Updated Skilled Occupation Lists
On 17 January 2018 there were further changes to the employer sponsored occupation lists for temporary and permanent skilled visas.
In particular, the occupations Building Associate (Site Manager) and Hair or Beauty Salon Manager were both removed. This will not affect those applications lodged prior to 17 January and still in the pipeline.
The occupation of Accommodation & Hospitality Manager nec has remained on the list, however, comes with a caveat requiring the position to be located in a regional area. The occupation of Recruitment Consultant has also remained however has a new caveat requiring the base salary to be $90,000.
From early March 2018 – exact date yet to be advised – the 457 Visa will be replaced by the Temporary Skill Shortage (TSS) Visa.
457 visa applications are only being accepted up until 28 February 2018.
Currently, a 457 visa granted on or after 19 April 2017 is valid for:
- Up to 2 years if the nominated occupation is on the Short-Term Skilled Occupation List (STSOL), unless exempt by an international trade obligation), or
- Up to 4 years if the nominated occupation is on the Medium to Long-Term Strategic Skilled List (MLTSSL)
This arrangement will continue when the TSS is introduced.
In March 2018, Labour Marketing Testing (LMT) will be required on all TSS applications where international trade obligations don’t apply. Currently, LMT applies when nominating trade, nursing, or engineering occupations.
Further details on the TSS including streamlined initiatives for processing applications will be announced by Immigration in February.
In March 2018, further changes are planned for employer sponsored permanent residence. Subclass 186 and 187 Direct Entry is no longer available to those applications lodged after 17 January 2018 which are listed on the short-term skilled occupation list. Once again applications lodged prior to this date won’t be affected by these changes.
Since 19 April 2017, obtaining an employer sponsored visa has become more complex and slower than was previously the case. More changes are in the pipeline and much of the information circulating about Immigration’s announcements may be confusing.
Employers should also be aware of upcoming changes in March 2018 and where possible, applications should be lodged before these critical dates to ensure that the impact of the changes is minimised.