Visa sponsorship FAQs: Costs, timeframes and common pitfalls explained 

Sponsoring a worker from overseas can feel like unfamiliar territory especially if you’ve never navigated visas or immigration rules before. Below are the most frequently asked questions from Australian employers looking to sponsor talent ethically, legally, and confidently.

1. What does sponsorship actually mean?

Sponsorship means your business is formally approved by the Australian Government to employ a skilled worker from overseas.

You take on certain responsibilities, including:

• Paying the nominated salary.
• Covering visa-related costs.
• Notifying Home Affairs of any job changes.
• Ensuring the role meets visa eligibility requirements.

It’s not just a permission, it’s a legal agreement.

2. What are the main visa options for sponsoring?

There are three main employer-sponsored pathways in 2025:

• Skills in Demand (SID) visa – formerly TSS 482, for most skilled roles.
• DAMA (Designated Area Migration Agreement) – for regional or semi-skilled jobs.
• ENS 186 – permanent visa for long-term or high-value roles.

Each has different criteria and benefits. We’ll help you choose the best fit based on your role, region, and urgency.

3. How long does visa sponsorship take?

Average timeframes are:

• SID/TSS 482 visa: 3–5 months
• ENS 186 visa: 8–13 months

Delays usually happen when applications are incomplete or don’t meet evidence standards. Working In ensures your documents are “decision-ready” to avoid unnecessary hold-ups.

4. What does it cost to sponsor a worker?

Here’s a typical breakdown for a small business, hiring a skilled worker for 4 years:

These fees are paid directly to the government (excluding any professional service costs).

5. Who pays for the visa and recruitment costs?

You do.

It’s illegal to recover visa or recruitment costs from the employee, either directly or through salary deductions.

Ethical hiring protects workers and ensures you stay compliant. We manage all financial transparency between parties.

6. What documents do I need as an employer?

You’ll typically need to provide:

• Evidence of business registration and operations.
• Financial statements (for new sponsors). 
• Job ad evidence (for Labour Market Testing).
• Contract and position details for the role.
• A letter of offer or employment agreement.

We’ll supply templates and checklists to make this part simple.

7. Do I need to advertise the job locally?

Yes, for most visas, you must complete Labour Market Testing (LMT).

This involves:

• Advertising the role on at least two national platforms (e.g. SEEK, Indeed).
• Keeping the ad live for 28 consecutive days.
• Providing evidence that no suitable local candidates were found.

We’ll manage your LMT and documentation to meet Home Affairs standards.

8. Can I sponsor someone already in Australia?

Often, yes. Many international workers on student, tourist or bridging visas are already in-country and eligible for sponsorship.

We can assess their status and guide you through the application pathway.

9. What if the employee leaves or the visa ends early?

As a sponsor, you must:

• Notify the Department of Home Affairs.
• Cover return travel costs (if required under visa conditions).
• Maintain accurate employment and compliance records.

We’ll guide you through exit obligations and help you plan for replacements.

10. How can I reduce risk or avoid getting it wrong?

Work with the right partner.

At Working In, our MARA agents and International Recruitment experts manage:

• Sponsor applications and renewals.
• Visa processing and nomination 
• Candidate compliance 
• Audits and obligations 

We’ll keep you informed, prepared and protected every step of the way.