Subclass 186 Visa: A Complete Guide for Skilled Workers & Employers
the Employer Nomination Scheme (ENS) visa) could be your pathway. Designed for skilled workers nominated by an approved Australian employer, the 186 visa offers a direct route to permanent residency.
Take the guesswork out of your Subclass 186 visa journey. At HECT, we simplify the complex, from meeting 186 visa requirements to tracking 186 visa processing time and ensuring your application is decision-ready.
Start your pathway to Australian permanent residency today and speak with our 186 Visa specialists.
What Is the Subclass 186 Visa?
The Subclass 186 visa is a permanent residency visa that allows skilled workers to live and work in Australia indefinitely once they’ve been nominated by an eligible employer. It falls under the Employer Nomination Scheme and has three main streams:
- Temporary Residence Transition (TRT), for applicants who’ve worked with their sponsoring employer for at least two of the past three years on a qualifying temporary visa (
for example, a Subclass 482 Temporary Skill Shortage (TSS) visa). - Direct Entry (DE), is designed for skilled workers who fall into any of the following categories:
- not been sponsored on a 482 visa by the employer, or
- never worked for the employer before, or
- currently working for the employer on a visa other than a 482 visa, and the employer is willing to sponsor them directly for permanent residency, or
- holding a 482 visa but have not yet two years, already meet all eligibility criteria for the 186 Direct Entry stream.
This pathway is used when an applicant does not qualify for the 186 TRT stream but meets the requirements for the 186 Direct Entry (DE) visa, allowing the employer to sponsor them straight to permanent residency under the Employer Nomination Scheme (ENS) Subclass 186.
- This is often referred to as 186 direct entry.
- Labour Agreement Stream, for workers sponsored under a specific labour agreement between their employer and the Australian Government.
If you’re exploring permanent residency through employer sponsorship, the 186 direct entry processing time and eligibility will vary depending on your experience, occupation, and the completeness of your application.
186 Visa Requirements
To qualify for the 186 visa in Australia, both the employer and the employee must meet specific criteria.
For Applicants:
- Be under 45 years old (some exemptions apply).
- Have the necessary skills, qualifications, and work experience relevant to the nominated occupation.
- Pass health and character checks.
- Meet English language requirements.
- Hold a positive skills assessment (for the 186 direct entry stream).
For Employers:
- Operate lawfully in Australia.
- Have a genuine need for the nominated position.
- Offer employment that meets the Australian market salary rate.
186 Visa Processing Time
Understanding the 186 visa processing time is key to planning your move. While timelines can change based on stream, program and documentation, most applications are finalised within 13-24 months.
- 186 Direct Entry Processing Time: Typically longer due to additional skills assessments and more extensive supporting documents.
- TRT Stream: Usually faster, as applicants already hold employer-sponsored visas.
If your subclass 186 r nomination or visa has been refused, you may be eligible to appeal the decision through the Administrative Review Tribunal (ART) Appeal process.
186 Visa 2 Years Commitment
Once your 186 visa in Australia is approved, you’re generally expected to remain with your sponsoring employer for at least two years. This 186 visa 2-year commitment reflects the genuine intent behind the Employer Nomination Scheme.
Eligibility for Applicant
| Direct Entry (DE) Stream | Temporary Residence Transition (TRT) Stream | |
|---|---|---|
| Occupation | CSOL | Determined by the applicant’s current SID/482 visa occupation. |
| Age | 45 years | |
| Approved Sponsor Nomination |
|
|
| Qualifications, Skills & Work Background |
| |
| Work Experience |
|
|
| Skills Assessment |
|
|
| English Language |
| |
| Health & Character |
| |
| Visa Status at Time of Application (Onshore) |
| |
Eligibility for Sponsor
Lawful Operation
The sponsoring employer’s business must be lawfully operating in 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:
-
When the Department receives a written request from the sponsoring employer to withdraw the nomination;
-
On the date the associated visa application is approved or refused;
-
Three months after the sponsor’s approval has ceased, unless a new sponsorship application has been lodged before that date and is still pending;
-
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.
Salary Level
Sponsors hiring overseas workers must pay at least the market salary rate, which must exceed the Temporary Skilled Migration Income Threshold (TSMIT), currently set at $76,515 plus superannuation (from July 1, 2025).
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:
The salary paid to an Australian employee performing the same role;
Enterprise agreements or industrial awards that set minimum wages for specific industries or occupations;
Job outlook information;
Advertisements for similar roles in the same location over the past six months;
Salary surveys or advice from unions or employer associations.
If the business employs an Australian worker in the same role:
The AMSR is the salary of that Australian employee.
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;
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:
Employees with more or less experience than the nominee, or those working at a different salary level, are not considered equivalent employees;
If the business proposes to pay the overseas nominee less than an equivalent Australian worker, the nomination will be refused;
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:
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:
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
-
These are cases where the employer lodged a TSS nomination before 7 December 2024, but the visa application has not yet been submitted.
-
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
-
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.
-
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
-
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
-
Where a 482 TSS visa is nearing expiry, holders may seek to renew or transition to a 186 ENS.
