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Australia’s company specific labour agreement is a contractual agreement between an individual Australian business and the federal government used to sponsor skilled overseas workers. The aim of company specific labour agreements, unlike sector specific labour agreements, is for situations where industry agreements or standardised visa programs do not address a specific skilled shortage within a business.
This labour agreement will support businesses to sponsor skilled overseas workers when niche, non-standard, or highly specialised roles are not listed on standard occupation lists and where existing industry agreements are not the right fit.
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De la première réponse le jour même à l'obtention de votre visa, vous aurez un accès direct à un avocat.
Nos juristes expérimentés vous fourniront des mises à jour régulières et des explications claires sur les voies d'accès aux visas.
Nous offrons une garantie de satisfaction du client en ce qui concerne nos services de demande de visa.
Possibilité de paiement échelonné sur 3 ou 6 mois pour certains types de visas.
An Australian company specific labour agreement is a formal partnership between an approved employer and the Department of Home Affairs.
An employer can apply for a company specific labour agreement when facing genuine skill shortages that standard migration streams cannot resolve. This typically occurs when desired roles are absent from skilled occupation lists, or when existing industry agreements or Designated Area Migration Agreements do not cover the business requirements.
To enter into a company specific labour agreement with the Department of Home Affairs, an employer must demonstrate that their business meets the criteria required, including:
The business must be registered and actively operating in Australia for a minimum of 12 months.
Employers must provide evidence, such as financial statements certified by an independent accountant, proving the business can financially support sponsored personnel.
Demonstrable evidence of extensive local Labour Market Testing (LMT), with detailed proof of local recruitment efforts, confirming that qualified Australian citizens or permanent residents with the relevant qualification are unavailable to fill the roles.
The entity must maintain an exemplary record of compliance with Australian workplace laws, occupational health and safety standards, and migration legislation under the Migration Regulations 1994.
Employers must consult relevant industry stakeholders and unions to obtain the company specific agreement before submitting the request.
A clear plan demonstrating how the business will continue to train and employ local workers to reduce reliance on foreign labour over time, and that any request can only nominate specific ANZSCO positions.
| Occupation Category | Skill Level Requirement | Description & Suitability |
|---|---|---|
| Niche or Specialised Roles | Typically ANZSCO Skill Levels 1 to 4 | Positions with specialised technical, scientific, or managerial duties that are not formally defined within the standard Australian and New Zealand Standard Classification of Occupations (ANZSCO) framework. |
| Emerging Industry Occupations | ANZSCO Skill Levels 1 to 4 | Roles created by technological advancements or new industry sectors where standard skilled occupation lists have not yet evolved to include specific job codes. |
| Hybrid Occupations | ANZSCO Skill Levels 1 to 4 | Positions combining core responsibilities across multiple discrete ANZSCO occupations, where single standard visa nominations are impracticable. |
| Regional Specific Roles | ANZSCO Skill Levels 1 to 5 (in exceptional circumstances) | Specialised operational positions located in Category 3 regional areas where localised economic conditions justify lower skill level inclusions under strict departmental guidelines. |
| Fonctionnalité | Standard Employer Sponsorship | Company Specific Labour Agreement |
|---|---|---|
| Occupation Eligibility | Strictly restricted to occupations on published skilled occupation lists. | Tailored to include non-standard, niche, or hybrid occupations not on official lists. |
| Concessions disponibles | Standard statutory thresholds apply for English, age, salary, and experience. | Custom concessions for salary, English language proficiency, age, and experience can be negotiated. |
| Voies d'accès à la résidence permanente | Standard pathways dictated by specific visa streams and occupation lists. | Bespoke permanent residence pathways can be negotiated directly within the agreement structure. |
| Stakeholder Engagement | Not required prior to standard business sponsorship applications. | Mandatory pre-application consultation with relevant industry unions and bodies. |
| Agreement Structure | Standardised terms applied uniformly across all approved sponsors. | Unique, five-year negotiable deed executed directly between the company and the Australian Government. |
Under a company specific labour agreement, approved employers gain access to tailored streams within key employer-sponsored visa programs:
Employers can sponsor overseas workers under the Labour Agreement stream of the Subclass 482 Skills in Demand visa. This temporary stream grants work rights for up to four years, allowing businesses to rapidly address immediate skill deficits with customised position criteria and negotiated concessions for skilled workers.
