Employer Obligations
for Approved Sponsors

The sponsored worker must receive pay and conditions no less favourable than an equivalent Australian worker in the same role and location. Underpayment is a serious breach.

The worker may only perform duties in the occupation for which they were nominated. Placing a sponsored worker in a different role without a new nomination is a breach.

Sponsors must not require the visa holder to pay or reimburse the SAF Levy, nomination application charge, or sponsorship costs. This prohibition applies even if the worker agrees in writing.

Sponsors must retain records about the sponsored worker's employment, including payslips, for the duration of the sponsorship and for two years after it ends.

Reportable events include: the worker ceasing employment, a change in business structure, an application for voluntary administration, or a change in the worker's duties. Most must be notified within 28 days.

Sponsors must allow Department inspectors access to premises and records, provide information when requested, and must not obstruct or mislead compliance activities.

The Department of Home Affairs conducts both reactive and proactive audits of approved sponsors. Audits may be triggered by a worker complaint, an application for a new nomination, or random selection. During an audit, the Department may request payroll records, employment contracts, timesheets, and records of any training provided.