HOSPITALITY / EMPLOYER SERVICES
Coordinate migration support for skilled appointments across your kitchen, venue or accommodation business.
For restaurant owners, venue operators, accommodation managers and hospitality HR teams. We review the proposed role, candidate and business arrangements, then agree the sponsorship, nomination, worker visa and compliance services appropriate to 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 proposed chef, cook and other relevant skilled appointments. Explain the actual kitchen duties, responsibilities and experience required rather than assuming every vacancy supports sponsorship.
Bring proposed accommodation or venue-management roles for review. The business structure, duties and work location help determine which migration options warrant assessment.
Consider skilled roles within catering and food-service operations. Describe the ongoing employment need and operating arrangements, including where the employee will work and who will employ them.
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
Chef, cook and management positions can have different responsibilities. Prepare a clear description of the work, reporting lines, proposed employment terms and recruitment evidence so the role can be reviewed accurately.
Food-safety, liquor and other business or activity-specific requirements depend on the work and location. The employer remains responsible for applicable workplace and operating requirements; immigration permission does not replace them.
A venue opening or busy season is a planning consideration, not a guarantee of visa timing. Genuine structured training has a different purpose from ordinary shift coverage, and staffing pressure alone does not establish eligibility.
SUPPORTING GUIDANCE
SBS
TAS
EMPLOYER QUESTIONS
No. The position, employer and candidate still need assessment against the selected pathway. Recruitment difficulty can form part of the business context, but it does not replace the relevant requirements.
Start with the actual duties, responsibilities and skills needed. We can review the position and candidate together rather than assuming that a particular job title establishes the appropriate occupation or visa.
A training pathway must be assessed against its own purpose and requirements. Routine shift coverage should not be described as structured training simply because the worker will learn while doing the job.
Identify the employing entity, proposed duties and expected work locations, together with employment terms and recruitment evidence. Raise planned moves or changes so the migration implications can be considered before assumptions are made.
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.