February 5, 2026
In the world of global business, talent is the ultimate currency. While temporary visas are great for solving immediate gaps, permanent residency sponsorship is the ultimate tool for long-term stability and growth. By offering a path to PR, you aren’t just hiring an employee; you are securing a dedicated expert who is committed to your company’s future in Australia.
At Visa Store Australia, we help businesses move beyond “temporary fixes” and build “permanent solutions.” This guide focuses on the Employer Nomination Scheme (Subclass 186)—the gold standard for Australia PR sponsorship.
We’ll show you how to navigate the requirements, manage the costs, and use PR as a strategic advantage for your business.
Strategic PR Consultation for Employers: Sponsoring for PR involves a higher level of scrutiny from the government. That is why we offer a Free 30-Minute Consultation to help you assess your business’s eligibility for the 186 visa. Book your session here.
1. Why Sponsor for Permanent Residency?
Many business owners ask, “How do I sponsor an employee for permanent residency?” and more importantly, “Is it worth the investment?”
The answer lies in talent retention.
When you sponsor a permanent resident in Australia, you eliminate the visa anxiety that can often distract high-performing staff. It creates a deep sense of loyalty and ensures that the skills and institutional knowledge your employee has built stay within your company for the long term.
2. Choosing Your Pathway: Direct Entry vs. Transition
There are two primary ways a company can apply to sponsor an employee for a 186 visa. Choosing the right one depends on your relationship with the candidate.
- The Direct Entry Stream: This is a powerful poaching tool. It allows you to sponsor a highly skilled person for PR immediately even if they have never worked for you before or are currently living overseas.
- The Temporary Residence Transition (TRT) Stream: This is for employees who have already been working for you on a 482 visa.
Note: Because the transition from a 482 visa is such a popular path, we have created a dedicated guide for it. For the specific steps on moving your current staff from temporary to permanent status, see our guide on 482 Visa to PR here.
3. Employer Eligibility: The Genuine Need Audit
The 186 visa employer requirements are more rigorous than temporary visas. The Department of Home Affairs needs to be certain that your business is not only legitimate but also financially capable of supporting a permanent role.
As your strategic partner, we perform a genuineness audit before we lodge. We look at:
- Financial Health: Does your turnover justify a permanent, full-time salary?
- Organizational Structure: Does the role fit logically within your team?
- The SAF Levy: For the 186 visa, the 186 visa cost for the employer includes a one-off Skilling Australians Fund (SAF) payment of $3,000 (for small businesses) or $5,000 (for large businesses).
4. Expert Insight: Solving the Age 45 Hurdle
One of the biggest roadblocks in sponsoring employees for permanent residency is the age limit. Generally, the applicant must be under 45 years old.
That said, if your ideal candidate is over 45 years old, don’t give up. There are high-income exemptions and specific pathways for researchers, scientists, and medical practitioners that can bypass this limit.
If you have a senior expert you want to keep, you can get in touch with our team to discuss these strategic workarounds during your consultation.
5. The 186 Visa Checklist: What You Need to Know
To ensure a successful employer nomination scheme visa subclass 186 application, both the business and the employee must meet high standards.
- Skills Assessment: For the Direct Entry stream, a full skills assessment is mandatory to prove the candidate is an expert in their field.
- English Language: The applicant must demonstrate competent English (usually a score of 50+ in PTE or 6.0+ in IELTS).
- Salary: You must pay at least the market rate for the role, ensuring it meets the Australian standard for that profession.
6. Why Strategy Trumps Paperwork
A 186 visa application is a high-stakes move. Unlike temporary visas, a refusal here can be a massive setback for both your business and your employee’s life. This is why we don’t just lodge papers.
We handle the complex 186 visa checklist for the employer, we audit the genuine position submission, and we ensure that every technical requirement—from the SAF levy to the occupation caveats—is perfectly met. We take the 25% strategic risk off your shoulders so you can focus on your business.
Secure Your Team’s Future Today
Sponsoring an employee for permanent residency is a sign of a thriving, forward-thinking business. Whether you are looking to hire a new global executive via direct entry or reward a loyal team member, we are here to guide you.
Ready to start your PR strategy?
Book a free 30-minute consultation to better understand how we can help you onboard international talent onto your team.
ALSO READ:
How to transition from 482 visa to PR visa
How to sponsor an employee for a work visa
Australian visa sponsorship requirements
