Work permits and visas in Australia: An employer’s guide

If you are hiring a new employee or relocating a team member to Australia, you need to make sure they hold the correct visa under Australian immigration law. Employers must also follow workplace, tax, and payroll rules to stay compliant.

In this article, Remote walks you through right-to-work checks, visa types, eligibility requirements, and what both employers and employees need to know about obtaining work visas in Australia.

See also: The complete employer’s guide to hiring in Australia

Right-to-work checks in Australia

Australian citizens are eligible to work in Australia, regardless of whether they currently live in the country or overseas. Australian permanent residents are also allowed to live and work in Australia without restrictions. New Zealand citizens can generally live and work in Australia indefinitely under the Special Category visa (subclass 444), provided they meet health and character requirements.

For anyone else, a valid visa with work rights is required. This may include skilled visas, employer-sponsored visas, working holiday visas, or other visa subclasses. Applicants must also meet Australia’s health standards as part of the visa application process.

Do non-citizens need a work visa or work permit in Australia?

Yes. Any person who is not an Australian citizen or permanent resident must hold a valid visa with work rights to work lawfully in Australia. Non-citizens must apply for and be granted a visa that allows work, such as a skilled visa, employer-sponsored visa, or working holiday visa.

Australia does not issue a separate work permit. Instead, work rights are built into the visa. Employers who hire a non-citizen must check that the individual holds a visa that allows employment. Employees must comply with the conditions of their visa, including any ongoing health requirements set out by the Department of Home Affairs.

Visas and work permits in Australia

There is no separate work permit system in Australia. If someone is not an Australian citizen, permanent resident, or eligible New Zealand citizen, they must hold an employment visa to work lawfully in Australia. The Australian Government offers a range of work-related visas, including:

• Skilled visas (points-tested, state/territory nominated, or regional)
• Employer-sponsored visas (such as the Temporary Skill Shortage visa, subclass 482)
• Working holiday and temporary work visas
  
• Permanent residence pathways for skilled workers and sponsored employees
  
  

The specific visa required depends on the applicant’s skills, occupation, and employment circumstances.

Work visa types in Australia

Australia offers a wide range of visas that allow people to work in the country, either on a temporary, provisional, or permanent basis. The work visa type depends on the person’s skills, occupation, sponsorship eligibility, and where in Australia they intend to live and work. Some visas require employer sponsorship, while others are based on individual skills and points-tested criteria.

Employer-sponsored work visas

Some visas require an employer to act as the sponsor. Sponsorship is generally available only for roles listed on the Australian Government’s skilled occupation lists. Key employer-sponsored visas include:

• Temporary Skill Shortage visa (subclass 482) – allows employers to sponsor skilled workers to fill positions where no suitably skilled Australian is available.
• Employer Nomination Scheme visa (subclass 186) – a permanent visa for skilled workers nominated by an approved Australian employer.
• Skilled Employer Sponsored Regional (Provisional) visa (subclass 494) – for skilled workers nominated by an Australian employer in a designated regional area.
• Regional Sponsored Migration Scheme visa (subclass 187) – The Regional Sponsored Migration Scheme is closed to new applicants, but still relevant for existing holders.
  
  

Employers who wish to sponsor a worker must apply to become a Standard Business Sponsor through ImmiAccount, then nominate the position before the worker applies for the Australian work visa.

Skilled visas (no employer sponsorship required)

Other visas do not require employer sponsorship. These include:

• Skilled Independent visa (subclass 189) – for invited workers with skills needed in Australia. Applicants must be under 45 years of age, meet the points test, and be invited to apply. Certain streams also exist for New Zealand citizens and Hong Kong or British National (Overseas) passport holders.
• Skilled Nominated visa (subclass 190) – for skilled workers nominated by an Australian state or territory government.

Graduate visas

For international graduates of Australian institutions and certain overseas universities:

• Temporary Graduate visa (subclass 485) – allows recent graduates to live, study, and work in Australia after finishing their studies.
• Recognised Graduate visa (subclass 476) – for engineering graduates under 31 years of age from recognised institutions.

Regional visas

Regional visas encourage skilled migration to designated regional areas. Examples include:

• Skilled Work Regional (Provisional) visa (subclass 491) – for skilled workers nominated by a state or territory or sponsored by an eligible relative in a designated regional area.
• Skilled Employer Sponsored Regional (Provisional) visa (subclass 494) – employer-sponsored visa for skilled workers who are nominated to work in a job located in a designated regional area of Australia.
• Permanent Residence (Skilled Regional) visa (subclass 191) – a permanent pathway for eligible holders of certain provisional regional visas.
• Skilled Regional visa (subclass 887) – for provisional visa holders who have lived and worked in a regional area.
  
  

Holders of regional visas must live and work in a designated regional area, which includes all of Australia except Sydney, Melbourne, and Brisbane. This encompasses major regional centers such as Perth, Adelaide, the Gold Coast, Sunshine Coast, Canberra, Newcastle, Wollongong, Geelong, and Hobart, and other regional locations.

Eligibility requirements for Australian work visas

Most applicants for Australian work visas must meet some or all of the following requirements, depending on the visa subclass:

• Age – Certain visas (e.g., Skilled Independent subclass 189, Skilled Nominated subclass 190) require applicants to be under 45 years old at the time of invitation.
• Occupation – The applicant’s job must usually be on the relevant skilled occupation list, which is published and updated by the Department of Home Affairs.
• Skills assessment – Many visas require a skills assessment by the relevant assessing authority for the nominated occupation.
• English language proficiency – Applicants generally must prove their English ability through an approved English test (IELTS, TOEFL, PTE, OET, or Cambridge), unless an exemption applies.
• Work experience and qualifications – Applicants may need to show that they have the required work history, education, or professional qualifications relevant to their nominated occupation.
• Health requirements – All applicants must meet Australia’s health standards, which usually include undergoing a medical examination.
• Character requirements – Applicants must satisfy character checks, often including police certificates from every country where they have lived for 12 months or more in the past 10 years.
• Sponsorship or nomination – For employer-sponsored or state/territory nominated visas, applicants must have an approved sponsor or nominator before applying.

