Expat Expertise – 7 Tips for Successfully Sponsoring an Overseas Worker for Your Business
Expat Expertise – 7 Tips for Successfully Sponsoring an Overseas Worker for Your Business
Did you know that as of 2019-20, migrants held 26.3% of all jobs in Australia? That’s a staggering 5.3 million jobs worked by 3.6 million migrants. In today’s global economy, businesses are increasingly recognising the immense value that overseas talent can bring to their organisations. However, one look at the mountain of paperwork involved in sponsoring an overseas worker can put you off for life.
This is where the expertise of an immigration specialist can be invaluable. Whether you hire the best migration lawyer Melbourne has to offer or a top-tier visa agent in Sydney, their guidance can transform an otherwise daunting process into a streamlined affair that benefits you, your new employee, and the company as a whole.
If you’re not yet sure whether you want to take the plunge and hire someone, you’re in the right place. Below, you’ll find seven tips for successfully sponsoring an overseas worker for your business. If, by the end of the article, you feel like this is within your power and your budget to achieve, then you can feel more confident in contacting a professional to take the next steps. Expat expertise – 7 tips for successfully sponsoring an overseas worker for your business.
1. Become an Approved Business Sponsor
Before you can sponsor an overseas worker, you need to become an approved business sponsor. This involves demonstrating that your business is operating lawfully and meeting certain financial and training requirements. Once approved, you’ll be able to nominate overseas workers for specific roles.
2. Understand the Visa Options
There are several visa options for sponsoring overseas workers, each with its own requirements and benefits. For example, the Temporary Skill Shortage Visa (subclass 482) allows workers to stay in Australia for 1-4 years. Meanwhile, the Employer Nomination Scheme (subclass 186) offers permanent residency. Understanding these options will help you choose the best path for your business and your prospective employee.
3. Conduct Labour Market Testing
Before you can sponsor an overseas worker, you need to demonstrate that you’ve tried to recruit Australians for the position. This involves advertising the role locally and providing evidence that no suitable local candidates could be found. Some occupations are exempt from this requirement, so be sure to add this to your list of questions for your immigration specialist.
4. Nominate an Eligible Occupation
The role you’re looking to fill must be on the list of eligible skilled occupations. This list is regularly updated to reflect Australia’s changing skills needs. If the occupation isn’t on the list, don’t admit defeat just yet – you may be able to negotiate a labour agreement.
5. Pay the Market Salary Rate
You must pay your sponsored worker at least the market salary rate for their occupation. This ensures overseas workers are not exploited and that local wages are not undercut.
6. Meet Your Sponsorship Obligations
Once you’ve sponsored a worker, you’ll also have ongoing obligations. These include ensuring the worker is employed in the nominated position, paying the promised salary, providing adequate benefits, and informing the Department of Home Affairs if the worker’s circumstances change.
7. Prepare for Cultural Differences
Prepare your team for potential cultural differences and integration challenges. The right support should help your new employee settle in and contribute to your business more effectively.
Sponsoring an overseas worker can be a lengthy process, but with careful planning, it can be a successful strategy for filling skills gaps in your business.
Please note that this information is current as of 2024 but may be subject to change. Always consult with a migration expert or check the latest information from the Department of Home Affairs before making any business decisions.
Featured photo by AlphaTradeZone by Pexels
