Sponsor a specific worker
Explore the business, role, occupation, salary, worker, and process factors that may need review before an employer-sponsored pathway can proceed.
Discuss this situationEmployer migration services
Clear migration support for employers and sponsored workers
Understand sponsorship pathways, nomination responsibilities, worker requirements, and the professional support available for individual hires or ongoing workforce needs.
Independent migration-services provider. Not part of the Australian Government.
Business-focused migration guidance
Clear employer and worker responsibilities
Support for individual and ongoing matters
Transparent scope and professional coordination
What is your organisation trying to do?
Understand sponsorship for the first time
Understand what sponsorship involves for the business before committing — status, obligations, costs and timing.
Discuss this situationMove a temporary worker toward a longer-term pathway
Understand how temporary and permanent employer-sponsored options may sequence for an existing employee.
Discuss this situationRecruit for a hard-to-fill role
Understand how occupation classification, salary and labour-market factors shape what is possible.
Discuss this situationSupport several workers
Coordinate multiple matters with consistent scope, clear responsibilities and predictable communication.
Discuss this situationReview a problem or time-sensitive issue
A refusal, compliance question or deadline may need prompt, structured review of the actual documents.
Discuss this situationNot sure where to start? Send an employer enquiry and we will point you in a sensible direction.
How employer-sponsored migration fits together
Employer-sponsored migration usually involves connected but separate requirements for the business, the nominated position, and the worker. Meeting one part does not automatically satisfy the others.
1
The business
- Business structure and trading activity
- Sponsorship status and compliance history
- Financial and operational information
- Genuine workforce need and employment practices
2
The position
- Occupation classification and duties
- Salary and employment conditions
- Location and organisational fit
- Genuine business need and labour-market evidence
3
The worker
- Qualifications, experience and skills assessment
- English, registration or licensing
- Health, character and visa history
- Family members and current status
A suitable worker does not automatically make the business or position eligible, and an approved business or role does not automatically mean the worker will meet all visa requirements.
Employer services
Scope, deliverables, responsibilities and exclusions are confirmed in writing before any work begins. Larger services use a fixed scope confirmed after initial review.
Employer sponsorship assessment
A structured review of whether and how the business could sponsor, before any commitment.
Position and nomination review
Review of the role, occupation classification, salary and evidence for a nomination.
Sponsored worker pathway review
Review of the worker-side requirements for an identified candidate or employee.
End-to-end sponsorship and nomination support
Coordinated support across the sponsorship, nomination and visa stages.
Employer compliance support
Help understanding ongoing sponsorship obligations, records and notifications.
Multi-worker and workforce support
Structured support for several workers or ongoing workforce planning.
Decision, refusal, or urgent matter review
Prompt, structured review when a sponsorship or nomination refusal, compliance question, or deadline may need attention.
Employer sponsorship consultation
A structured consultation about the business, role, workforce need, and possible sponsorship considerations.
Up to 60 minutes · AUD $350, including GST
How employer support usually progresses
Define the workforce need
Review the business, position, and worker
Confirm scope and responsibilities
Prepare the relevant stages
Respond to further requests
Support ongoing responsibilities
The exact process depends on the employer’s status, the pathway, the position, the occupation, the worker’s circumstances, and current requirements.
Responsibilities can continue after approval
Sponsorship may involve ongoing obligations relating to records, notifications, employment conditions, cooperation, and changes in circumstances. The exact obligations depend on the arrangement and current requirements.
The proposed duties should reflect the genuine role within the business rather than being drafted solely to match a migration classification. Separate legal, tax, payroll, or employment advice may be required.
Common employer questions
Businesses need to meet sponsorship requirements, and their standing and history are considered. Whether a particular business can sponsor requires review of its circumstances — business eligibility is something that may be considered and requires review, never assumed.
Employers should obtain current advice about which sponsorship, nomination, recruitment, levy, and professional costs may or may not be transferred to a worker. Some costs are legally the business's responsibility.
Migration Prospects does not source or place workers unless a separate approved recruitment service is expressly provided. Our focus is the migration process around workers you identify.
Employer and worker interests may not always be identical. The professional relationship, confidentiality, and information-sharing arrangements will be explained before substantive work begins, and a sponsored worker may need independent advice where interests differ.
This page provides general information about employer-sponsored migration and does not assess whether a business, position, or worker meets current requirements. Rules, costs, obligations, and program settings can change. Professional and official review may be required before the organisation acts.
Content reference date: 28 July 2026. Confirm current requirements with a registered migration agent.
Need clarity before your organisation proceeds?
An employer consultation can help clarify the business, role, worker, timing, and service questions that may need review before a sponsorship or nomination process begins.