Quick Answer: Sponsoring a worker on a Subclass 482 visa costs employers between $8,000 and $20,000+ in total — covering the Skilling Australians Fund (SAF) levy ($1,200–$7,200), government visa application charges ($3,115–$6,230), and professional agent fees ($3,000–$8,000). The Subclass 186 visa adds a nomination charge but no SAF levy, keeping total employer costs between $5,000 and $15,000. Passing any of these costs to the employee is illegal under Australian migration law.
At VJ Consulting and Education, we work closely with both employers and skilled workers to navigate the true costs of employer sponsorship in Australia.
How much does it cost an employer to sponsor a 482 visa?
Sponsoring a worker on a Subclass 482 (Skills in Demand) visa typically costs employers between $8,000 and $20,000 per worker, depending on business size and whether they engage a migration agent. The cost has three distinct layers.
| Cost Component | Small Business | Medium/Large Business |
|---|---|---|
| SAF Levy (2-year visa) | $2,400 | $4,800 |
| SAF Levy (4-year visa) | $4,800 | $9,600 |
| Nomination application charge | $330 | $330 |
| Visa application charge (primary) | $3,115 | $3,115 |
| Migration agent fees (typical) | $3,000–$5,000 | $4,000–$8,000 |
| Estimated total (4-year visa) | $11,245–$13,245 | $17,045–$21,045 |
Small businesses are defined as those with an annual turnover under $10 million. The SAF levy is the single largest and most misunderstood cost — it is non-refundable even if the employee resigns on day one.
"There were at least 2, maybe 3 components to the 482 visa being granted — the sponsorship application, the nomination application, and the visa application. It is illegal for an employer to get an employee to pay for any costs related to the sponsorship." — Our MARA-registered agent, summarising the cost structure for a client
→ Deep Dive: Sponsoring an Overseas Worker in Australia
Do employers pay for visa sponsorship?
Yes — under Australian law, employers are legally required to bear all costs associated with sponsoring a worker. Section 140H of the Migration Act 1958 explicitly prohibits employers from transferring sponsorship-related costs to the employee, either directly or indirectly. This includes the SAF levy, nomination charges, visa application fees, and migration agent fees paid in connection with the sponsorship. Among the applicants VJCE has assisted, employers who clearly understand their legal obligations from the outset tend to avoid the costly compliance issues that can arise later in the sponsorship process.
The legal obligation is not optional or negotiable. An employer who makes a worker pay these costs — including through a repayment arrangement — can face civil penalties of up to $93,900 per breach (for an individual) or $469,500 per breach (for a body corporate) under 2024–25 penalty unit rates.
Despite this, problematic arrangements do exist. One of our clients, a head chef in Melbourne on a 482 visa, described exactly this situation:
"I was told by the employer that they would pay for the visa and agent fees, and then I would have to slowly pay it off over time. The cost for the visa was $3,000 and the agent fee was $4,000 — so the total was $7,000, which my employer said was my responsibility to pay back." — A client we assisted after discovering their employer's repayment arrangement was unlawful
If you are in this situation, the arrangement is illegal regardless of what was agreed verbally or in writing. Contact us or the Fair Work Ombudsman immediately.
→ Deep Dive: Employer-Sponsored Visas: How to Find a Sponsor
How much does 186 sponsorship cost the employer?
The Subclass 186 (Employer Nomination Scheme) visa is generally less expensive for employers than the 482 pathway — primarily because no SAF levy applies to direct entry or Temporary Residence Transition (TRT) stream nominations. However, the government visa application charge is higher.
| Cost Component | TRT Stream | Direct Entry Stream |
|---|---|---|
| Nomination application charge | $330 | $330 |
| Visa application charge (primary applicant) | $4,770 | $4,770 |
| Secondary applicant (adult) | $2,385 | $2,385 |
| Secondary applicant (child) | $1,195 | $1,195 |
| Migration agent fees (typical) | $4,000–$8,000 | $5,000–$10,000 |
| SAF Levy | Nil | Nil |
| Estimated total (primary only) | $9,100–$13,100 | $10,100–$15,300 |
One of our clients, a French engineer who received his 186 TRT stream PR after 14 months, noted that his large engineering employer absorbed all costs without question — a reflection of how standard this practice is among established corporate sponsors.
"After two years on a work visa, I applied for PR through a large engineering company that sponsored me." — A recent client who went through the 186 TRT stream
The TRT stream is typically more straightforward for employers who have already sponsored the worker on a 482 visa, as the nomination evidence requirements are simpler.
→ Deep Dive: Sponsoring an Overseas Worker in Australia
Can employers pass sponsorship costs to employees?
