Company Specific Labour Agreements Australia

When can an employer apply for a Company Specific Labour Agreement?

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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.

Which businesses are eligible?

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:

Active Australian Operation

The business must be registered and actively operating in Australia for a minimum of 12 months.

Financial Viability

Employers must provide evidence, such as financial statements certified by an independent accountant, proving the business can financially support sponsored personnel.

Genuine Labour Market Shortage

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.

Good Standing and Compliance

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.

Stakeholder Consultation

Employers must consult relevant industry stakeholders and unions to obtain the company specific agreement before submitting the request.

Commitment to Local Workforce

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.

What occupations can be included?

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.

How does a Company Specific Labour Agreement differ from standard sponsorship?

特集	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.
売店あり	Standard statutory thresholds apply for English, age, salary, and experience.	Custom concessions for salary, English language proficiency, age, and experience can be negotiated.
永住権取得の道筋	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.

What visas can employers sponsor under a Company Specific Labour Agreement?

Under a company specific labour agreement, approved employers gain access to tailored streams within key employer-sponsored visa programs:

Subclass 482 Skills in Demand Visa

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.

Subclass 186 Employer Nomination Scheme (ENS) Visa

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.

Subclass 494 Skilled Employer Sponsored Regional (Provisional) Visa

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.

承認にはどれくらい時間がかかりますか？

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!

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How can Australian Migration Lawyers help?

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.

What proof of Labour Market Testing (LMT) is required?

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.

What happens if our workforce needs change during the five-year agreement?

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.

How long is a Company Specific Labour Agreement valid once approved?

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.

Can we request salary or English concessions in a Company Specific Labour Agreement?

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.

コンサルテーションのお申し込み

コンサルテーションのお申し込み

Company Specific Labour Agreements Australia

企業別労働協約とは何か？

コンサルテーションのお申し込み

コンサルテーションのお申し込み

オーストラリア移民法弁護士の違い

固定価格

弁護士と直接交渉

明確なコミュニケーション

満足保証

分割払い可能

When can an employer apply for a Company Specific Labour Agreement?

Which businesses are eligible?

Active Australian Operation

Financial Viability

Genuine Labour Market Shortage

Good Standing and Compliance

Stakeholder Consultation

Commitment to Local Workforce

What occupations can be included?

How does a Company Specific Labour Agreement differ from standard sponsorship?

What visas can employers sponsor under a Company Specific Labour Agreement?

Subclass 482 Skills in Demand Visa

Subclass 186 Employer Nomination Scheme (ENS) Visa

Subclass 494 Skilled Employer Sponsored Regional (Provisional) Visa

承認にはどれくらい時間がかかりますか？

How can Australian Migration Lawyers help?

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