The Australian Employer Nomination Scheme visa is an important pathway for skilled workers who want to establish a permanent future in Australia. Understanding the eligibility criteria, employer sponsorship rules, work experience requirements, and English language standards can help applicants prepare a stronger application. 
The subclass 186 visa allows eligible skilled workers to live and work in Australia permanently when they are nominated by an approved Australian employer and satisfy the relevant immigration requirements.
However, qualifying for this visa involves more than receiving a job offer. Applicants must identify the correct visa stream, confirm that their occupation and qualifications meet the applicable rules, and provide evidence of their employment history and personal eligibility. Employers must also meet their own nomination obligations.
This guide explains the main requirements, the differences between the available streams, the documents applicants may need, and the steps involved in preparing an application. It also highlights common mistakes that can cause delays or lead to a refusal.
The Employer Nomination Scheme Visa
The Employer Nomination Scheme visa is an Australian permanent residency pathway for skilled workers whose employment is supported by an eligible employer.
Unlike a temporary work visa, this visa allows successful applicants to remain in Australia indefinitely. They can generally work, study, access Medicare if eligible, and sponsor eligible family members under the applicable rules. They may also apply for Australian citizenship later if they satisfy the citizenship requirements.
The application involves two connected parts: the employer's nomination of a position and the worker's visa application. Both must meet the relevant requirements before the visa can be granted.
A nomination alone does not guarantee approval. The applicant must independently satisfy the applicable visa criteria, and the nominated position must remain available.
The Three Main Visa Streams
There are three principal pathways under the Employer Nomination Scheme. The most suitable option depends on the applicant's employment history, occupation, employer arrangements, and individual circumstances.
Temporary Residence Transition Stream
The Temporary Residence Transition (TRT) stream is designed for eligible workers who have already worked in Australia under certain employer-sponsored arrangements.
Applicants generally need to hold an eligible subclass 457 or subclass 482 visa, or an eligible bridging visa associated with the relevant circumstances. They must also satisfy the applicable employment and nomination requirements.
For many applicants, the key consideration is having completed the required period of eligible sponsored employment with the relevant employer. The current general requirement is usually at least two years of full-time work in eligible sponsored employment, subject to the detailed rules and any applicable concessions or exceptions.
This stream may be suitable for workers whose Australian employment has developed into a longer-term arrangement and whose employer is willing to nominate them for permanent residence.
Direct Entry Stream
The Direct Entry stream is intended for eligible skilled workers who qualify through their occupation, skills, qualifications, and relevant work experience.
Applicants generally need an eligible nominated occupation, at least three years of relevant work experience unless exempt, and a positive skills assessment unless an exemption applies. They must also meet the English language, age, health, character, and nomination requirements.
This pathway can suit people who have not completed the employment period required for the TRT stream but have the professional background needed for Direct Entry.
Labour Agreement Stream
The Labour Agreement stream applies where an employer has a relevant labour agreement with the Australian Government.
These agreements can establish specific arrangements for sponsoring workers, including occupation eligibility and certain concessions. Applicants must meet the requirements of the applicable agreement as well as the relevant visa criteria.
The rules can differ considerably between agreements, so applicants should check the terms that apply to their employer rather than assuming that the standard Direct Entry or TRT requirements apply in exactly the same way.
Main Subclass 186 Visa Requirements
subclass 186 visa the three streams have different eligibility rules, applicants should understand several important requirements before deciding which pathway to pursue.
1. Employer Nomination
A valid nomination from an eligible Australian employer is central to the application. The employer must nominate the worker for a genuine position and satisfy the applicable sponsorship and nomination rules.
The employer's business must be actively and lawfully operating, and the nominated position must be available. The Department of Home Affairs may consider whether the position is genuine and whether there is adverse information about the employer.
Applicants should discuss the nomination process with their employer early. They should confirm that the employer understands the obligations involved and intends to support the application throughout the process.
For the Direct Entry stream, the nominated occupation must meet the applicable occupation-list requirements. The TRT and Labour Agreement streams follow their respective rules, which may differ from those applying to Direct Entry.
