Subclass 494 - Skilled Employer Sponsored Regional Visa
The Subclass 494 visa is a 5-year employer-sponsored regional visa requiring a job offer, skills assessment, and English proficiency, with a pathway to permanent residency via the Subclass 191.
About this visa
The Subclass 494 Visa is an employer-sponsored visa for skilled workers designed to address labor shortages in Australia’s designated regional areas. It requires a job offer from an employer in a regional area, skills assessment, and typically grants up to five years of work rights. After working for a specific period in a regional area, it may lead to permanent residency through the Subclass 191 Visa. English language proficiency, health, and character checks are standard requirements.
Eligibility for Applicant
| 494 Requirements | ||
|---|---|---|
| Occupation | LIN 19/219 | |
| Age | Applicants must be under 45 years of age at the time of receiving an invitation. | |
| Approved Sponsor Nomination |
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| Qualifications, Skills & Work Background |
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| Work Experience |
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| Skills Assessment | Applicants must obtain a skills assessment from the relevant assessing authority for their nominated occupation to demonstrate that they have the required skills to work in that occupation.
Exemptions from skills assessment:
You may also be exempt if you meet one of the following conditions:
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| English Language |
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| Health & Character |
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| Visa Status (Onshore) |
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Eligibility for Sponsor
Lawful Operation
The sponsoring employer’s business must be lawfully operating in a designated regional area of Australia.Approval as a Sponsor
The sponsoring employer must have obtained approval as a Standard Business Sponsor or have at least submitted an application to become one.Genuine Need
The sponsoring employer must demonstrate a genuine need for the nominated skilled position within their business operations.Compliance with Australian Laws
The employer must comply with all relevant Australian laws, including employment and workplace regulations.Training Commitment
Some employers may be required to contribute to the Skilling Australians Fund (SAF) to support training initiatives in Australia, depending on the nominated occupation and the turnover of the business.、Labour Market Testing
LMT ensures that Australian employers prioritize local job seekers before hiring overseas skilled workers.
Nomination
The employer nomination remains valid for 12 months from the date of approval. The nomination will be immediately withdrawn under the following circumstances:
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When the Department receives a written request from the sponsoring employer to withdraw the nomination;
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On the date the associated visa application is approved or refused;
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Three months after the sponsor’s approval has ceased, unless a new sponsorship application has been lodged before that date and is still pending;
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On the date the sponsorship is cancelled.
At the time of the visa decision, the case officer must ensure that the employer’s nomination remains valid.
Regional Area
Since November 2019, for the purpose of regional visas, the Department of Home Affairs defines regional areas as:
All areas of Australia except Sydney, Melbourne, and Brisbane.
Salary Level
If the applicant’s annual salary is below AUD 250,000, it must be demonstrated that the salary offered is at least equal to the Annual Market Salary Rate (AMSR).
The Regional Certifying Body (RCB) must also assess whether the salary meets the AMSR.
For Standard Business Sponsorship, the base salary (excluding bonuses, overtime, etc.) must also exceed the Core Skills Income Threshold (CSIT), currently set at AUD 76,515.
AMSR
To ensure that overseas employees holding sponsored visas are paid in line with the market rate for their position, the Australian Government has established a series of policies. These measures are designed both to prevent adverse impacts on the local labour market and to protect overseas employees from exploitation.
Annual Market Salary Rate (AMSR) is determined by assessing factors such as:
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The salary paid to an Australian employee performing the same role;
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Enterprise agreements or industrial awards that set minimum wages for specific industries or occupations;
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Job outlook information;
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Advertisements for similar roles in the same location over the past six months;
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Salary surveys or advice from unions or employer associations.
If the business employs an Australian worker in the same role:
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The AMSR is the salary of that Australian employee.
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If the salary is based on an enterprise agreement or industrial award, the business must provide:
• The name of the agreement or award (as recorded by the Fair Work Commission);
• The relevant salary level or occupational group;
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If there is no applicable agreement or award, or the Australian employee is paid above the award rate, the employer must provide a copy of the employment contract and payslips.
Important notes:
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Employees with more or less experience than the nominee, or those working at a different salary level, are not considered equivalent employees;
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If the business proposes to pay the overseas nominee less than an equivalent Australian worker, the nomination will be refused;
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Submitting only generic market salary data or salary surveys will also result in refusal.