-
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
-
Some TSS visa holders may need to change employers (e.g., due to business closure or the employer ceasing sponsorship).
-
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
-
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.
Step-by-Step: How to Apply for the 186 Visa
Employer Nomination
Visa Application
50% processed in 15 days
90% processed in 80 days
Throughout this process, incomplete or inconsistent documentation is the number-one cause of delays in 186 visa processing time, so double-check every detail before submitting.
Insurance
Visa holders must purchase and maintain health insurance that meets the 482 visa requirements during their stay in Australia.
Cost
Payable by employer
| Cost | |
|---|---|
| Sponsorship Fee | AUD 420 |
| Nomination Fee | AUD 540 |
| Skilling Australians Fund Levy |
|
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.
Why Work With HECT?
The 186 visa Australia process is technical and time-sensitive. Working with an experienced migration agent like HECT ensures your application is decision-ready and compliant. Our team can also help employers structure nominations correctly and stay informed about the latest news regarding the 186 visa processing time or policy updates.
You can read more about our team and our success rates.
Ready to Begin Your 186 Visa Journey?
If you’re an employer ready to sponsor overseas talent or a skilled worker seeking a permanent future in Australia, we can help. Our migration team provides step-by-step guidance through eligibility checks, nomination, and application lodgement.
Frequently Asked Questions
What’s the practical difference between TRT and DE, and who should choose which?
TRT (Temporary Residence Transition) suits current SID/482 holders who have worked full-time for at least 2 years within the last 3 years for the same sponsoring employer in the same occupation. No skills assessment is usually required for TRT.
DE (Direct Entry) suits applicants not meeting TRT (e.g., offshore applicants, new hires, or 482 holders without the 2-in-3). DE generally requires a positive skills assessment and substantial relevant experience (commonly 3+ years).
If you’re on a 482 and can meet 2-in-3 soon, TRT is typically the cleaner pathway; otherwise assess DE.
How is the nominated occupation determined for 186?
TRT: It is determined by the occupation on the applicant’s current SID/482 visa and must remain the same for the 186 nomination.
DE: Must nominate an eligible occupation under the current legislative instruments and meet the skills assessment requirement for that occupation.
Do I need a skills assessment for 186?
TRT: Usually not required (the 482 history evidences skills), though licensing/registration for regulated occupations must be current.
DE: Generally required. The assessing authority, criteria, and validity period depend on the occupation. Certain limited exemptions may apply (e.g., some fully registered medical practitioners or academics, where specified).
What salary tests apply to 186 nominations?
Applicants must generally demonstrate at least 1 year of full-time relevant work experience in the nominated or related occupation within the past 5 years.
Part-time work can be counted on a pro-rata basis towards the full-time equivalent (e.g., two years of half-time work equals one year of full-time work).
Casual or ad-hoc work is not considered.
For certain occupations (e.g., medical or research), structured placements, clinical training, or PhD-level research may also count as relevant work experience, provided they meet the ANZSCO requirements.
What are the salary and employment conditions for 482 SID visa holders?
The role must meet the Annual Market Salary Rate (AMSR) and offer terms no less favourable than those for equivalent Australian employees.
Evidence can include enterprise agreements/awards, recent job ads in the same location, salary surveys, and comparable staff contracts/payslips.
Paying below an equivalent Australian worker—even marginally—risks nomination refusal.
What are the age and English rules—and the main exemptions?
Primary applicants generally need Competent English (or an accepted exemption, such as eligible passport holders). Always check the current instrument for the precise settings.
What happens if I change employers while preparing or after lodging a 186 (TRT)?
The TRT nomination is employer-specific. Switching employers before meeting 2-in-3 usually means you must restart the 2-year clock with the new sponsor.
If you lodge and then change employers, you will typically need a new nomination and may need to re-lodge the visa. This can jeopardise timelines—get tailored advice before moving.
Can I include family members and what must onshore dependants hold?
Yes—spouse/partner and dependent children can be included.
If onshore, secondary applicants must generally hold a substantive visa or Bridging A/B/C and not be subject to s48 at lodgement. All applicants must meet health and character requirements.
If granted, family members receive permanent residence with full work and study rights.
What bridging visa do I get when applying onshore, and can I travel?
A valid onshore 186 application usually grants a Bridging Visa A (BVA) to take effect when your current visa expires.
The BVA does not have travel rights—you must apply for a BVB before leaving Australia. Until the BVA activates, you continue on the conditions of your current visa (e.g., your 482).
What are common refusal risks and how do we de-risk an application?
Risks: role not genuine or not at the correct skill level; salary below AMSR; failure to meet 2-in-3 (TRT) or skills assessment/experience (DE); age/English not met; licensing/registration gaps; inconsistent evidence.
De-risking: map the eligibility early; align occupation, PD and org chart; benchmark salary and document AMSR; maintain clean payroll/roster evidence; ensure current licensing; secure the right skills assessment; and lodge accurate, consistent, decision-ready submissions.
Note: This FAQ is general information only and not legal advice. Settings (e.g., eligibility tests, exemptions, and evidentiary rules) can change; always check the latest legislative instruments before applying.
