Employer sponsorship guide · Updated 18 September 2026
Hiring an overseas worker starts with a role your business can explain and support. This 482 visa employer checklist helps you organise the evidence before recruitment plans become visa commitments.
The subclass 482 visa is now called the Skills in Demand visa. For the Core Skills stream, Home Affairs requires an eligible occupation, relevant experience and salary requirements to be met. The applicant generally needs at least one year of relevant work experience. A job offer alone does not establish eligibility. Check the official Core Skills stream requirements.
Start with three separate questions
- The business: can it meet the applicable sponsorship requirements?
- The position: is the proposed role suitable for nomination under the right stream?
- The person: does the worker meet the visa requirements for that role?
Keep these evidence folders separate. A strong applicant’s CV cannot explain missing business information, and a well-established business cannot replace evidence of the applicant’s skills.
Your employer document checklist
Use this as a preparation list for an assessment. The documents ultimately required depend on the business and application.
| Evidence folder | What to gather | What to check |
|---|---|---|
| Business identity | Business registration, ABN, ownership details and operating locations. | Names and addresses agree across the documents. |
| Trading activity | Recent financial statements, activity statements and relevant business records. | The records explain the business as it operates today. |
| The position | Position description, organisation chart, work location and proposed contract. | The duties reflect the actual work, rather than a copied occupation description. |
| Salary | Proposed remuneration and evidence supporting the market salary for the role. | Separate base pay, superannuation and other components clearly. |
| Recruitment | Advertisement copies, publication dates, invoices and recruitment outcomes, where relevant. | Keep a record of what ran, where it appeared and the dates it was available. |
| The applicant | CV, qualifications, employment references and relevant English, licensing or skills assessment evidence. | Resolve differences in job titles, dates and duties before lodging. |
Check salary and advertising before committing
Use the current Home Affairs salary requirements when reviewing remuneration. Do not rely on a threshold copied from an older article or assume that a package including superannuation meets the relevant test.
Where labour market testing is required, check the official advertising requirements before placing an advertisement. An advertisement designed only to attract applicants may not meet the nomination rules. An assessment should identify any applicable exemption and its evidence.
Build a simple evidence register
- Create one row for each document: owner, reporting period, date requested and date received.
- Ask the hiring manager to confirm the actual duties and reporting line.
- Ask payroll to explain the proposed remuneration in the same terms used in the contract.
- Have the worker check their employment timeline against references and supporting records.
- Resolve discrepancies and agree a realistic recruitment timetable before setting a start date.
This is a preparation method, not a guarantee of approval or speed. Keep sensitive payroll and identity records in the secure channel agreed with your adviser.
Common questions from employers
Can we use our old TSS checklist?
Use it only as a starting inventory. The visa name, streams and requirements have changed, so review the current Skills in Demand rules before reusing old instructions.
Does an eligible occupation mean the visa will be approved?
No. The business, nomination and applicant must satisfy the requirements that apply to them. Eligibility depends on more than an occupation title.
Should we plan permanent residence at the same time?
It is sensible to understand possible future pathways without promising an outcome. Read our 186 TRT versus Direct Entry guide, then assess the worker and business separately.
Next step for your business
See our employer-sponsored visa services. Bring the proposed position description, remuneration breakdown and worker’s CV to the first assessment so the discussion can focus on your actual vacancy.
Get a plan for your circumstances
Cornerstone Migration is based in Eight Mile Plains, Brisbane. For an individual assessment, call 07 3737 7649 or contact our team.
Nathan Joo
Principal Migration Agent, Cornerstone Migration Australia Pty Ltd
MARN 1173091
General information checked against the official sources linked in this article on 18 September 2026. It is not individual migration advice. Eligibility, exemptions and transitional rules depend on your circumstances and the rules applying when you lodge.