If the business has no equivalent Australian employee but an enterprise agreement or industrial award applies:
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The employer must provide:
• The name of the agreement or award (as recorded by the Fair Work Commission);
• The relevant salary level or occupational group.
If the business has no equivalent Australian employee and no agreement or industrial award applies:
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The employer must establish and demonstrate the AMSR to the Department of Home Affairs, explaining how it was determined using at least two sources such as:
• Job outlook information;
• Advertisements for similar positions in the same location (state, city, or regional area) within the last six months;
• Salary surveys conducted by reputable organisations;
• Written advice from a union or employer association.
ANZSCO
Different visa subclasses refer to different ANZSCO versions. Below is a summary
Visa Subclass | ANZSCO Version |
|---|---|
482 - SID | 23 Nov 2022 |
494 - Skilled Employer Sponsored Regional | 27 Jun 2013 |
186 - Employer Nomination Scheme | 23 Nov 2022 |
187 - Regional Sponsored Migration Scheme | 27 Jun 2013 |
189/190/491 - General Skilled Migration | 27 Jun 2013 |
407 - Training Visas | 27 Jun 2013 |
Main Affected Groups
1. Applicants with pending 482 TSS nomination applications
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These are cases where the employer lodged a TSS nomination before 7 December 2024, but the visa application has not yet been submitted.
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The most affected are occupations previously listed under the Short-Term Skilled Occupation List (ST Stream).
2. Current 482 TSS visa holders who still have time to meet the “2-in-3” requirement
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The “2-in-3” rule requires working at least 2 years within the last 3 years for the same sponsoring employer in order to qualify for the Subclass 186 ENS permanent residence pathway.
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Those who still have sufficient time left on their current visa to complete the 2-year period may still be able to lodge a 186 ENS PR application.
3. Current 482 TSS visa holders whose occupation has been removed from ANZSCO 2022
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If the applicant’s nominated occupation has been removed in the ANZSCO 2022 update, they may be unable to apply for a 186 ENS visa, even if they satisfy the “2-in-3” rule.
4. Current 482 TSS visa holders needing a new visa but no longer eligible
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Where a 482 TSS visa is nearing expiry, holders may seek to renew or transition to a 186 ENS.
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However, due to occupation list changes or policy updates, they may no longer meet the eligibility requirements.
5. Current 482 TSS visa holders needing to change employer but occupation has been removed
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Some TSS visa holders may need to change employers (e.g., due to business closure or the employer ceasing sponsorship).
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If their occupation has been removed, they may be unable to secure a new sponsor, resulting in no further visa options.
6. 186 ENS Direct Entry (DE) applicants or nominations where the occupation has been removed
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If an occupation has been removed under ANZSCO 2022 or CSOL changes, 186 DE applications or nominations may be refused, and applicants may need to seek alternative pathways.
Work Licensing
If the nominated occupation requires licensing, registration or membership, applicants must hold the relevant licence, registration, or membership and comply with its conditions.
It is unlawful for an applicant/visa holder to engage in work without holding the required licence, registration, or membership.
Visa holders must obtain the licence, registration, or membership within 90 days of the earliest of the following events:
Grant of the visa, if the visa is granted while the holder is outside Australia and they enter Australia;
Grant of the visa, if the visa is granted while the holder is in Australia;
If an application for a licence, registration or membership is refused, cancelled, or revoked, the visa holder must notify the Department of Home Affairs as soon as possible.
Process
Sponsorship
Nomination
Visa Application
Stay Period
The Subclass 494 Skilled Employer Sponsored Regional visa is valid for 5 years.
Permanent Resident Pathway
If eligible, applicants can apply for the Subclass 191 Permanent Residence (Skilled Regional) visa after holding a 494 visa for 3 years.
While holding a 494 visa, you cannot apply for the following visas:
Subclass 820 Partner Visa
Subclass 132 Business Talent Visa
Subclass 186 Employer Nomination Scheme (ENS)
Subclass 188 Business Innovation and Investment (Provisional)
Subclass 189 Skilled Independent
Subclass 190 Skilled Nominated
Subclass 191 Skilled Regional (Provisional Stream)
Subclass 858 Global Talent
Insurance
Visa holders must purchase and maintain health insurance that meets the 494 visa requirements during their stay in Australia.
