MIGRATION
MIGRATION SERVICES FOR EMPLOYERS
A business’s ability to grow is, in a growing number of industries, directly limited by its ability to sponsor overseas workers. MYAC Migration works with employers who need to bring overseas workers into their business, whether a single hire or an ongoing pipeline over several years.
We understand the pressure employers are under from both directions: the operational pressure of an unfilled role, and the compliance pressure of getting a sponsorship wrong. Managing that tension well is most of what good employer-sponsored migration advice actually is
WORKING OUT THE RIGHT VISA PATHWAY
Skills in Demand visa (subclass 482)
Employer Nomination Scheme (subclass 186)
Skilled Employer Sponsored Regional visa (subclass 494)
Training visa (subclass 407)
Temporary Work — Short Stay Specialist visa (subclass 400)
Other visa subclasses, depending on your business's specific circumstances
WORKING OUT THE RIGHT VISA PATHWAY
- Skills in Demand visa (subclass 482)
- Employer Nomination Scheme (subclass 186)
- Skilled Employer Sponsored Regional visa (subclass 494)
- Training visa (subclass 407)
- Temporary Work — Short Stay Specialist visa (subclass 400)
- Other visa subclasses, depending on your business's specific circumstances
Trusted by 25,000+ world-class brands and organizations of all sizes :
Application management accreditation & compliance
End-to-end application management
From the initial sponsorship and nomination through to the employee’s visa grant, MYAC manages every stage — preparing and lodging applications, liaising directly with the Department of Home Affairs.
Accredited sponsorship
Accredited Sponsor status can materially speed up how quickly an employer can bring overseas talent into the business. We guide employers through what accreditation requires and manage the process of securing — and maintaining — that status.
Labour agreement consultation
Where standard visa pathways don’t fit — common in aged care, hospitality, agriculture and regional industries — a formal
labour agreement can open up occupation lists, salary settings and concessions unavailable through the standard streams.
Compliance and sponsorship obligation management
Sponsorship obligations run for as long as the sponsorship does. MYAC runs training and workshops, keeps clients updated as policy changes, and conducts ncompliance audits and reviews.
Why choose us
WHY PARTNER WITH MYAC MIGRATION
Advice on the approach that actually fits your business.
Getting the pathway and application right the first time.
Focus on running the business, not Department policy updates.
Reach out to our team for a consultation built around your business’s actual circumstances, not a generic pitch.
Why choose us
WHY PARTNER WITH MYAC MIGRATION
Advice on the approach that actually fits your business.
Getting the pathway and application right the first time.
Focus on running the business, not Department policy updates.
Reach out to our team for a consultation built around your business’s actual circumstances, not a generic pitch.
MIGRATION SERVICES FOR INDIVIDUALS
Deciding to live, work or study in Australia is one of the more significant decisions a person will make. Whether you’re pursuing an employer sponsored pathway, building toward a longer-term future via study, or reuniting with family, our OMARAregistered migration team works through what actually applies to your specific circumstances.
WORKING OUT THE RIGHT VISA PATHWAY
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FREQUENTLY ASKED QUESTIONS
What's the fastest way to sponsor an overseas worker?
It depends on occupation and salary. The Specialist Skills stream of the Skills in Demand visa offers the fastest processingfor eligible high-salary roles.
What happens if a sponsored employee leaves before their visa conditions are met?
This is exactly the kind of situation our compliance guidance is built to prevent, and to manage if it does occur.
Can a small business become a sponsor, or is this only for large employers?
Small businesses sponsor overseas workers routinely — the SAF levy and nomination fees differ by business size, but sponsorship isn’t restricted to large employers.the final hiring decision