How to get an Australian work visa

Hiring foreign nationals to work in Australia is a shared process between the employer and the employee. The Department of Home Affairs (DHA) requires that employers sponsor or nominate overseas workers for certain visas, while employees must demonstrate that they meet visa eligibility requirements.

Below is an overview of how the process works, step by step:

1. Choose the correct visa

The first step is identifying the right visa for the role and the applicant. Visa subclasses differ depending on whether the position is temporary, permanent, or in a designated regional area.

Employer’s role: Select the visa subclass that matches the position. For example, use the Temporary Skill Shortage (subclass 482) for filling temporary skill gaps, or the Employer Nomination Scheme (subclass 186) for permanent roles. If the position is outside Sydney, Melbourne, or Brisbane, you may consider a regional visa like the subclass 494.

2. Check occupation and eligibility

Australia uses a Skilled Occupation List to determine which jobs can be filled by overseas workers. These lists are regularly updated to reflect labour market needs.

Employer’s role: Confirm that the job is listed on the appropriate skilled occupation list. If the role is not listed, you may negotiate a labour agreement with DHA, allowing you to fill specialized or niche roles.

Employee’s role: Gather evidence of eligibility, which often includes:

• A skills assessment from the relevant assessing authority
• English language test results (unless exempt)
• Documentation to prove relevant qualifications and work experience.

3. Apply for sponsorship and nomination

Before an overseas worker can apply for a visa, the employer must become an approved sponsor. This ensures that only compliant, financially sound employers bring in workers.

Employer’s role:

• Register for ImmiAccount and apply to become a Standard Business Sponsor
• Lodge a nomination application for the position. This includes demonstrating that the role is genuine, that Australian market salary rates will be met, and that workplace standards comply with Australian law.
  
  

4. Submit the visa application

After the employer’s nomination is approved, the employee can apply for their visa.

Employer’s role: Provide the nominee's details (such as the Transaction Reference Number, TRN) to the employee.

Employee’s role: Lodge the visa application through ImmiAccount, upload supporting evidence, and pay the required application charge.

5. Processing and decision

The Department of Home Affairs assesses the sponsorship, nomination, and visa application together. This ensures both the employer and employee meet all requirements.

Employer’s role: Respond promptly to any DHA requests for further information about the business, the role, or compliance history.

Employee’s role: Provide any additional documents requested by DHA, such as updated health checks or police clearances.

6. After the visa is granted

Both parties have ongoing responsibilities after the visa is issued. Employers must follow sponsorship obligations, while employees must comply with visa conditions.

Employer’s obligations:

• Pay the overseas worker at or above the market salary rate
• Meet all Australian workplace law requirements
• Keep accurate employment records and cooperate with any monitoring by DHA
• Avoid discriminatory recruitment practices

Employee’s obligations:

• Work only in the nominated occupation and for the sponsoring employer (unless the visa allows otherwise)
• Live and work in a designated regional area if their visa requires 
• Maintain compliance with all visa conditions, including health and character requirements

Processing time for an Australian work visa

No fixed time frame applies to all visas. Each subclass has different average processing times, which are updated regularly on the Department of Home Affairs website. Some applications are processed in a matter of weeks. Others, especially permanent or regional visas, can take many months.

Factors that may affect processing time include:

• Whether the application is complete and all documents are supplied
• The time taken to respond to requests for further information
• The need for health, character, or security checks
• The number of applications received in that visa category at a given time
  
  

Employers and applicants are advised to lodge applications as early as possible and to regularly check current estimates published by the DHA.

Requirements for a Digital Nomad Visa in Australia

Australia does not currently offer a dedicated  digital nomad visa. The Department of Home Affairs does not list such a visa category.

However, people who wish to live in Australia while working remotely for an overseas employer or for themselves must still hold a valid visa with appropriate work rights. Depending on the circumstances, options may include:

• Visitor visas (subclass 600) – These allow tourism or short business activities (such as attending meetings or conferences) but do not permit remote work for an overseas company.
• Working Holiday Maker program (subclass 417 and 462) – Available to eligible young people from partner countries, these visas allow temporary work and travel in Australia.
• Temporary Skill Shortage visa (subclass 482) or other employer-sponsored visas – For those who have an Australian employer willing to sponsor them.
• Skilled visas (e.g., subclass 189 or 190) – For people with skills in demand who meet the points test and are invited to apply.
  
  

The Department of Home Affairs makes it clear that you cannot work in Australia without holding a visa that grants work rights. Anyone considering working remotely from Australia must ensure the visa they apply for lawfully permits the type of work they intend to do.

How Remote can help with work visas in Australia

To hire or relocate employees to Australia, you need to have your own entity in the country. You also need to navigate immigration laws to avoid potential penalties, as well as handle payroll and benefits according to local tax laws. 

That's why Remote’s Employer of Record service is invaluable. We act as the legal employer in Australia on your company’s behalf. Remote helps you stay compliant with local labor and tax laws, so you can onboard your employees in a matter of days to save time and resources. 

If you already have an entity in Australia, Remote can help with international employee relocation with case-by-case immigration assessments, and guidance on Australian work visa applications. 

To learn more about the processes involved in relocating international employees, download Remote's Relocation Guide, or contact our Relocation team today.