Compliance & Audits
Stay protected.
Prevention is cheaper than remediation
Employer sponsors have to meet specified obligations in order to sponsor a migrant worker. Some of these obligations apply beyond the term of sponsorship approval.
To retain or renew a Standard Business Sponsorship (SBS), an employer must continue to meet their sponsor obligations. The Department of Home Affairs actively monitors sponsors and takes enforcement action against those who fail to comply.
We conduct audits, develop policies, train staff, and prepare documentation to protect your business from inadvertent breaches or penalties.
What sponsors must do
Pay Equivalent Terms
Sponsored workers must receive salary and conditions no less favourable than Australian workers in equivalent positions. This includes base salary, allowances, and non-monetary benefits.
Maintain Records
Sponsors must keep records of sponsored workers' employment, including contracts, payslips, time and attendance records, and training documentation. Records must be kept for at least 2 years after sponsorship ends.
Notify Changes
Sponsors must notify the Department of changes to business details, sponsored worker circumstances, or cessation of employment within specified timeframes.
Cooperate with Monitoring
Sponsors must cooperate with Department monitoring activities, including site visits, document requests, and interviews. Failure to cooperate can result in sanctions.
Non-Discriminatory Recruitment
Sponsors must not engage in discriminatory recruitment practices and must genuinely test the local labour market through compliant Labour Market Testing.
Training Commitment
Sponsors must demonstrate commitment to training Australian workers through the Skilling Australians Fund levy payment for each nominated worker.
Events you must report
The Department must be informed when certain events occur. A sponsor's obligation starts on the day they are approved as a Standard Business Sponsor.
- Legal name changes
- Trading name changes
- Registration details changes
- Business structure changes
- Ongoing communication contact changes
- Changes to owners, directors, principals or partners
- Business address changes
- Cessation of sponsored worker employment
- Changes to sponsored worker duties or location
Why timing matters
Most notification obligations have strict timeframes. Failure to notify within the required period can result in sanctions, even if the underlying change was lawful.
Some obligations apply beyond the term of sponsorship approval. To retain or renew a Standard Business Sponsorship, an employer must continue to meet their sponsor obligations.
We help you establish systems to identify notifiable events and ensure timely compliance.
The cost of non-compliance
Financial penalties
Non-compliance with sponsorship obligations can result in civil penalties of up to $93,900 per breach for individuals and $469,500 for corporations.
Sponsorship consequences
Beyond financial penalties, sponsors may face cancellation of their Standard Business Sponsorship, barring from future sponsorship, and reputational damage.
Worker impact
Your sponsored workers may also be affected, with visa cancellation possible if the sponsorship fails. Protect your business and your workforce with proactive compliance management.
Protecting your sponsorship.
Meticulous attention to ongoing obligations protects your business from inadvertent breaches or penalties.
Compliance
review
We assess your current sponsorship status, obligations, and any areas of potential non-compliance.
Compliance
review
Every sponsorship carries ongoing obligations. We review your current SBS status, sponsored worker records, training commitments, and notification history. This audit identifies gaps before they become breaches, protecting your sponsorship and your workforce.
Policy
development
We draft internal policies for sponsored staff management that meet Department requirements.
Policy
development
Clear policies prevent inadvertent breaches. We develop internal frameworks for managing sponsored workers: record-keeping, notification triggers, training documentation, and termination procedures. Your HR team receives practical guidance they can implement immediately.
Training &
documentation
We ensure your training records and documentation meet sponsorship requirements.
Training &
documentation
Training obligations are strictly monitored. We review your training expenditure, records, and reporting to ensure you meet the training benchmark requirements. Complete documentation protects you during Department audits and monitoring visits.
Ongoing
monitoring
We provide ongoing support to maintain compliance and respond to Departmental inquiries.
Ongoing
monitoring
Compliance is not a one-time exercise. We monitor changes to your business, sponsored workers, and visa conditions that trigger notification obligations. When the Department contacts you, we respond promptly and strategically to protect your sponsorship status.
