Frequently Asked Questions
Our corporate immigration clients report that migration issues regularly delay key decision-making, act as a barrier to recruiting top talent and are an ongoing area of risk within their businesses.
By choosing an HR and recruitment support package, businesses receive quick and accurate migration advice, remove unnecessary delays and ensure there are no future migration compliance issues within their business.
The support packages are designed to assist with:
- Ad hoc HR and recruitment questions
- Educating your management or HR team on migration issues and employer sponsorship obligations
- Ensure you are up to date on any relevant migration law changes
Our HR and recruitment support packages include:
- A dedicated Kindra migration lawyer and partner for you to contact
- A response time of 1 business day to all ad hoc migration queries
- Up to date and commercially minded migration advice
Employer sponsored visas typically involve two or three steps:
For your employer
- Be, or apply to be, a Standard Business Sponsor (for temporary visa applications): show that your company is lawfully and actively operating
- Nominate the role and the visa applicant for a visa: show that the role cannot be filled by the local labour market, the salary is at the market rate, and the terms/conditions of employment are no less favourable than those offered to Australian citizens and permanent residents
For the visa applicant
- Apply for a visa and show you have the skills, qualifications and English language ability for the role
These steps can all be done at the same time, but must be lodged with the Department in the above order.
In some cases, additional or alternative steps may be required. For example, a Labour Agreement between the employer and the Department of Home Affairs might be required, or a Skills Assessment might be required to accompany the visa application.
When we work with HR and recruitment teams, we receive ad hoc questions by phone or email, which we respond to within 1 business day.
Examples of the ad hoc questions we receive include:
- Does a prospective employee have the right to work in Australia?
- What is the visa expiry date of a current employee holding a visa?
- Have we met our labour market testing requirements for an application?
- Can a sponsored employee work for an associated entity?
- What, if any, work limitations apply to a prospective or current employee?
- What ongoing sponsorship obligations are owed to an employee once they have ceased their employment?
- Does my business need to report a particular internal change to the Department of Home Affairs?
By receiving a prompt response to your migration query, you can progress your important HR and recruitment processes with certainty.