Sponsoring Multiple 482 Employees: Planning and Things to Watch
When a business sponsors one person, the process is already complex. When it sponsors several people, the compliance risk rises significantly — and a clear management system is needed.
One SBS, many nominations
One SBS allows a business to nominate as many employees as it needs over the five-year period — there is no limit on the number on paper. However, each nomination:
- Has its own fee ($330 per nomination)
- Has its own SAF levy (per year of the visa)
- Must meet its own requirements in full
Managing expiry dates
Each employee has a 482 visa with a different expiry date. The business needs to:
- Track the expiry date of each visa
- Prepare to extend a nomination at least three to six months before a visa expires
- Monitor the 8107 condition for each employee
A simple spreadsheet or HR software can help with tracking.
Accumulating SAF levy
With five sponsored employees (small business, a two-year visa each):
- SAF levy: 5 × $2,400 = $12,000
This cost can be a surprise if not planned financially from the start. It is better to budget the SAF levy into the annual workforce plan.
Compliance risk grows with scale
Each sponsored employee creates additional reporting obligations. If one employee leaves and the Department is not notified within 28 days, that is a breach of obligations.
With more employees, the chance of a reportable situation arising increases. A clear internal process is needed:
- HR must give notice as soon as a sponsored employee leaves
- Set an ImmiAccount reminder or calendar alert for the reporting deadline
Moving an employee between positions
If a sponsored employee moves to a different position within the same business:
- A new ANZSCO code may require a new nomination
- You cannot make the change on your own without updating the nomination with the Department
Ask a migration agent before making any change of position for a sponsored employee.
Use a migration agent or do it yourself
With one or two employees: it may be possible to do it yourself with careful guidance.
With five or more employees, or high turnover: it is better to use a professional migration agent. The agent’s cost is offset by avoiding breaches and by handling complex situations flexibly.
Some larger businesses have in-house HR specialising in immigration — this investment is often worthwhile when there are 10 or more sponsored employees.