Employer Nomination Scheme (Subclass 186) Visa

All three streams lead to the same result - permanent residency - but who qualifies, and on what basis, is different for each.

One thing worth flagging upfront: Labour Market Testing is not required for any 186 stream. No job advertising, no market testing compliance, no LMT documentation. That's a significant practical difference from the 482 and something employers often don't realise when they're first looking at the pathway.

- Current or recently held Subclass 482, 457, or eligible bridging visa - Two years full-time employment in the nominated occupation with approved sponsors - Nomination for a genuine, ongoing, full-time position - Competent English - IELTS 6.0 in each band or accepted equivalent, unless exempt - Generally under 45 at time of application, unless exempt - Health and character requirements met No skills assessment required. What does matter - and what causes problems when it's not checked early - is that the ANZSCO unit group on the 186 nomination has to match the unit group from the 482 role. Four digits, same group. That alignment needs to be confirmed before the 482 is lodged, not two years later when the TRT nomination is being prepared.

The SAF levy is payable by the employer at nomination and cannot be passed to the worker under any arrangement. Ministers of Religion and Religious Assistants under a Labour Agreement are exempt.

The 186 is not a quick visa. Current benchmarks reflect that honestly.

Applications are processed under Ministerial Direction No. 105, which sets a priority order: regional area occupations first, then healthcare and teaching roles, then Accredited Sponsor nominees, then everything else. Standard Direct Entry and TRT cases sit at the back of that queue. As of mid-2026, the Department was assessing standard applications lodged as far back as March 2024.

The annual program cap is 58,040 ENS places for 2026–27. Once that's reached, finalisation pauses until 1 July. Applications don't lapse - they stay in the queue — but processing stops until the new financial year. A decision-ready application is the only thing within your control that reduces avoidable delay. Every Request for Further Information adds weeks, sometimes months. Consistent documentation, salary evidence that holds up, a position description that clearly establishes the role as genuine - these are the variables that matter.

The leading cause of 186 nomination refusal is a position that can't be documented as genuine. It's not usually that the role doesn't exist - it's that the nomination doesn't demonstrate it clearly enough. A position description written for the visa rather than the business, no organisational context, no financial basis for the role being ongoing. Case officers read these carefully and the burden of proof sits entirely with the employer. Salary is the other nomination-stage issue that trips people up regularly. Two thresholds apply - the CSIT and the Annual Market Salary Rate for the specific occupation and location — and both need to be met. An offer that clears the CSIT but sits below market rate for the region is still a problem.

For TRT cases, employment gaps are scrutinised closely. Unpaid leave, part-time periods, any break in full-time sponsored employment reduces the qualifying period and can push an applicant below two years even when they've been with the employer the whole time. Payslips, tax records, and contracts need to be consistent and complete across the full period. ANZSCO mismatch is where TRT cases specifically come unstuck. The unit group on the 186 nomination has to match the unit group from the 482 - four digits, same group. If there's a discrepancy between what the 482 described and what the applicant actually does, it surfaces at the nomination stage two years later. Entirely preventable, but only if it's checked before the 482 is lodged.

Direct Entry refusals tend to come down to fewer than three years of clearly relevant full-time experience, or experience that doesn't map to what the nominated ANZSCO code describes. The skills assessment confirming the occupation is necessary but not sufficient - the work history behind it needs to stand up independently. Documentation inconsistency and expired health or character clearances round out the common issues. With processing times regularly exceeding 12 months, clearances obtained at lodgement often expire before a decision is made. This needs to be actively managed throughout the processing period.

Permanent residency from the date of grant means no expiry date, no renewal, and no employer restriction from day one. Work for anyone, anywhere in Australia, in any occupation. Medicare access is immediate. Your partner and dependent children come with you, with full work and study rights for your partner from the same date. Travel is unrestricted for five years from the grant date - after that, a Resident Return Visa is needed to re-enter as a permanent resident, which is a routine process most people address when it becomes relevant. You can also sponsor eligible relatives for their own permanent residency pathways. On citizenship: the requirement is four years of lawful residence, including at least 12 months as a permanent resident. For most 186 holders who've been in Australia on a 482, time on the temporary visa counts toward the four-year total. The 12-month permanent residency clock starts at grant. It's worth knowing where you'll sit on that timeline from the point the 186 comes through.

The 186 refusals we see most often aren't caused by ineligible applicants. They're caused by occupation codes that don't quite match, position descriptions that don't establish genuineness clearly enough, salary evidence that technically meets the threshold but doesn't hold up to scrutiny, or TRT periods that look fine on paper until someone checks the actual payroll records. None of those are unfixable. They're all things that get caught and addressed when the groundwork is done properly.

Our MARA-registered agent works with both sides of a 186 application - the employer and the applicant , across all three streams and including complex cases involving age exemptions, aggregated TRT experience across multiple sponsors, and occupation mismatch resolution. For workers on a 482, we build the PR transition strategy from the day the 482 is lodged, not when the two-year mark arrives. If there's a pathway, we'll tell you what it is and what it's going to take to get there.