2. Age Requirements
For most applicants, the age requirement is to be under 45 years old when applying. However, certain applicants may qualify for an exemption.
Possible exemptions include eligible academics nominated by Australian universities, certain scientists or researchers nominated by qualifying government scientific agencies or universities, and some eligible New Zealand citizens holding specified visas who have worked for their nominating employer for the required period.
The conditions for these exemptions are specific. A senior job title, long employment history, or extensive qualifications do not automatically make someone exempt from the age requirement.
Anyone approaching their 45th birthday should investigate their eligibility and application timing carefully. They should not assume that an employer nomination will automatically remove the age restriction.
3. Relevant Work Experience
Work experience requirements depend on the visa stream.
Under Direct Entry, applicants generally need at least three years of relevant work experience in their nominated occupation unless an exemption applies. The work should demonstrate that they possess the practical skills and professional knowledge required for the position.
Useful evidence may include:
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Employment reference letters describing duties and dates of employment.
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Contracts or appointment letters.
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Payslips and salary records.
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Tax documents or other official employment evidence.
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A detailed résumé showing career progression.
The evidence should be consistent across the application. Differences between job titles, employment dates, and descriptions of responsibilities may lead to requests for additional information.
For the TRT stream, applicants should focus on whether their previous sponsored employment satisfies the applicable requirements. They should confirm which employment periods count and whether any changes to their visa, employer, nominated occupation, or working arrangements affect eligibility.
4. Skills Assessment and Qualifications
A skills assessment helps establish that an applicant has the skills required for the nominated occupation. Under Direct Entry, most applicants need a positive skills assessment before lodging their visa application, unless they fall within an exemption.
The relevant assessing authority depends on the occupation. The authority may examine educational qualifications, employment experience, professional training, or other evidence.
A qualification alone does not necessarily prove that an applicant meets the requirements. Some occupations require substantial practical experience or specific professional competencies.
The Department of Home Affairs states that the skills assessment must be valid when the application is lodged and generally must not have been issued more than three years before that date, subject to the applicable rules. A skills assessment obtained for a subclass 485 visa is not accepted for this purpose.
Applicants should also check whether registration, licensing, or professional membership is compulsory in the Australian state or territory where they intend to work. Regulated occupations can have additional requirements beyond the visa criteria.
5. English Language Requirements
English language proficiency is another important consideration. Under Direct Entry, applicants generally need at least Competent English. Other streams have their own applicable rules, including any relevant concessions or exceptions.
Applicants may demonstrate their English proficiency through an accepted test or another form of evidence permitted by the current immigration rules. The acceptable tests, required scores, exemptions, and validity periods can change.
The Department currently advises Direct Entry applicants to ensure that their English test results were issued no more than three years before lodging the application, where a test is required. Results should be available before the visa application is submitted.
Do not assume that everyday conversational ability is enough. Applicants should verify the formal evidence requirements and allow sufficient time to complete an accepted test if necessary.
6. Health and Character Requirements
Applicants must satisfy Australia's health requirements. Depending on their circumstances, they may be asked to complete medical examinations or provide additional health information.
Family members included in the application may also need to meet the relevant health criteria. In some circumstances, the Department can request information about family members who are not travelling to Australia.
Character requirements are equally important. Applicants aged 16 or older who are included in the application generally need to satisfy applicable character checks. Police certificates may be required from Australia and overseas countries, depending on the applicant's residence and personal history.
Applicants should answer all questions about criminal records, previous immigration matters, and other relevant circumstances truthfully. Incomplete or misleading information can create serious problems, even when the applicant meets the professional requirements.
Health and character decisions depend on the applicable legal criteria and the person's individual circumstances.
Employer Requirements and Genuine Employment
An employer must satisfy the nomination requirements for the relevant stream. This means the business must be able to demonstrate that the nomination meets the applicable legal and employment conditions.
The position should represent genuine employment rather than a role created only to obtain a visa. Its duties should correspond to the nominated occupation, and the employment arrangements must comply with the relevant rules.
Employers should be prepared to provide information about their business operations, the position, the proposed employment terms, and any other evidence required by the nomination process.
