The slowing global economy and concern for raised unemployment rates here in Australia has lead to a series of changes at the Department of Immigration and Citizenship (DIAC), particularly in regard to 457 Temporary Business visas.
One of the most obvious, for those who work at the “coal face” of migration are the lengthened processing times for these visas. The delays seem to have resulted in the, presumably, desired result for the government of media reports noting a marked decrease in 457 visa approvals in the last quarter. Whilst there may also have been fewer applications lodged, not finalising those on foot is certainly a factor.
As outlined in our blog article on 21 April 2009, there are many additional criteria to be addressed with each new 457 visa application particulary in regard to the benefit to Australia of each individual case.
Additionally, there are draft Regulations due to take effect in September this year as a result of the Workers Protection Act passed by Parliament in December 2008. Whilst these Regulations are still in draft format and open to change based on feedback from Stakeholders, we have summarised below the likely result.
Proposed New Business Sponsorship Obligations
The proposed obligations and liabilities for a Direct Sponsor company (i.e. without an on hire labour agreement) from mid September 2009 are likely to be:
- meeting minimum salary requirements, which are likely to be based on “market” rates
- ensuring visa holders (and family members) hold private health insurance at their own cost
- sponsor company to pay return travel costs at written request from visa holder and family within specific timeframe (ie. 28/30 days from ceasing work)
- sponsor company to fund any recruitment and migration related costs (cannot be recovered from visa holder by way of “claw back” clauses in contracts)
- notifying DIAC within 10 business days (currently 5 days) of the employee ceasing employment
- meeting any outstanding Government debts
- retaining and providing specific records to the Minister; and
- co-operating with government inspectors and their audit process.
How can we help?By outsourcing this Migration function and the pay-rolling of your sponsored employees to Entity Solutions’ Advanced Migration Solutions, you can reduce on-going costs of the employee, mitigate risk and exposure. The process of sponsorship becomes simple and seamless with all of the administration and reporting managed by our qualified Entity Solutions Migration and Backoffice teams.
Please refer to the links below for comprehensive information on Advanced Migration Solutions. This material covers the service features and benefits, options and pricing, a cost benefit analysis surrounding the service and a Case Study for your review.
Note that Entity Solutions also offers a Premium Migration service if your company wishes to obtain assistance in Relocation services for their candidates.
To obtain further information on our comprehensive Migration services, please contact our Manager of Migration Services, Ms Lindy Northover (MARN: 0322507) on 03 9600 0333 or at lnorthover@entitysolutions.com.au
* Entity Migration is a division of Entity Solutions – bringing you absolute peace of m
ind.