Employer Sponsorship Obligations in Australia: Compliance Guide

在擔保海外勞工時，根據內政部的擔保合規架構，澳洲企業面臨嚴格的法律責任。不履行這些擔保義務可能導致嚴重的懲罰，包括巨額罰金、取消擔保批准，以及長期禁止未來擔保。許多僱主保薦人低估了不遵守規定的風險，通常會因為薪資錯誤、記錄失敗或角色分類錯誤而無意中違反規定。了解並積極管理贊助的合規性，對於保護您的企業免於代價高昂的制裁和聲譽損害是非常重要的。

尋求專業建議是確保您的組織仍然是合規的認可贊助商的關鍵步驟。

標準業務保薦人合規風險的關鍵領域

Standard business sponsors are legally required to uphold strict compliance obligations when employing sponsored workers. The most common breaches include underpaying the sponsored employee, assigning duties outside the nominated occupation, failing to maintain accurate records of employment, not notifying the department of key changes, and neglecting to keep evidence of compliance. Each of these breaches exposes the sponsor to administrative action and severe penalties. For instance, a sponsor who fails to pay the correct salary or maintain proper time sheets can trigger a full compliance audit and potential cancellation of sponsorship approval.

瞭解核准保薦人的核心義務

贊助過程中，雇主必須承諾在被贊助的簽證持有人受僱期間（Subclass 482 簽證的受僱期最長可達四年）履行幾項主要義務。這些義務是為了確保海外勞工不被剝削，並確保簽證計畫是用來解決當地勞工市場真正的技術短缺問題。

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僱主保薦海外勞工前的一個關鍵步驟通常是完成勞工市場測試 (LMT)。這要求保薦僱主證明他們已真正嘗試在當地招聘指定職業的員工。此 LMT 的細節必須仔細記錄。這不僅僅是一個初步的障礙，還為負責任的招聘行為開創了先例。保薦人也不得對澳洲公民或永久居民採取歧視性的招聘行為。

低薪給受贊助的員工：市場薪資

One of the most frequent breaches involves failing to meet the required annual market salary rate, which mandates that a sponsored worker must receive the same pay and conditions as an equivalent Australian worker. Sponsors must also meet the Core Skills Income Threshold (CSIT) and ensure that all entitlements under Australian workplace laws are observed. Underpayment, whether through reduced base salary, unpaid overtime, or misclassification of allowances, is considered a serious breach. It often results in immediate penalties and can lead to civil fines, repayment orders, and suspension of the business’s sponsorship rights.

The correct market salary rate must be paid, and this is monitored closely by the Department of Home Affairs. Failure to meet this requirement, along with not paying the correct superannuation contributions, exposes the business to liability under both migration and workplace laws. A breach here can seriously impact the company's ability to engage in future sponsorship.

澳洲技能培訓基金 (SAF) 徵費

贊助臨時技術簽證持有者的澳洲企業必須繳納澳洲技術人才基金 (Skilling Australians Fund, SAF) 徵費。這是一項強制性收費，旨在支援澳洲勞工的培訓，並依據贊助雇主的年度營業額和簽證期限而定。未能按時全額支付 SAF 徵費即構成嚴重違反擔保義務。該款項應在遞交提名申請時繳納，即使簽證申請被拒，該款項也不予退還。

記錄保存和通知的關鍵作用

未保持準確記錄

保薦人必須保留所有僱傭相關文件的詳細記錄，包括簽訂的僱傭合約、薪資單、考勤表和薪資摘要，至少保存五年。這些記錄是內政部在監督和合規審核時所依據的合規證據。未能保存或提供合規證據本身就是違規行為，即使履行了其他義務，也可能受到制裁。因此，準確、易於查閱的記錄保存不僅是最佳作法，也是每位保薦雇主在法律上的必要條件。

嚴謹的記錄必須證明被保薦人已獲得正確的薪資門檻，且僅在其指定的職業中工作。如果受保薦的員工正在透過臨時居留過渡流程尋求永久居留權，這一點尤其重要，因為簽證記錄必須是乾淨的。

將變更通知民政事務總署

保薦人有法律責任在某些事件發生後 28 天內通知該部門。這些事件包括：被保薦員工的雇用期結束、角色發生重大變更或職務超出指定職業範圍，以及標準事業保薦人本身的架構或聯絡細節發生變更。

For example, if the worker resigns, or the employment ends for another reason, the sponsor must advise the Department of Home Affairs of this change. Failure to notify the department is a standalone breach that can lead to sanctions, even if all other employment conditions were met. Ongoing compliance requires proactively managing the sponsored employee’s visa status and promptly reporting any changes.

