482 Visa Job Termination: Redundancy, 180-Day Rule & New Sponsor
Losing a sponsored job does not automatically cancel a 482 visa on the termination date, but it starts a period in which the worker needs to manage Condition 8607, find a new sponsor, move to another visa pathway or arrange departure.
The 180-day rule
Current Condition 8607 settings can allow a 482 holder up to 180 consecutive days at a time, and no more than 365 days in total over the visa grant period, when not working in accordance with the nomination. This is not an unrestricted work permission.
Redundancy and sponsor obligations
The employer should comply with employment law and sponsorship obligations, including relevant notification requirements. The worker should keep termination or redundancy documents because they can become important for a new sponsor or future 186 planning.
Finding a new sponsor
A prospective employer normally needs to be an eligible sponsor and lodge a new nomination. If the worker also changes occupation, a new visa can be required. Timing should be planned before the 180-day period is exhausted.
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Tell us about the employer, occupation, proposed salary, current visa status and the 482 issue you need advice about.
The Emigrate Lawyers difference
Lawyer-led employer sponsorship strategy. We assess sponsorship, nomination and visa criteria together, including salary, LMT, occupation selection, evidence and compliance. We also act in complex refusals and ART matters. Our paperless practice assists employers and skilled workers across Australia and internationally.
Build the complete 482 strategy
Also read our 482 visa hub, 482 salary guide and employer sponsor requirements guide.
Madhab Kharel — Principal Lawyer
Madhab Kharel is Principal Lawyer and Director of Emigrate Lawyers. His practice includes employer sponsorship, Subclass 482 and 186 visas, nomination refusals, ART review and complex migration matters.
Frequently asked questions
Does meeting one 482 requirement guarantee approval?
No. Sponsorship, nomination and visa criteria operate together and each relevant criterion must be satisfied.
Should employers prepare the nomination before the worker’s visa?
The applications are connected. Evidence should be planned as one consistent case even though the legal criteria are distinct.
Can requirements change?
Yes. Salary thresholds, occupation settings and policy can change. This article was legally reviewed on 26 September 2026.
General information only and not legal advice.