This pathway enables employers to nominate eligible sponsored workers for direct permanent residency under the Labour Agreement stream of the Subclass 186 employer nomination scheme visa. Access to permanent residency provides long-term retention benefits for key personnel, but nominated workers must still meet the applicable Labour Agreement settings, including pay at least 90% of the relevant income threshold where required.
For businesses operating in designated regional areas, the Labour Agreement stream of the Subclass 494 Skilled Employer Sponsored Regional (Provisional) visa offers a five-year provisional pathway. Sponsored workers can subsequently transition to permanent residence via the Subclass 191 Permanent Residence (Skilled Regional) visa.
Negotiating and securing approval for a company specific labour agreement is a complex process that generally takes a minimum of six months. Because each request is evaluated on a case-by-case basis by the Department of Home Affairs, processing times vary depending on the complexity of the business case, the degree of concessions requested, and the thoroughness of prior union and industry stakeholder consultations.
We can help facilitate this process by preparing full, decision ready submissions with adequate supporting documentation.
Well prepared submissions can reduce the risk of delays and hurdles down the track!
Whether you are a skilled professional that is keen to explore your opportunities under a company specific labour agreement, or you are a company navigating the legal requirements of a applying for a company specific labour agreement, a precise strategy and comprehensive knowledge of Australian immigration frameworks is crucial.
We work closely with business leaders, human resource executives, and in-house legal counsel across sectors facing ongoing labour shortages to draft compelling business cases, negotiate appropriate concessions, and manage required stakeholder consultations.
Our team prepares decision-ready submissions tailored to your company's operational requirements, ensuring strict compliance with the Migration Regulations 1994. This may include advising businesses considering a Company Specific Agreement where existing Australian Government initiatives or other sponsored pathways have not resolved workforce gaps. Whether you require initial advice on program eligibility or full representation throughout departmental negotiations, we provide authoritative legal guidance to maximise your chances of success.
This issue often arises in major projects where protecting Australian jobs and fair conditions for Australian workers remains central to the Department’s assessment. Contact us today to arrange a consultation and explore how we can support your strategic workforce planning.
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Nous offrons des conseils et une assistance professionnels en matière de migration, quel que soit votre lieu de résidence. Ceux qui se trouvent en Australie peuvent nous rencontrer dans l'un de nos bureaux ou en ligne, et pour ceux qui se trouvent à l'étranger, nous sommes à votre disposition en ligne.
Employers must demonstrate genuine, extensive recruitment efforts within the local Australian labour market prior to requesting an agreement. This involves providing copies of advertisements published on national recruitment platforms, detailing applicant responses, and establishing why local candidates were unsuitable for the position.
If your operational requirements change, we can assist your business in lodging a formal request for a Deed of Variation with the Department of Home Affairs. This process allows your company to adjust occupational ceilings, include new job roles, or alter terms within the existing agreement structure.
Once executed by the Department of Home Affairs, a company specific labour agreement is typically valid for five years. During this period, your business can nominate the agreed ceiling number of overseas workers each year, subject to ongoing compliance with reporting obligations and legislative requirements.
Yes. A primary advantage of a company specific labour agreement is the ability to negotiate concessions to standard statutory criteria. We can assist your business in presenting a commercial and evidence-backed case to justify concessions regarding salary thresholds, English language scores, age limits, or prior work experience.
Perry Q Wood est le président sortant de l'Institut australien de droit administratif et l'un des principaux avocats australiens spécialisés dans l'administration, l'immigration et les droits de l'homme.
Décrivez-nous votre situation et l'un de nos avocats spécialisés dans les questions de migration vous contactera dans les plus brefs délais.
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