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贊助違規的後果

當發生不遵守規定的情況時，內政部可採取一系列行政措施及民事或刑事行動。行政措施包括發出正式警告、對擔保人進行監督或完全取消擔保批准。更嚴重或重複的違規行為可能導致民事處罰、可強制執行的承諾，在極少數情況下，可能導致刑事起訴。這些後果不僅會擾亂營運，還可能永久性地損害公司未來從事多位海外勞工擔保事業的能力。

行政和民事制裁

The Department of Home Affairs may impose administrative action such as barring a business from sponsoring new visa holders or cancelling its status as a standard business sponsor. The Department of Home Affairs may apply to a court for a civil penalty order of up to $396,000 for a corporation, and up to $79,200 for an individual, for each failure to meet a sponsorship obligation. Individuals involved in the breach may also face personal fines. These severe penalties are designed to deter misconduct and encourage proactive compliance management. Ensuring your business maintains accurate processes and documentation is the most effective way to avoid penalties and protect your sponsorship approval.

請務必記住，該部門和澳洲邊境警隊 (ABF) 會定期進行合規審核。這些稽核可以由線報啟動，或僅透過資料比對進行。展示出確保合規的真正承諾是最重要的。

可執行承諾與聲譽損害

在某些情況下，該部門可能會簽訂可強制執行的承諾書 (enforceable undertaking)，而非訴諸法院 - 這是一項具有法律約束力的協議，雇主保薦人承諾糾正過去的違規行為，並改善未來的作法。雖然這有助於避免訴訟，但仍會使企業面臨鉅額成本、監控和公開披露。違反其法律義務的保薦人也可能因被列入「受制裁保薦人註冊名冊」（Register of Sanctioned Sponsors）而面臨聲譽損害，該註冊名冊會公開列出違規企業的名稱。這種信任的損失可能會對商業關係和國際人才招募工作造成持久的影響。

保持合規的前瞻性策略

To reduce the risk of non-compliance, Australian employers should implement robust internal systems for monitoring sponsored employees. Conducting regular internal compliance audits, seeking professional legal advice, and keeping detailed records of every compliance activity are essential to staying compliant. Sponsors should also train HR and payroll staff to recognise their legal duties and promptly report any changes in employment arrangements to the Department of Home Affairs. Staying informed about changes to Australian immigration law, including changes to the Skills in Demand visa framework, is essential for any business sponsor.

透過建立明確的內部流程和追蹤關鍵日期（例如簽證到期和新提名的時間）的系統，企業可以大幅降低陷入常見陷阱的風險。有效的系統還可確保強制性的 SAF 徵費和任何適用的提名費用都能正確支付。

186 Visa Sponsorship Obligations

Sponsorship obligations also apply to nominations under the Employer Nomination Scheme visa (Subclass 186). An employer nominating a worker for permanent residency under this pathway must meet the same core obligations as a standard business sponsor, including paying the correct salary and notifying the Department of Home Affairs of relevant changes, in addition to the specific nomination requirements for the visa itself.

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澳洲移民律師如何提供協助

Australian Migration Lawyers provide comprehensive legal advice and professional services to assist sponsoring employers in meeting their compliance obligations. Our experienced immigration lawyers can conduct pre-audit compliance assessments, draft or review employment contracts, respond to Notices of Intention to Take Action, and represent your business in dealings with the Department of Home Affairs. We provide the clarity needed to navigate complex legislation, including the Core Skills Income Threshold and the requirements for the Labour Agreement stream.

To protect your business from severe penalties and ensure ongoing compliance, contact Australian Migration Lawyers today for expert help and professional guidance.We maximise your prospects of maintaining a clean sponsorship record.