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There is no universal corporate visa. Start with the real duties, worksite and expected duration. Then decide whether the need is temporary, regional or permanent.
Since 7 December 2024, the Skills in Demand visa has operated in place of the former Temporary Skill Shortage visa. Employers use it for eligible skilled roles through three streams:
Core Skills stream: for an eligible occupation under the applicable occupation settings
Specialist Skills stream: for eligible higher-paid roles that meet the stream rules
Labour Agreement stream: where the employer has access to an approved labour agreement
A business will generally need to be an approved Standard Business Sponsor or have an applicable labour agreement. The nominated role must be genuine, the salary must satisfy the current income threshold and market salary requirements, and labour market testing may be required. The applicant must meet the requirements for the relevant stream, including the work-experience, English, health and character criteria. A skills assessment is required for some applicants and occupations.
The Core Skills and Specialist Skills income thresholds are indexed. Use the figures in force when the nomination is lodged rather than copying an amount from an older webpage or previous nomination.
Visa condition 8607 may allow a Skills in Demand visa holder a limited period to find a new sponsor, apply for another visa or arrange to leave Australia. The current limits can include up to 180 consecutive days and no more than 365 days in total across the visa grant period. The position depends on the person's visa conditions, employment history and any later application, so it should be checked before new work starts.
Eligible Skills in Demand and former TSS visa holders may later qualify for the Temporary Residence Transition stream of the subclass 186 visa. This is not automatic permanent residence. The worker, employer, nomination and qualifying sponsored employment must meet the separate rules that apply when the 186 application is made.
Read the full Skills in Demand visa guide
The Employer Nomination Scheme can provide permanent residence when all criteria are met. Applications fall under Direct Entry, Temporary Residence Transition or the Labour Agreement stream
The correct stream affects the occupation, skills assessment, age, employment history and nomination evidence required. Direct Entry applicants generally need a suitable skills assessment unless an exemption applies. Most applicants must be under 45 when they apply, although exemptions exist. Temporary Residence Transition has its own requirements for eligible sponsored visa holders and their employment.
A nomination or previous 482 visa does not guarantee a subclass 186 grant. The employer and applicant must satisfy the relevant criteria at the time of application and decision.
Read the full Employer Nomination Scheme visa guide
Under the subclass 494, an eligible business can sponsor a skilled worker for a job in designated regional Australia. The visa is provisional and is usually granted for up to five years. In the Employer Sponsored stream, the applicant generally needs an eligible occupation, a suitable skills assessment, relevant experience and competent English, unless an exemption or another stream rule applies.
A subclass 494 holder may later be eligible for the Permanent Residence (Skilled Regional) visa (subclass 191) after meeting its separate requirements. It should be described as a possible pathway, not an automatic conversion to permanent residence.
Read the full Subclass 494 visa guide
A DAMA is a formal agreement between the Australian Government and a Designated Area Representative. It can allow participating regional employers to access occupations or negotiated concessions that are not available through the standard program.
An individual cannot access a DAMA directly. The employer must operate in the designated region, the occupation must be covered and the regional endorsement and labour agreement steps must be satisfied. Available occupations, concessions, ceilings and permanent residence settings differ between agreements. A concession is never automatic simply because a business is located in a DAMA region.
Read the full Designated Area Migration Agreement
The subclass 400 visa may suit short-term, highly specialised and non-ongoing work. A stay of up to three months is common, while up to six months may be granted in limited circumstances where a strong business case is established. The applicant is generally required to be outside Australia when applying and when the visa is decided. It is not a substitute for an ongoing sponsored role. The proposed work, duration and need for the person's specialist skills should be clearly evidenced.
The subclass 407 visa is for approved occupational training or eligible professional development. It is not a general work visa. The training plan, sponsor, nomination and day-to-day activity must form a genuine and consistent training arrangement. For most applications lodged after 11 March 2026, the sponsorship and nomination must be approved before the visa application is lodged. Commonwealth agency arrangements can operate differently. Read the full Subclass 407 Training visa guide
.The subclass 408 visa covers specified temporary activities. The available stream, sponsor or supporter requirements, evidence and permitted stay depend on the activity. A business should identify the exact stream before planning the assignment or making assumptions about work rights.
The subclass 403 visa applies to defined government, diplomatic and international arrangements. It is not a general corporate work visa. Eligibility depends on the particular stream and the relevant agreement or status.
A short business trip is not necessarily a work trip. Under the subclass 600 Business Visitor stream, a visitor may make business or employment enquiries, negotiate or review a contract, or attend an unpaid conference, trade fair or seminar.
What the visitor cannot do is work for an Australian organisation, supply services to it or sell directly to the public. If the trip includes project duties or work output, check the visa before booking travel. Describing the trip as a meeting will not alter what the person is really coming to do.
Sponsorship obligations continue after a visa is granted. Depending on the program and circumstances, an employer may need to:
Keep prescribed records and provide them when requested;
Notify Home Affairs of specified changes within the required period;
Ensure the sponsored person works only in the approved occupation or activity, subject to the applicable rules;
Provide terms and conditions that meet sponsorship and workplace-law requirements;
Cooperate with inspectors and avoid unlawful discrimination in recruitment; and
Comply with obligations concerning travel costs where they apply.
Sponsors must not transfer or recover prohibited sponsorship, nomination, recruitment or Skilling Australians Fund costs from the sponsored worker. Cost allocation should be checked carefully and documented. The visa application charge and a person's own incidental costs are different from prohibited sponsor-side costs, but any arrangement must still comply with migration and workplace law.
Government charges and processing times change. Use the Department's current Visa Pricing Estimator and Visa Processing Time Guide immediately before budgeting or lodging.
The order varies by subclass, but a corporate matter commonly involves:
Confirm the duties, work location, duration, salary, reporting line and long-term plan.
Compare the actual activity with the available temporary, regional and permanent options.
Confirm sponsor status, financial and operational evidence, regional requirements and any labour agreement access.
Document the genuine need, occupation, market salary and labour market testing where required.
Follow the sequence required for the chosen subclass. The sequence is not identical across all visas.
Align the worker's qualifications, experience, English, health, character and family evidence with the nomination.
Respond to requests, record the outcome and monitor reportable changes and visa conditions.
choosing a visa from the proposed length of stay without checking the actual work;
using a business visitor visa for duties that amount to work in Australia;
treating labour market testing as a paperwork exercise or using advertisements that do not meet the applicable rules;
nominating a salary that does not satisfy both the current threshold and the market salary requirements;
using a job title that does not match the occupation's actual tasks;
passing prohibited sponsor-side costs to the worker, directly or through deductions or repayment arrangements;
allowing the role, duties, location or employment arrangement to change without checking notification and nomination consequences;
assuming a temporary visa guarantees a later permanent visa; and
reusing old figures, occupation settings or forms without checking the position at lodgement.
Kritin Global's registered migration agent can help your business:
Choose the visa pathway that fits the role and assignment
Prepare sponsorship, labour market testing and nomination evidence
Coordinate the visa application with the employer's documents
Understand the obligations that continue after grant
Clear guidance from the first workforce discussion through to lodgement and compliance follow-up.
The information on this page is general and is not migration or legal advice. It does not assess a particular business, job or applicant. Home Affairs may change the rules, occupation settings, indexed thresholds, charges and processing information. Check the current government material or speak with a registered migration agent before making a decision. Kritin Global cannot promise the result of a sponsorship, nomination or visa application.
MARN: 2619385