Permanent residence through employer nomination.

What permanent employer sponsorship involves.

The employer nominates a genuine position and the worker applies for the visa under the relevant stream. The business’s intended role and the applicant’s eligibility need to support the same plan.

For an employer retaining a senior professional or specialist, the permanent residence question belongs in workforce planning. It should be examined before a recruitment promise, a visa expiry or a business transaction makes it urgent.

Temporary Residence Transition.

The TRT stream may be relevant to workers who hold the appropriate sponsored or eligible bridging visa and have the required eligible sponsored employment. Current Home Affairs guidance generally calls for two years of eligible sponsored employment within the three years before applying.

That is not simply a calendar calculation from the first day at work. Review the visa held, approved occupation, relevant employment periods and any changes of employer. Sponsorship and nomination records need to be checked with the employment history.

We assess the full chronology, including interruptions and changes, rather than assuming every period in Australia will count.

Direct Entry.

Direct Entry can be relevant without first completing the TRT pathway. Current requirements generally include an eligible occupation, a suitable skills assessment, at least three years of relevant experience and an age requirement, subject to applicable exemptions. English and other visa requirements also need consideration.

A skills assessment is not interchangeable with a CV or a professional title. Check the relevant assessing authority, the outcome and its validity before relying on it. Occupational licensing or registration may also need separate attention.

Labour Agreement stream.

Where the employer has an applicable labour agreement, a 186 nomination may be considered under that agreement’s terms. The permanent pathway and any available concessions must be checked in the actual agreement.

Access to temporary sponsorship under an agreement does not justify assuming that every worker will later qualify for permanent residence.

Age, achievement and the proposed position.

Age limits and exemptions differ across streams. Higher earnings, academic or research work, and some regional medical roles may be relevant to an exemption. Each has specific requirements.

For a researcher, executive or technical specialist, bring the evidence behind the role and career. We examine the relevant criteria and any exemption alongside the employer’s proposed position.

Information for a 186 assessment

• Current and previous visa grants and nomination details.
• A dated employment history, with changes of duties or employer.
• The proposed ongoing role, remuneration and work location.
• Qualifications, skills assessments and professional registrations.
• Relevant sponsorship approvals and labour agreement information.

We can then identify the suitable stream, what is established and what needs further work. Professional fees and scope are agreed before the substantive work starts.