Applicants should understand that a job offer does not automatically establish eligibility. The employer and the worker have separate responsibilities, and both sides should ensure that their information is accurate.
Workers should also be cautious of anyone who asks them to pay for a job offer or improperly purchase sponsorship. They should seek qualified advice if an arrangement appears suspicious.
Documents Needed for an Application
The documents required vary according to the applicant's stream, employment history, family circumstances, and individual situation. However, preparing a clear evidence file can make the process more organised.
Personal Identity Documents
Applicants generally need a valid passport and may need birth certificates, marriage certificates, or official evidence of a name change.
Any differences in names or dates across documents should be explained with appropriate supporting evidence.
Employment and Qualification Evidence
Depending on the stream, applicants may need their résumé, degree certificates, training records, employment references, payslips, contracts, and skills assessment results.
Employment references should clearly identify the employer, employment dates, position, working arrangements, and duties performed. They should accurately reflect the work completed rather than simply repeat generic job descriptions.
English, Health, and Character Evidence
Applicants should prepare evidence of English proficiency where required and follow the Department's instructions for medical examinations and police certificates.
Police certificate requirements can depend on where the applicant has lived and for how long. It is sensible to review these requirements early because obtaining overseas certificates may take time.
Family Documents
Applicants who include eligible family members may need marriage certificates, birth certificates, evidence of a de facto relationship, and proof of dependency for eligible dependent relatives.
Each family member must meet the requirements that apply to them. Applicants should also check whether additional English-language evidence or a second instalment of the visa charge applies to an adult dependent who does not have Functional English.
Translations and Document Quality
Documents that are not in English generally need an English translation. Applicants should follow the Department's current requirements for translations and provide clear, complete copies of the original documents and translations.
Before submitting the application, check that every document is readable, current where necessary, and consistent with the information entered in the online forms.
How to Apply for a Subclass 186 Visa
Preparing the application in the correct order can help reduce avoidable delays. The exact procedure depends on the stream, but the following steps provide a useful general overview.
Step 1: Confirm Your Eligibility
Start by identifying the stream that fits your circumstances. Review your age, occupation, qualifications, work experience, English proficiency, and immigration history.
If you are already working in Australia on an employer-sponsored visa, check whether the TRT stream is available to you. If you are applying through your skills and professional background, investigate Direct Entry. If your employer operates under a labour agreement, review the requirements of that agreement.
Step 2: Discuss Nomination With Your Employer
Your employer must be prepared to nominate you for an eligible position. Discuss the proposed role, employment terms, and nomination process before making significant commitments.
The employer must lodge the required nomination, and you will generally need its nomination transaction reference number to link your visa application to the nomination. Under the relevant process, you may be able to lodge your visa application before the nomination is approved, but the visa cannot be granted unless the required criteria are met.
Step 3: Complete Any Required Skills Assessment
If your stream requires a skills assessment, identify the correct assessing authority and submit the necessary evidence.
Allow time for the assessment, particularly if you need to obtain academic transcripts, employment references, or documents from overseas organisations. Check the validity requirements before lodging the visa application.
Step 4: Prepare Your Supporting Documents
Gather identity records, employment evidence, qualifications, English-language results, police certificates, and family documents where applicable.
Review the information carefully before uploading it. If an employment reference describes different duties from those listed in your résumé, resolve the inconsistency where possible and provide a truthful explanation.
Step 5: Lodge the Visa Application
Applicants generally use the Department of Home Affairs' online system, ImmiAccount, to lodge the application and provide supporting evidence.
Pay the applicable visa application charge and follow instructions for any additional information, health examinations, or character checks.
Step 6: Respond to Department Requests
After lodgement, the Department may request additional evidence or clarification. Respond within the specified deadline and ensure that the response directly addresses the request.
Keep copies of submitted documents, correspondence, and receipts. Monitor your application for updates rather than assuming that no news means a decision has been made.
How Much Does the Visa Cost?
The application cost depends on the applicable fee schedule, the number of family members included, and any additional charges.
The Department's published subclass 186 information lists a starting visa application charge of AUD 6,140 for the main applicant, with concessions in limited circumstances. Fees can change, so applicants should verify the current amount through the official Visa Pricing Estimator before applying. Additional costs may include medical examinations, police certificates, skills assessments, and professional assistance.
