Employer-Sponsored Visa Pathways in Australia: Skills in Demand (subclass 482) vs Employer Nominated (subclass 186) Explained

Australia’s skilled migration program can be very helpful for businesses facing skill shortages. Employer-sponsored visas allow organisations to sponsor overseas workers while offering workers a pathway to obtain permanent residency in Australia.

Two of the most common options are the Skills in Demand (Subclass 482) visa and the Employer Nomination Scheme (Subclass 186) visa.

This guide breaks down the differences, eligibility requirements, and how these visas fit into long-term workforce planning.

What is the Skills in Demand (Subclass 482) Visa?

The Skills in Demand 482 visa is designed to help employers fill critical skill gaps when suitable Australian workers are unavailable.

The Skills in Demand 482 visa helps employers fill critical skill gaps when suitable Australian workers are unavailable. It has three streams:

Core Skills Stream

Occupations must be on the Core Skills Occupation List (CSOL).
Minimum salary: AUD $76,515 (as at the time of writing this article)
Visa validity: Up to 4 years.
Requires 1 year of relevant work experience.
Pathway to permanent residency available

Specialist Skills Stream

For employees earning AUD $141,210 or more (as at the time of writing this article)
No occupation list restrictions (with the exception of trades, drivers, labourers).
Visa validity: Up to 4 years.
Pathway to permanent residency available

Labour Agreement Stream

For employers with a Labour Agreement in place with the Australian government
Occupation and salary requirements set by the agreement.
Pathway to permanent residency available

What is the Employed Nomination Scheme (subclass 186) visa?

The Employer Nomination Scheme (ENS) 186 visa provides permanent residency for skilled workers nominated by an Australian employer.

Streams

Temporary Residence Transition (TRT): For Skills in Demand (subclass 482) visa holders who have worked on their SC482 visa for at least two years
Direct Entry: For applicants who meet skills and experience requirements without holding a 482 visa, in other words, this is a direct permanent residency visa.
Labour Agreement: For businesses with an approved labour agreement with the government.

Key benefits

Permanent residency for the applicant and eligible family members.
Greater stability for employers and employees.

Key Differences Between Skills in Demand (482) and Employer Nomination Scheme (subclass 186) visas

Feature	Skills in Demand (482)	186 Visa
Type	Temporary	Permanent
Duration	Up to 4 years	Indefinite
Cost	Lower initial cost	Higher upfront cost
Work Experience	At least 12 months in the last 5 years	DE Stream – at least 3 years TRT Stream – after completing two years on a SC482
Migration Skills Assessment	Generally, not mandatory	Mandatory for the Direct Entry stream
Processing Time	Generally faster	Longer
PR Pathway	Yes, after two years of holding and working on a SID SC482 visa and meeting other criteria	Immediate

Note: If you have an urgent need for overseas workers for a short-term specialised project or requirement, you may wish to explore the Temporary Work (subclass 400) visa.

Which visa option is right for you?

The choice depends on the employer’s needs and the employee’s circumstances. If your business requires quick access to skilled workers and flexibility before committing to permanent sponsorship, the Skills in Demand (Subclass 482) visa is often a practical option. It enables employers to fill roles promptly while assessing the employee’s suitability over time.

For businesses focused on long-term retention, the Employer Nomination Scheme (Subclass 186) visa may be more appropriate.

The Direct Entry (DE) stream suits highly skilled applicants who can provide a positive skills assessment upfront, making it ideal for employers ready to offer permanent residency immediately.

In contrast, the Temporary Residence Transition (TRT) stream allows employers to confirm the employee’s fit before committing. After two years on a 482 visa, the employee can transition to the 186 TRT without a skills assessment which can be a useful pathway for those unable to obtain a migration skills assessment or who prefer to avoid the process.

Ultimately, selecting the right option involves balancing business priorities, compliance requirements, and the employee’s qualifications and career objectives.

How Ethos Migration Lawyers can help

At Ethos Migration Lawyers, we simplify the process by providing tailored advice for employers and skilled workers, managing every step from sponsorship to visa approval, and keeping you informed throughout all stages of the process.

We also guide businesses and employees through permanent residency pathways and offer expert support for complex cases.

Get in touch with our team today for further assistance.