Hire International Talent with Confidence
Comprehensive employer sponsorship services from initial approval to ongoing compliance. We help Australian businesses access skilled workers from around the world, streamlined, compliant, and effective.
Understand your Sponsorship Options
Find the key information here on sponsorship, nominations, compliance and employer visa pathways. Use this section to explore the services and guidance most relevant to your business.
Visa Sponsorship
Employer sponsorship allows businesses to fill critical talent gaps by bringing in skilled professionals from overseas. We assist by managing sponsorships such as SBS and navigating the various temporary and permanent streams to ensure both the business and the employee meet all regulatory standards.
Labour Agreement
Where standard visa pathways do not fit, a Labour Agreement may provide a tailored option. We help employers understand whether this type of arrangement may be suitable for particular roles, industries or locations.
Hire Faster, Stay Compliant, Grow Confidently
End-to-end management from sponsorship approval to employee visa grant; we handle the complexity so you can focus on your business.
Sponsorship setup
Apply for or maintain Standard Business Sponsor approval, Temporary Activity Sponsor arrangements, and other pathways such as DAMA and Labour Agreements. We guide you through eligibility and ongoing sponsor obligations.
Nomination & visa
From role design and labour-market testing to salary evidence and lodgement, we help prepare strong nomination and visa applications for your employee.
Compliance support
Practical help to meet sponsorship obligations and respond to compliance queries or notices from the Department.
Adaptive strategy
Immilex keeps pace with changes in immigration law and policy, so your business can make informed decisions with confidence.
Transparent pricing
Clear, itemised quotes that separate our professional fees from third-party charges such as SAF levies, Department fees, and other testing costs.
Sponsorship Obligations
As an approved sponsor, you must meet ongoing obligations to maintain your sponsorship status. We provide comprehensive guidance and proactive compliance support.
Visa options for Employers
We assist with a range of temporary and permanent Employer Sponsored Visas, helping businesses navigate short-to-long term employment needs.
Subclass 408 (Temporary Activities)
For professionals contributing to specialised events, productions, religious activities, or sporting events in Australia.
Subclass 403 (International Relations)
For workers participating in specific international programs such as MATES (Indian graduates) and PALM (Pacific workers), or diplomatic household workers.
Subclass 400 (Temporary Work — Short Stay)
For professionals with highly specialised skills to perform short-term, non-ongoing work for Australian businesses.
Subclass 187 (RSMS)
Subclass 187 is a permanent visa for eligible skilled workers who are nominated by their employer in regional Australia. It is part of the permanent sponsorship pathway for regional employers.
Subclass 186 (ENS)
Subclass 186 is a permanent visa for eligible skilled workers who are nominated by their employer. It is a key long-term pathway for businesses wanting to retain workers permanently.
Subclass 494 (SESR)
A provisional visa for skilled workers who are nominated by an employer to live and work in regional Australia. It lasts for five years and provides a dedicated pathway to permanent residency.
Subclass 482 (Skills in Demand)
A temporary visa that allows employers to bring in overseas professionals to fill roles that cannot be filled by the local Australian workforce. It features three streams (Specialist, Core, and Essential) tailored to different salary and skill levels.
Frequently Asked Questions
For most employer-sponsored visas, the usual sequence is: the employer becomes an approved sponsor, the position is nominated, and then the visa application is lodged. The exact requirements, process and documents depend on the visa option, and nomination usually involves labour market testing and salary/employment requirements.
To sponsor staff you usually must be a lawfully operating business with appropriate records, meet training/skills obligations and demonstrate a genuine need for the role, and accept ongoing sponsor obligations (record keeping, reporting and compliance). Sponsors must also pay any applicable levies and respond to Department requests.
It depends on the visa and occupation. Skills assessments are mandatory for some subclasses and streams and may be requested for others, while subclass 482 applicants must meet minimum English requirements unless an exemption applies. Some occupations may also have other registration or occupation-specific requirements.
The documents depend on the visa chosen, but nominations generally need labour market testing and salary/employment evidence, and labour agreement nominations are limited to occupations specified in the agreement. The requirements and documents vary by visa option.
Expect Department application charges, the Skilling Australians Fund (SAF) levy (where applicable), third-party costs (skills assessments, medicals, police checks) and professional fees. Immilex provides a clear, itemised quote separating our fees from third-party and government charges.
If a visa is refused, the refusal letter should tell you whether you have review rights at the ART and how to proceed. If a decision is under review, you should keep checking the person’s visa details in VEVO. Sponsors must also notify DHA within 28 days if the sponsored person stops work, changes duties, or the business changes in a relevant way.