Subclass 482 Skills in Demand: Your Employer's Power Move

Look, if you are an employer struggling to fill skilled roles, the Subclass 482 Skills in Demand visa might be exactly what you need. But here is the thing: most businesses get lost in the three different streams, the salary thresholds, and the compliance requirements before they even lodge an application.

I have helped hundreds of employers sponsor overseas workers. The SID visa is one of the most practical pathways we have right now for addressing genuine skill shortages. Let me break down what actually matters.

What Is the Subclass 482 Skills in Demand Visa?

The SID visa lets Australian employers bring in skilled overseas workers for up to four years. Your sponsored worker can travel in and out of Australia freely during that period. They get the same workplace protections as Australian citizens and permanent residents. That is not a small thing.

The visa is designed to fill genuine labour gaps. Not to replace Australian workers. Not to cut costs. To fill positions you genuinely cannot fill locally. If you are considering employer sponsored visas, you need to understand that distinction from day one.

The Three Streams: Which One Fits Your Situation?

This is where most employers get confused. There are three streams, and each has different requirements.

Specialist Skills Stream

This stream targets high earners in professional occupations. The worker must be nominated in an ANZSCO 2022 occupation within Major Groups 1, 2, 4, 5, or 6. They need to earn at least the Specialist Skills Income Threshold, which currently sits at $135,000 per year.

No occupation list restrictions here. If the role fits the ANZSCO criteria and pays above that threshold, you are in.

Core Skills Stream

This stream covers occupations on the Core Skills Occupation List. The salary threshold is lower, but your nominated occupation must appear on the CSOL. The worker still needs to earn at least the Core Skills Income Threshold and no less than what you would pay an Australian in the same role.

Labour Agreement Stream

Have you negotiated a formal work agreement with the Commonwealth? This stream is for you. It applies when you have demonstrated that standard visa pathways cannot meet your labour needs. The English language and other requirements are typically specified in the agreement itself.

The Three-Stage Process

Every SID visa application follows the same structure. Get one stage wrong and the whole thing falls apart.

1. Sponsorship: Your business applies for approval as a Standard Business Sponsor. For Labour Agreement stream, this is replaced by signing the work agreement.

2. Nomination: You nominate a specific occupation for the worker, for up to four years.

3. Visa Application: The worker applies for the visa itself.

Here is what catches people out: the visa cannot be approved unless the nomination has been approved and remains valid. If the nomination lapses or gets refused, the visa application fails. Simple as that.

What Your Worker Needs to Qualify

Your nominated worker must tick several boxes. These are not negotiable.

Work Experience

For Specialist Skills and Core Skills streams, the worker must have at least one year of full-time work in the nominated occupation or a related field. That work must have occurred within the five years immediately before they lodge the application. Recent experience matters.

Skills Assessments

Some occupations require a skills assessment from the relevant assessing authority before the worker can even lodge. Others do not. Know which category your occupation falls into before you start.

Licensing and Registration

If the occupation requires Australian licensing, the worker does not need it to get the visa. But they must obtain it before starting work. Medical practitioners are the exception. They need their qualifications recognised before the visa is granted.

English Language

Specialist Skills and Core Skills stream applicants must meet English language requirements unless they hold a passport from Canada, New Zealand, Ireland, the UK, or the USA. Alternatively, five years of full-time study in English instruction can exempt them.

Visa Conditions Your Worker Must Follow

Two conditions apply to every SID visa holder. Breaching them creates serious problems.

• Condition 8607: The worker must work only in their approved occupation for their approved sponsor. If they lose their job or you end the sponsorship, they have a limited window to find a new sponsor, apply for a different visa, or leave Australia. Currently that window is 180 days.

• Condition 8501: The worker and any family members must maintain adequate health insurance for the entire visa period.

Understanding these conditions is essential for sponsorship compliance. Get this wrong and you risk losing your ability to sponsor anyone in the future.

Bringing Family Members

Your sponsored worker can include their spouse or de facto partner and dependent children under 23. Older children qualify if they are incapacitated for work and financially dependent on the primary applicant.

Family members can apply together with the worker or separately later. Their visas end on the same date as the primary holder's visa. They can work and study in Australia.

What Should You Do Next?

The SID visa is a powerful tool for bringing in the talent your business needs. But the compliance requirements are strict. The three-stage process leaves no room for error. And the consequences of getting it wrong range from refused applications to losing your sponsorship status entirely.

If you are ready to sponsor a skilled worker, or if you are partway through the process and something has gone wrong, now is the time to get proper legal advice. Book a consultation and let us work out exactly where you stand.