HR Checklist for Subclass 482 Visa Sponsors
Why sponsors need a dedicated HR checklist for 482 nominees
Managing a worker on a subclass 482 visa takes more than the usual HR process. On top of obligations under labour law (the Fair Work Act), a sponsor must also comply with distinct migration obligations to the Department. A breach of any obligation — even inadvertent — can lead to cancellation of sponsor status, a civil penalty, or an effect on the nominee’s visa.
The checklist below is organised by stage in the nominee’s employment life cycle.
Stage 1: Onboarding — when the nominee starts work
As soon as the nominee starts, HR should complete:
Employment contract:
- A written contract, signed by both parties
- The salary clearly stated — equal to or higher than the level in the Department-approved nomination
- Job title and duties matching the ANZSCO in the nomination
- Work location matching the nomination
Visa documents:
- Keep a copy of the nominee’s visa grant letter
- Record the visa expiry date for tracking
- Keep a copy of the nomination approval
Payroll system:
- Set up payroll at the correct salary in the nomination
- Ensure payslips record all required items under Fair Work
- Set up superannuation (if the nominee is eligible)
Insurance:
- Confirm the nominee and dependants hold valid OVHC
Stage 2: Ongoing — throughout the employment
Monthly:
- Pay salary on time and at the committed level
- Keep full payslips (retain at least 7 years)
- Check timesheets if there is overtime
Annually (Annual Market Salary Review):
- Compare the nominee’s salary with the current TSMIT
- Compare with the market salary for the equivalent position
- Raise the salary if needed, and update the contract
- Document the review outcome and keep the records
Annually (Training Benchmark):
- Confirm the business is meeting the Skilling Australians Fund obligation (the SAF levy has been paid in full)
- If the business must meet a training benchmark, keep evidence of training expenditure
Visa expiry tracking:
- Set a reminder 6 months before the nominee’s visa expires
- Discuss the extension or alternative visa plan with the nominee
Mandatory notifications to the Department
A sponsor is obliged to notify the Department within 28 days of the following events:
| Event | Notification deadline |
|---|---|
| Nominee ceases employment (contract ends) | 28 days |
| Business changes address | 28 days |
| Business changes name or ABN | 28 days |
| Business becomes insolvent or is wound up | 28 days |
| Business status changes significantly (merger, acquisition) | 28 days |
Notifications are submitted through ImmiAccount. Failure to notify on time is a breach of the sponsor obligations.
Stage 3: Offboarding — when the nominee leaves
When a nominee’s employment ends (whether by resignation, dismissal, or contract end):
Mandatory steps:
- Notify the Department of the cessation through ImmiAccount within 28 days
- Pay the final salary in full under the Fair Work Act (including leave entitlements)
- Issue the final payslip
Records after the nominee leaves:
- Keep all contracts, payslips, and timesheets for at least 5 years
- Keep evidence of the notification to the Department
On repatriation (return-travel costs):
- A sponsor has no obligation to pay return-travel costs if the nominee ends the employment voluntarily
- However, if the Department requires the nominee to leave Australia due to a visa breach, the sponsor may in some cases have to pay — see the detail in your sponsor obligations
Minimum records to keep
Below is the minimum set of records for each nominee:
- The original employment contract and any amendments
- All payslips from the start date to the cessation date
- Evidence of salary payment (bank statements or payroll reports)
- Timesheets if applicable
- Annual AMSR documentation
- The nomination approval letter and visa grant letter
- Correspondence with the Department relating to this nominee
- The record of the cessation notification sent to the Department
Keep all of the above records for at least 5 years after the nominee leaves the business.
This checklist does not replace legal advice. For a business with many nominees, it is worth investing in dedicated HR and migration systems, and consulting a registered migration agent (MARA agent) to ensure ongoing compliance.