No — passing sponsorship costs to employees is illegal in Australia, and this prohibition has no exceptions. The Migration Regulations 1994 (reg. 2.85 and 2.86) make it an unlawful non-compliance for a sponsor to transfer, or seek to transfer, a "sponsorship-related cost" to a sponsored worker or prospective sponsored worker. VJ Consulting agents generally advise employers to document all cost arrangements carefully from day one, as any ambiguity around who bears sponsorship expenses can trigger serious legal scrutiny during sponsor monitoring visits.
"Sponsorship-related costs" covers a broad scope:
| Cost Type | Can Employer Pass to Employee? |
|---|---|
| SAF levy | No |
| Nomination application charge | No |
| Visa application charge | No |
| Migration agent fees (sponsorship side) | No |
| Skills assessment fees (if required by employer) | No |
| Health examination fees (required for visa) | Generally no — employer must not require reimbursement |
| Relocation costs | Not prohibited, but must not offset sponsorship costs |
The prohibition applies even where an employee voluntarily agrees to repay costs or signs a contract to that effect. Such agreements are unenforceable and expose the employer to penalties.
Tip: If your employer has asked you to pay or repay any visa-related costs, document the request in writing and seek advice. You are protected from adverse action for reporting this breach to the Department of Home Affairs.
→ Deep Dive: Employer-Sponsored Visas: How to Find a Sponsor
What are the training levy costs for sponsorship?
The Skilling Australians Fund (SAF) levy is mandatory for all Subclass 482 nominations and most Subclass 494 nominations. It is calculated per worker, per year of visa duration — not as a one-off charge. This is the cost that catches most employers off guard.
| Employer Type | Annual Rate | 2-Year Visa Total | 4-Year Visa Total |
|---|---|---|---|
| Small business (turnover < $10M) | $1,200/year | $2,400 | $4,800 |
| Standard business (turnover ≥ $10M) | $1,800/year | $3,600 | $7,200 |
Key facts employers must understand:
- The SAF levy is paid upfront in full at the time of nomination lodgement — not annually
- It is non-refundable if the visa is refused, withdrawn, or the employee resigns early
- There is no SAF levy for the Subclass 186 ENS nomination or the Subclass 191 pathway
- The levy applies separately for each family member who is a primary visa holder (not secondary applicants)
For a standard business sponsoring one worker on a 4-year visa, the SAF levy alone represents $7,200 — before any government charges or agent fees. Multiply this across several sponsored workers and the cumulative cost becomes a significant line item in workforce planning budgets.
→ Deep Dive: Sponsoring an Overseas Worker in Australia
Is it expensive to sponsor someone in Australia?
Compared to other developed countries, Australia's employer sponsorship costs are high — particularly because of the SAF levy, which has no equivalent in Canada or the UK's skilled worker visa system. That said, the cost must be weighed against the alternative: a prolonged vacancy in a hard-to-fill role.
| Country | Employer Sponsorship Cost (Approx.) |
|---|---|
| Australia (482 visa, 4-year) | $11,000–$21,000 AUD |
| UK (Skilled Worker visa, 5-year) | £2,239–£5,000 GBP (~$4,400–$9,800 AUD) |
| Canada (LMIA + work permit) | CAD $1,000–$3,000 (~$1,100–$3,300 AUD) |
| USA (H-1B sponsorship) | USD $5,000–$15,000 (~$7,800–$23,400 AUD) |
Australia sits in the upper range globally, largely driven by the SAF levy. For a small business, this is a genuine barrier. For a large corporation, it is typically absorbed as a standard recruitment cost.
One sentiment we hear frequently from smaller employers is concern about the non-refundable nature of the SAF levy — particularly where they are uncertain whether the candidate will pass skills assessment or the visa will be approved. This is a legitimate risk, and one reason we recommend staging the costs carefully and ensuring all eligibility criteria are confirmed before lodging the nomination.
"Definitely go for 190 as it is PR and 482 is temporary visa — any time the employer can cancel it." — A sentiment echoed by several applicants we've advised who weighed up employer-sponsored versus points-tested pathways
For workers weighing their options, the cost burden falling on the employer is an advantage — but it also means employers are selective. Demonstrating clear value and facilitating a smooth sponsorship process on your end (timely document provision, prompt health checks) makes the investment more attractive for the employer.
→ Deep Dive: Employer-Sponsored Visas: How to Find a Sponsor
Considering employer sponsorship for your business or your next career move? Our MARA-registered agents at VJ Consulting have guided hundreds of employers and workers through the 482 and 186 pathways. Book a consultation to get a cost breakdown specific to your situation.
