Who Pays for a 482 Visa? Employer vs Employee Costs Explained
Australian sponsorship law draws an important line between employer sponsorship costs and the visa applicant’s own costs. An employer must not recover the costs of becoming a sponsor, nominating the worker or the SAF levy from the sponsored worker or their family.
Costs the employer cannot pass on
Home Affairs states that employers must pay all costs associated with becoming a sponsor and nominating and sponsoring the applicant. The SAF levy must not be passed to the visa applicant.
Why salary deductions are dangerous
It is illegal to ask for or receive a benefit in return for visa sponsorship. Home Affairs specifically identifies deductions from salary and payments to an employer in exchange for sponsorship as prohibited conduct.
Professional fees need to be allocated correctly
Where lawyers assist both the business-side sponsorship/nomination and worker-side visa application, the engagement and invoicing should clearly identify who is responsible for each component and preserve professional obligations.
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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.
