
production manager (manufacturing)
production manager (mining)
music director
music professionals (nec)
artistic director
aeroplane pilot
flying instructor
helicopter pilot
nurse researcher
web developer
ICT Support and Test Engineers (nec)
ICT support technicians (nec)
textile, clothing and footwear mechanic
butcher or smallgoods maker
retail buyer

Medium and Long-term Strategic Skills List (MLTSSL)- Additional Occupations:

The following occupations were added to the MLTSSL on 1 July 2017:

chief executive or managing director
corporate general manager
chief information officer
faculty head
university lecturer
environmental manager
musician (instrumental)
statistician
economist
mining engineer (excluding petroleum)
petroleum engineer
engineering professionals (nec)
chemist
food technologist
environmental consultant
environmental research scientist
environmental scientists (nec)
geophysicist
hydrogeologist
life scientist (general)
biochemist
biotechnologist
botanist
marine biologist
microbiologist
zoologist
physicist
life scientists (not elsewhere classified)
conservator
metallurgist
meteorologist
natural and physical science professionals (nec)
multimedia specialist
software and applications programmers (nec)
ICT security specialist
horse trainer

Removed Occupations:

The following occupations were removed to the MLTSSL on 1 July 2017:

Equipment Hire Manager
Fleet Manager
Picture Framer
Property Manager
Psychotherapist
Real Estate Agent Principal
Real Estate Agent
Real Estate Agent Representative
Ship’s Engineer
Ship’s Master
Ship’s Officer
University Tutor

The validity period for subclass 457 visas based on occupations listed on the STSOL are granted for a two year period and are able to be renewed once. The validity period of the subclass 457 visa based on occupations included on the MLTSSL is for a four year period and acts as a pathway to Australian permanent residency.

Mandatory Skills Assessments

Currently, for 457 visa applicants in specific occupations of certain nationalities, a skills assessment is required from Trades Recognition Australia (TRA) or VETASSESS. In addition, case officers from the Department of Immigration and Border Protection (DIBP) have the discretion to request a skills assessment from the relevant assessing authority when processing 457 visa applications if they are uncertain whether the applicant meets the definition of the relevant nominated occupation.

From 1 July 2017, additional countries have been added to the list requiring a skills assessment from TRA prior to submitting their subclass 457 visa.

Caveats

From 1 July 2017, caveats on certain occupations introduced on 19 April 2017 have been relaxed in relation to certain occupations. Caveats have placed specific requirements on several nominated occupations in terms of minimum salary, business turnover, number of workers employed by the sponsoring business, employment experience of the visa applicant, nature of the business and/or required location in a regional area.

This is a win for Australian startup businesses requiring the assistance of overseas workers bringing important skills to different industries, since new businesses were unlikely to be able to meet caveats placed on business turnover and employee numbers required previously for certain occupations.

English Language Exemptions

In the past, visa applicants earning over the high income threshold of $96,400 were exempt from providing evidence of English language ability when applying for a subclass 457 visa.

The English Language Salary Exemption Threshold will no longer be available for 457 visa applications lodged on or after 1 July 2017.

Police Clearance Certificates

From 1 July 2017, subclass 457 visa applicants will be required to provide police clearance certificates at the time of application. This change will affect applications lodged on or after 1 July 2017.

Need Assistance?

For specific enquiries regarding applications for Australian work visas, please feel free to contact us at info@hartmanlawyers.com.au.