CONSTRUCTION / EMPLOYER SERVICES
Connect your project workforce plans with coordinated sponsorship, nomination and worker visa support.
For construction business owners, project managers and HR teams recruiting overseas tradespeople or supporting existing employees. We review the business, proposed duties, work locations and candidate, then agree the migration services needed for the appointment.
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 skilled appointments for building projects, including relevant construction management and technical roles. Start with the actual position and employment arrangements.
Plan around proposed carpentry, plumbing, electrical and other trade roles. The work performed, candidate experience and applicable licensing requirements need separate attention.
Bring the project locations, expected work arrangements and responsible employer into the initial discussion. A regional address or project deadline alone does not establish eligibility.
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
The business name used on site may differ from the employing or sponsoring entity. Prepare the role description, reporting lines, project locations and proposed employment terms so the arrangement can be assessed coherently.
Immigration eligibility and permission to perform licensed work are separate. Skills assessment, supervised work, gap training or licensing may need attention, depending on the trade and jurisdiction. An occupational licence may also differ from a contractor licence.
Review recruitment evidence and candidate readiness before relying on a proposed commencement date. Project urgency does not remove application requirements, and a short project does not automatically qualify for a short-stay visa.
SUPPORTING GUIDANCE
SBS
TAS
EMPLOYER QUESTIONS
Duration is only one consideration. We can review the proposed activities and worker against the relevant pathway; ordinary ongoing staffing should not be presented as a specialist short visit.
Not necessarily. Confirm the applicable Australian requirements with the trade regulator. We can consider licensing and assessment status alongside the migration work, but the regulator determines permission to practise.
Provide the employing entity, proposed duties, reporting arrangements and expected locations. We can identify which details need to be addressed in the migration applications and which changes require further review.
They may be relevant, but recruitment evidence needs to be checked against the selected nomination requirements. Keep copies of advertisements, dates and results rather than assuming an earlier campaign is sufficient.
General information, checked 19 October 2026. Requirements depend on the pathway and circumstances.
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.