How Much Does It Cost to Sponsor an Employee on a 482 Visa?

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The cost of sponsoring an overseas worker in Australia depends on several factors, including the size of your business, the proposed duration of employment, and whether your business is already an approved sponsor.

Under the Skills in Demand (subclass 482) visa program, employers must account for government sponsorship and nomination fees, the Skilling Australians Fund (SAF) levy, and any professional costs associated with preparing the applications.

For a small business sponsoring an employee for four years, the mandatory government sponsorship and nomination charges generally total $5,550, assuming the business is not already an approved sponsor.

The employee’s visa application charge and other associated expenses are additional.

This guide explains the costs involved in sponsoring an employee on a subclass 482 visa in 2026, including which expenses must be paid by the employer and which may be paid by the employee.

482 Visa Sponsorship Costs in 2026: At a Glance

The following table outlines the principal government charges associated with sponsoring an overseas employee under the Skills in Demand (subclass 482) visa program.

Government fees current as at October 2026. Fees are subject to change. The figures above exclude additional family members, payment surcharges and other expenses.

Not every employer will need to pay all these charges. For example, a business that already holds valid Standard Business Sponsorship approval will generally not need to apply for sponsorship approval again when nominating another employee.

It is also important to distinguish between costs the employer is legally required to pay and visa application expenses that may be paid by the employee.

What Government Fees Must an Employer Pay to Sponsor a 482 Worker?

The subclass 482 sponsorship process generally involves three stages:

1. Obtaining Standard Business Sponsorship approval, if required.
2. Nominating an eligible position for the overseas worker.
3. Lodging the worker’s subclass 482 visa application.

Each stage involves different requirements and potentially separate government charges.

1. Standard Business Sponsorship Application Fee – $420

Before sponsoring an overseas employee, most Australian businesses must obtain approval as a Standard Business Sponsor.

The government application fee is $420.

This application involves demonstrating that the business is lawfully operating and satisfies the relevant sponsorship requirements.

Once approved, Standard Business Sponsorship generally remains valid for five years, allowing the business to nominate multiple overseas employees during that period, provided the applicable requirements continue to be met.

A business that already holds valid sponsorship approval will generally not need to pay this fee again for each new employee.

2. Subclass 482 Nomination Application Fee – $330

After obtaining sponsorship approval, the business must nominate a position to be filled by the overseas worker.

The government nomination application fee is $330 per nomination.

The nomination process involves demonstrating that the proposed position satisfies the relevant requirements, which may include:

• The occupation is eligible under the applicable visa stream.
• The position is genuine and meets the business’s operational needs.
• The proposed salary satisfies the relevant income threshold and Annual Market Salary Rate requirements.
• Labour market testing has been undertaken where required.
• The terms and conditions of employment comply with applicable Australian workplace laws.

The nomination application is separate from the employee’s visa application.

3. Skilling Australians Fund Levy – From $1,200 Per Year

The Skilling Australians Fund (SAF) levy is generally the largest mandatory government expense for employers sponsoring workers on subclass 482 visas.

The amount payable depends on the business’s annual turnover and the proposed nomination period.

For businesses with annual turnover of less than $10 million, the levy is $1,200 per year or part thereof.

For businesses with annual turnover of $10 million or more, the levy is $1,800 per year or part thereof.

The levy must be paid in full when the nomination application is lodged.

Employers cannot transfer the SAF levy to the sponsored employee or recover it from them.

How Much Is the SAF Levy for a 482 Visa?

The following table shows the standard SAF levy payable for different nomination periods.

For example, a small business with annual turnover of $3 million seeking to sponsor an overseas employee for four years would ordinarily pay a SAF levy of $4,800.

A larger business with annual turnover of $15 million sponsoring an employee for the same period would ordinarily pay $7,200.

Because the SAF levy is payable upfront, employers should factor this expense into their recruitment budget before proceeding with the nomination.

What Is the Total Cost of Sponsoring an Employee for Four Years?

To illustrate the overall government costs, consider the following examples.

Example 1: Small Business Sponsoring an Employee for Four Years

A Sydney-based business has annual turnover of $3 million and wishes to sponsor an overseas Marketing Specialist under the Core Skills stream for four years.

The business does not currently hold Standard Business Sponsorship approval.

In this example, the employer must pay $5,550 in government sponsorship and nomination charges.

If the employer also elects to pay the employee’s visa application charge, the combined government charges would be $9,565.

This does not include professional legal fees, recruitment advertising, medical examinations or other incidental expenses.

Example 2: Larger Business Sponsoring an Employee for Four Years

A business with annual turnover of $15 million wishes to sponsor an overseas employee for four years and does not currently hold sponsorship approval.

In this example, the employer must pay $7,950 in government sponsorship and nomination charges.