An additional charge may apply to certain adult family members who do not demonstrate Functional English. The Department provides details of when this second instalment is payable.
It is wise to prepare a complete budget rather than considering only the main applicant's visa fee. The total cost can be significantly higher when several family members are included.
How Long Does Processing Take?
Processing times vary according to the visa stream, the completeness of the application, the complexity of the applicant's circumstances, and the Department's processing priorities.
There is no single timeframe that applies to every applicant. A straightforward application with complete supporting documents may be processed differently from one requiring extensive verification or additional evidence.
The Department publishes a visa processing time guide based on recently decided applications. Applicants should consult this guide for the latest indication rather than relying on estimates from old articles or informal online discussions.
To avoid preventable delays, submit accurate information, provide the required documents, and respond promptly to official requests. However, even a complete application does not guarantee a particular decision date.
Common Mistakes to Avoid
Applicants can reduce the risk of problems by paying attention to the following issues.
Choosing the Wrong Stream
The three streams have different requirements. Assuming that the TRT employment rules also apply to Direct Entry, or that a labour agreement automatically provides an exemption, can lead to an incorrect application strategy.
Check the relevant criteria before deciding how to proceed.
Overlooking Age and Skills Assessment Rules
Applicants should confirm their age eligibility and whether a skills assessment is required before lodging. These issues can be difficult to resolve if discovered too late.
Providing Inconsistent Employment Evidence
Differences in dates, job duties, salary records, or employment titles may prompt further questions. Ensure that all information is accurate and that any genuine discrepancies are explained.
Ignoring English and Character Requirements
Applicants should not leave English testing or police certificates until the last minute. Delays in obtaining documents can affect preparation and the ability to respond to requests.
Assuming Sponsorship Guarantees Approval
An employer's willingness to nominate a worker is only one part of the process. The Department must assess the nomination and the visa application under the applicable legal requirements.
Professional advice from a registered migration agent or Australian legal practitioner may be helpful when the case involves an age exemption, complicated employment history, previous visa refusal, or uncertainty about stream eligibility.
What Happens After Approval?
A successful applicant becomes an Australian permanent resident under the visa grant arrangements. The visa generally allows the person to live, work, and study in Australia indefinitely, and eligible applicants can access Medicare.
Successful applicants may also sponsor eligible family members under the relevant rules and apply for Australian citizenship if they later satisfy its requirements. The visa normally provides a five-year travel facility from the grant date. After that facility expires, a permanent resident who wants to return to Australia from overseas may need a Resident Return visa or another appropriate travel entitlement.
Visa holders should understand their employment obligations and comply with Australian law. The Department states that it expects successful applicants to work for their nominating employer for at least two years, and the applicable arrangements require employment to commence within the specified period.
Permanent residence is an important step, but it does not remove the need to comply with immigration law and any applicable visa-related obligations.
Conclusion
Understanding the subclass 186 visa requirements is essential for skilled workers who want to build a permanent future in Australia. The visa provides a valuable pathway to permanent residency, but eligibility depends on the applicant's circumstances, the employer's nomination, and the requirements of the selected stream.
The three main pathways—Temporary Residence Transition, Direct Entry, and Labour Agreement—serve different situations. TRT generally focuses on eligible sponsored employment in Australia, Direct Entry places greater emphasis on occupation eligibility, skills, and relevant work experience, and the Labour Agreement stream depends on the terms of an applicable agreement.
Applicants should pay particular attention to employer nomination, age restrictions, work experience, qualifications, English proficiency, and health and character checks. They should also prepare reliable supporting documents and budget for the visa fee and any additional expenses.
The best approach is to review the official Department of Home Affairs guidance before applying, confirm that the employer and nominated position satisfy the relevant criteria, and address any eligibility concerns early. Because immigration rules and fees can change, applicants should verify the requirements that apply on the date they intend to lodge their application.
With careful preparation, accurate documentation, and a clear understanding of the appropriate pathway, eligible skilled workers can approach the permanent residency process with greater confidence.