Employer Rights and Obligations
If a 494 visa holder ceases employment, whether voluntarily or involuntarily, the employer must notify the Department of Home Affairs within 28 days.
Employee Rights and Obligations
494 visa holders must commence employment within 90 days of the following dates:
If granted the visa while outside Australia – within 90 days of entering Australia;
If granted the visa while in Australia – within 90 days of visa grant.
From 1 July 2024, if a 494 visa holder ceases employment with their sponsoring employer, they will have up to 180 days at a time, or 365 days in total to find a new sponsor.
During this period, visa holders may:
Work for other employers; and
Work outside their nominated occupation.
Cost
Payable by employer
| Cost | |
|---|---|
| Sponsorship Fee | AUD 420 |
| Nomination Fee | AUD 330 |
| Skilling Australians Fund Levy |
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Payable by employee
| Cost | |
|---|---|
| Primary Applicant | AUD 4,910 |
| Secondary Applicants (aged 18 and over) | AUD 2,455 each |
| Dependent Children (under 18) | AUD 1,230 each |
The fee is subject to the latest pricing set by the Australian Department of Home Affairs.
Frequently Asked Questions
Who can sponsor a 494 visa and what must the employer show?
The sponsor must be a lawfully operating Australian business in a designated regional area (or hold a valid Labour Agreement). They must:
Lodge and obtain nomination approval for a genuine, full-time position at the correct skill level in the regional area;
Pay the SAF levy and meet AMSR (Annual Market Salary Rate) requirements and the current minimum salary settings;
Demonstrate business capacity (financials, staffing, compliance history).
What is RCB advice and why can it make or break a nomination?
For the Employer Sponsored stream, many nominations require Regional Certifying Body (RCB) advice on whether the position is genuine and the salary meets AMSR. Weak or missing RCB evidence is a common refusal trigger; align the position description, market data, and contracts before seeking advice.
What are the applicant eligibility basics—occupation, skills, English, age?
Typical settings include:
An eligible ANZSCO occupation；
A suitable skills assessment and around 3 years relevant skilled work (unless an LA concession applies);
Competent English and under 45 at application (age/English concessions may exist in some Labour Agreements).
What happens if my employment ceases while holding a 494?
If your job ends, you must line up a new approved nomination before working for a new sponsor. Under updated policy, holders have up to 180 days at a time (365 days in total) across the visa period to find a new sponsor; during this window, follow the latest DoHA settings and your visa conditions.
Can I change employers or occupations on a 494?
Changing employers requires a new nomination (and, in some cases, a new visa if the occupation changes). You must not start with the new employer until nomination approval. Switching to a different occupation typically triggers a new visa application.
What visa conditions should I watch—especially 8579 and 8608?
Expect:
8579: live, work and study only in designated regional areas;
8608: work only in the nominated occupation for the approved sponsor, hold any required licence/registration within the specified timeframe, and not remain unemployed beyond the allowed period. Breaches risk visa cancellation.
What is the PR pathway from 494 to 191—and is there a minimum income test?
494 is a 5-year provisional visa with a pathway to Subclass 191 (Skilled Regional) PR once you have:
Lived, worked and studied only in regional areas for at least 3 years, and
Complied with all visa conditions throughout.
There is no current minimum income threshold for 191; keep strong evidence of regional residence and employment.
Can I lodge a 494 onshore if I’m section 48 barred, and what about bridging visas?
Yes, since 13 Nov 2021, 494 is among the skilled visas that can be lodged onshore despite s48, provided you meet nomination and all criteria. Onshore lodgement usually grants a BVA (no travel facility); apply for a BVB if you need to travel.
How do salary tests work—AMSR, threshold and evidence?
The nomination must offer pay and conditions no less favourable than for equivalent Australians, meet AMSR, and satisfy the current minimum salary setting (unless an LA concession applies). Strong evidence includes enterprise agreements/awards, comparable staff payslips, recent local job ads, and reputable salary surveys.
Can I include family members now or later, and do they have regional obligations too?
Yes, include eligible family at lodgement, or they may join later as Subsequent Entrants. Secondary applicants receive visas aligned to the primary and must also live, work and study only in regional areas and meet health/character requirements.