The combined amount increases to $11,965 if the employer also pays the primary applicant’s standard visa application charge.

These examples assume a four-year nomination, a new Standard Business Sponsor and a single primary visa applicant. Actual charges may differ according to the circumstances of the application.

Who Pays the 482 Visa Sponsorship Costs: Employer or Employee?

An important consideration for businesses is understanding which sponsorship expenses must be paid by the employer.

Australian migration law prohibits sponsors from recovering certain sponsorship-related costs from overseas workers.

The employer must generally pay:

• The Standard Business Sponsorship application fee.
• The nomination application fee.
• The applicable SAF levy.
• Professional fees associated with obtaining sponsorship approval and preparing the employer’s nomination.
• Other costs associated with recruitment and sponsorship that the employer is legally prohibited from recovering.

These costs cannot be passed on to the sponsored worker or their family members.

The employee may generally pay:

• Their own subclass 482 visa application charge.
• Visa application charges for accompanying family members.
• Personal medical examination and police certificate costs.
• English language testing fees.
• Professional fees relating to their own visa application, where lawfully agreed.

Employers may choose to pay some or all of these employee-related expenses as part of a recruitment package.

However, employers should be careful when entering into repayment agreements or proposing deductions from an employee’s salary, as specific legal restrictions apply.

How Much Does a Migration Lawyer Charge for 482 Visa Sponsorship?

In addition to government fees, businesses should consider the cost of obtaining professional assistance with the sponsorship process.

The legal fees involved in sponsoring an overseas worker depend on the circumstances of the employer, the proposed position and the visa applicant.

For example, some businesses require assistance with all three stages of the process, including Standard Business Sponsorship, nomination and the employee’s visa application.

Other businesses may already hold sponsorship approval and require assistance only with nominating an additional employee or preparing a new visa application.

Factors that may influence professional fees include:

• Whether the business already holds Standard Business Sponsorship approval.
• The nominated occupation and applicable visa stream.
• Whether assistance with labour market testing is required.
• The complexity of demonstrating the Annual Market Salary Rate.
• The applicant’s employment history, qualifications and visa circumstances.
• Whether additional family members are included in the visa application.

At PocketLegal, we assist Australian businesses with employer sponsorship applications, nominations and subclass 482 visa applications.

We provide a clear quotation for our professional fees after assessing the proposed sponsorship and identifying the services required.

If your business is considering sponsoring an overseas employee, contact PocketLegal to discuss the requirements and obtain a quote.

What Other Costs Should Employers Budget For?

Depending on the circumstances, the sponsorship process may involve additional expenses beyond the main government charges.

Labour Market Testing and Recruitment Advertising

Many subclass 482 nominations require employers to demonstrate that they have undertaken appropriate labour market testing before nominating an overseas worker.

This generally involves advertising the position in accordance with the applicable requirements, unless an exemption applies.

Employers may incur costs for recruitment platforms or other advertising services.

Medical Examinations and Police Checks

Visa applicants may be required to undergo health examinations and provide police clearance certificates.

The costs will depend on the applicant’s circumstances and the countries in which they have lived.

Skills Assessments and English Language Testing

Some visa applicants must obtain a formal skills assessment or demonstrate their English language proficiency through an approved test.

These requirements depend on the nominated occupation, visa stream and the applicant’s individual circumstances.

Additional Family Members

If the sponsored employee includes a spouse, partner or dependent children in the visa application, additional government visa charges may apply.

These expenses should be considered when discussing the proposed sponsorship package with the employee.

Can an Employer Recover Sponsorship Costs From an Employee?

Employers cannot require a sponsored employee to reimburse prohibited sponsorship and nomination expenses.

This includes the SAF levy and other costs associated with becoming an approved sponsor or securing the nomination.

Employers should not attempt to recover these expenses through salary deductions, contractual repayment clauses or other indirect arrangements.

Breaching sponsorship obligations can expose an employer to significant consequences, including financial penalties and restrictions on their ability to sponsor overseas workers in the future.

Businesses considering sponsorship should ensure that their employment agreements and reimbursement arrangements comply with both migration and workplace laws.

Can an Employer Obtain a Refund if a 482 Visa Is Refused?

Government sponsorship and nomination charges are generally not refunded simply because an application is unsuccessful.

However, limited refund provisions apply in specified circumstances, particularly in relation to the SAF levy.

For example, a partial SAF levy refund may be available where a sponsored employee ceases employment within the first 12 months of a nomination covering a longer period, provided the relevant legislative requirements are satisfied.

Employers should not assume that sponsorship costs will be refunded if the employee changes their plans, the nomination is refused or the visa application is unsuccessful.

Assessing eligibility and preparing a properly documented nomination before lodging can help reduce the risk of avoidable costs.

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