請告訴我們您的情況，我們的移民律師會盡快回覆您。
請告訴我們您的情況，我們的移民律師會盡快回覆您。
澳洲最大的獨立移民法律事務所。立即獲取免費諮詢（適用條款與細則）
需要協助嗎？我們每週 7 天提供服務。
2026 年 Telstra「最佳企業獎」入圍者
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.
獲選為《Best Lawyers》
類別 2026年及2027年榜單
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澳洲法律獎得主
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榮獲「2027年澳洲最佳法律
事務所」評選
獲《Doyle’s
Guide》評選為 2023-26 年「
」移民法律領域領先律師
請告訴我們您的情況，我們會盡快回覆您。
請告訴我們您的情況，我們會盡快回覆您。
我們的服務沒有隱藏費用。我們的費用在收費協議中清楚列明。
從第一個當天回復到授予簽證，您將可以直接聯繫律師。
我們經驗豐富的律師將定期為您提供簽證途徑的最新資訊和清晰的解釋。
我們為簽證申請服務提供客戶滿意度保證。
某些簽證類型提供3-6個月的分期付款選項。
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. |
| 特色 | 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. |
| 提供優惠 | Standard statutory thresholds apply for English, age, salary, and experience. | Custom concessions for salary, English language proficiency, age, and experience can be negotiated. |
| 永久居留權途徑 | 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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無論您身在何處，我們都能為您提供專業的移民建議和支援。澳洲境內的客戶可以選擇在我們的辦公室或線上與我們會面，而境外的客戶則可以線上與我們聯絡。
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 是澳洲行政法學會前任會長，也是澳洲頂尖的行政、移民和人權律師之一。
请告诉我们您的情况，我们的移民律师会尽快与您联系。
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