Employer assessment · contact-led · Official sources checked 16 October 2026.
Who this may suit
Employers considering overseas recruitment, employee transfers or the next step for existing visa-holding staff.
Key considerations
- An initial discussion should identify the employing entity, business activity, role, work location, proposed remuneration and intended timing.
- Sponsorship, nomination and the worker’s visa are distinct parts of the process. Occupation rules, skills, English and any labour market testing depend on the pathway.
- Employer obligations continue beyond lodging an application. Plan for records, reporting, employment conditions and changes to the worker’s role or business.
How we can help
Contact Ausdirect to discuss the proposed work and agree the scope of an assessment. Any advice depends on the information reviewed and the applicable requirements.
Questions to consider
What should we prepare for the discussion?
Start with a brief business overview, role description, work location, proposed employment terms and the worker’s current visa and qualifications, if known. Ask how supporting documents should be provided.
Does an assessment guarantee sponsorship or a visa?
No. A preliminary discussion cannot guarantee eligibility, approval or timing. Home Affairs decides applications against the relevant requirements.
Your next step
Contact Ausdirect to discuss your workforce needs and agree the scope of an assessment.