Australian government introduced significant reforms to the Temporary Skills Shortage (TSS) Subclass 482 visa and the Employer Nomination Scheme (ENS) Subclass 186 visa. These changes aim to streamline skilled migration pathways, expand access to permanent residency (PR), and better align the visa framework with Australia’s labor market needs.
Key Changes to Subclass 482 (Now Skills in Demand Visa)
- New Name:
The TSS visa is now renamed the Skills in Demand (SID) Visa. - Streams Available:
- Core Skills Stream: Minimum salary threshold of AUD 73,150.
- Specialist Skills Stream: For high-demand roles, with a salary threshold of AUD 135,000.
- Labour Agreement Stream: Retained under existing settings.
- Core Skills Occupation List (CSOL):
Replaces multiple previous occupation lists, adding 189 new eligible occupations for PR pathways. - Work Experience Requirement:
Applicants must have at least 12 months of work experience in the nominated occupation within the past five years. - PR Pathways for All Streams:
All SID visa holders can transition to PR through the ENS Subclass 186 visa.
Key Changes to Subclass 186 Visa
- PR Access Expanded:
All streams of the SID visa now provide a pathway to permanent residency via the Temporary Residence Transition (TRT) stream. - Flexible Work Experience:
All periods of sponsored employment count towards the two-year work requirement, not just time with the same employer. - Occupation Code Flexibility:
Changes in ANZSCO codes (e.g., promotions or related job roles) no longer disqualify applicants. - Core Skills Income Threshold (CSIT):
Salary requirements are indexed annually, aligning with market trends. - Simplified Nomination Process:
Family member inclusion is no longer required, reducing administrative burdens for employers.
Implications for Skilled Workers
- Easier PR Pathways: More inclusive occupation lists and recognition of all sponsored work experience allow quicker and more flexible routes to PR.
- Job Mobility: Skilled migrants can now change employers without affecting PR eligibility.
- Career Growth Supported: Occupation code flexibility enables career progression.
Implications for Employers
- Simplified Sponsorship: Less administrative complexity with nomination processes.
- Challenges in Retention: Easier job mobility may lead to higher employee turnover.
- Salary Adjustments: Annual indexation of income thresholds could necessitate frequent updates to compensation packages.
Next Steps
For Employers :
- Consult migration experts to ensure compliance with the new rules.
- Audit current sponsorship strategies and adapt retention policies.
For Skilled Workers:
- Align work experience and career progression with the updated visa framework.
- Seek professional advice to maximize PR opportunities.
Conclusion
These changes aim to create a more efficient, flexible, and inclusive migration system that benefits both skilled workers and employers. While the reforms present new opportunities, careful planning is crucial to navigate the updated requirements effectively.
For more detailed information, visit the link below : Australian Department of Home Affairs website