AUTOMOTIVE REPAIR / EMPLOYER SERVICES
Bring your workshop role, candidate and migration requirements into one coordinated plan.
For workshop owners, service managers and automotive repair employers considering overseas skilled workers. We help assess the proposed appointment and agree the sponsorship, nomination, visa application and compliance support needed for your business.
Exploring your own visa options? Visit our work visa guides →
BUSINESS & ENTERPRISE SERVICES
From the initial sponsorship question to the worker’s application and ongoing obligations, agree the support your organisation needs.
Prepare Standard Business Sponsorship (SBS) for eligible employment arrangements, or Temporary Activities Sponsorship (TAS) where the proposed training or activity requires it. Review existing approvals before starting again.
Assess the proposed duties, candidate background, visa history and work location together. Identify evidence, skills-assessment or professional requirements that may affect the migration plan.
Coordinate the employer nomination and supporting business, position, salary and recruitment evidence required for the chosen pathway.
Prepare the worker’s visa application within the agreed engagement, keeping the employer and individual requirements aligned and their responsibilities clear.
Advise on the obligations that apply to your sponsor type, including relevant records, notifications and employment or training changes. Plan for compliance beyond the application decision.
The scope of assistance and respective employer and worker representation are agreed before work starts. Employers retain their employment decisions, workplace responsibilities and sponsor duties.
YOUR WORKPLACE
Discuss proposed motor mechanic and automotive electrical appointments. Explain the vehicles, systems and repair duties involved, together with the qualifications and experience required.
Bring panelbeating, vehicle painting and related skilled repair roles for review. Actual tasks and candidate experience should support the position description used in migration planning.
Consider skilled appointments for fleet maintenance and specialist repair operations. The business setting alone does not establish eligibility; the role and employment arrangements require individual assessment.
These examples describe roles and business settings we can discuss. Eligibility depends on the actual duties, employer, worker and selected pathway.
VISA PATHWAYS
Employment, permanent nomination, regional work and training have different requirements. Start with the work to be done, rather than a preferred visa number.
Assess temporary sponsored employment against the actual duties, applicable occupation requirements and employer and candidate criteria.
Explore the 482 pathway →Consider permanent employer nomination under the relevant stream. A current temporary visa or job offer does not by itself establish eligibility.
Explore permanent nomination →For a position in a designated regional area, assess the regional, role, employer and applicant requirements together.
Explore the regional pathway →Where there is a genuine eligible training purpose, review the training plan, participant and appropriate sponsorship and nomination arrangements.
Explore training arrangements →Where standard arrangements do not fit, a labour agreement may need separate assessment. It is not an automatic alternative for every business or role.
ONE COORDINATED PROCESS
Start with your business, the role, candidate and intended timing. Identify the pathway to assess, evidence gaps and the scope of assistance.
Agree responsibilities and coordinate the relevant sponsorship, nomination and visa applications. Keep the business and candidate evidence connected.
Review commencement checks and applicable sponsor responsibilities. Seek advice when employment, training or business circumstances change.
Application decisions, professional approvals and recruitment decisions are separate. Avoid committing to a start date before the relevant requirements and work rights are confirmed.
SECTOR CONSIDERATIONS
Distinguish repair and diagnostic duties from general workshop assistance, sales or customer service. Prepare the position description, reporting arrangements, work location and proposed employment terms before choosing a pathway.
Repair-business licensing and worker certification are separate questions. Requirements vary by jurisdiction and work performed. Confirm any applicable permissions with the regulator rather than assuming an overseas qualification or visa covers them.
A move between workshops or a change in duties may need migration review. Keep the proposed employing entity and actual work arrangements clear, and raise relevant changes before relying on the original application.
SUPPORTING GUIDANCE
SBS
TAS
EMPLOYER QUESTIONS
It may be relevant evidence, but Australian assessment or certification requirements must be checked for the work and location. We can consider the candidate’s status within migration planning; regulators determine occupational permissions.
No. They can address different responsibilities. For example, NSW distinguishes repair-business licensing from tradesperson certification. Check the requirements applicable to your own workshop rather than applying one state’s arrangements nationally.
Yes. Provide their current visa circumstances, actual duties, employment history and qualifications. We can review potential employer-sponsored options without assuming their existing employment establishes eligibility.
Bring a brief business summary, workshop location, position description, employment terms and candidate background. Keep recruitment records available and agree a secure channel before sending personal documents.
General information, checked 19 October 2026. Requirements depend on the pathway and circumstances.
Industry service-page preview. Owner and qualified migration professional review pending.
YOUR BUSINESS’S NEXT STEP
Tell us about your business, work location, proposed role and timing. We will discuss the migration work involved.
Keep the first enquiry brief. Agree a secure channel before sharing personal documents.