After years of high turnover, vacant roles and rising recruitment costs, many Australian employers are rethinking how they build teams that last. And one solution is standing out more than ever in 2025: international workers.
Beyond filling immediate gaps, skilled international hires are becoming a key driver of workforce stability helping businesses plan long-term, reduce churn, and build stronger cultures.
Why stability matters more than ever
Staffing gaps don’t just hurt productivity. They erode morale, delay projects, and force managers into constant fire-fighting.
With local unemployment still low and demand in sectors like construction, healthcare and digital continuing to grow, many businesses are:
- Reposting the same ads every month
- Cycling through temp workers
- Losing knowledge when key people leave
- Struggling to plan 6 months ahead, let alone 2 years
Workforce stability means moving from reactive to proactive. It means building teams who stay, grow, and invest in your business.
The value migrant workers bring
There’s a common myth that overseas workers are just a short-term fix. But the reality in 2025 and beyond is very different.
Thanks to recent immigration reforms, sponsored workers can now:
- Stay longer (up to 4–5 years on some visas)
- Transition more easily to permanent residency
- Bring their families with them and settle more fully
This shift is changing the nature of migration. More employers are hiring for the long haul not just the next quarter.
What the data shows
Here’s why migrant hiring is delivering better outcomes for stability:
- Employers who offer cultural and onboarding support see up to 50% higher retention of international staff
- Over 60% of skilled migrants say they want to remain in Australia long-term if given the chance
- Migrant workers now make up over 30% of the workforce in key shortage sectors like aged care, construction and food production
Why migrant hires stay longer
The difference is in the mindset. Most international workers:
- Have already invested significantly to move
- Are highly motivated to succeed
- See their employer as a pathway to residency and stability
When you offer structure and support, they stay committed. And that commitment flows back into your business through loyalty, engagement and reduced turnover.
What supports better retention?
To maximise retention, employers are leaning into five key strategies:
1. A clear path to permanent residency
Showing long-term vision from the start builds trust and confidence.
2. Family inclusion
Supporting spouse and child visas makes it easier for the worker to settle and stay.
3. Fair pay and safe conditions
Nothing builds loyalty like feeling valued and respected.
4. Social and cultural onboarding
Helping workers navigate housing, banking, local customs and transport – accelerates adjustment and means they arrive settled and ready to start work.
5. Transparent communication
Clear expectations and ongoing check-ins prevent issues from escalating.
What some employers still miss
Offering a visa is not enough. Without settlement support and a vision for the future, new hires can feel isolated or uncertain increasing the risk they’ll leave.
Common oversights include:
- Not onboarding thoroughly
- Not planning for family integration
- Not communicating PR timelines clearly
- Failing to follow through on early promises
These small gaps can have big consequences, but they’re avoidable with the right planning.
Our team helps you build stable teams
At Working In, we’ve supported employers across Australia for over 25 years, to move beyond “just filling roles.” We help build resilient, future-proof workforces through:
- Ethical global sourcing
- Visa processing and compliance
- Relocation and onboarding
- PR planning and retention strategies
From day one to year five, we stay involved so your people do too.
Sources
- Department of Home Affairs (Australia)
- roberthalf.com
- Jobs and Skills Australia
- agedcareinsite.com.au
