Can a Job Description for a Skilled Visa Be a “Close Match”?
The ANZSCO Code Explained for Australian Employers
How to Correctly Match Job Descriptions for 482 & 494 Skilled Visas
Sponsoring an overseas worker is one of the most powerful ways a regional or metropolitan Australian business can stabilise its workforce — but only if the nomination is done correctly.
One of the most confusing parts of the process is the ANZSCO code.
Many business owners ask:
“Does my job description have to perfectly match the ANZSCO occupation list?”
The answer: No — but it must closely and genuinely align.
The ANZSCO is a benchmark, not a script.
Understanding this distinction is often the difference between an approval and a refusal.
The Golden Rule: The 80/20 Match
Our migration agents advise clients to follow the 80/20 Rule:
✔ 80% of your employee’s day-to-day duties
must match the core tasks listed under the chosen ANZSCO occupation.
✔ 20% may be unique to your business
such as internal processes, systems, or extra duties that sit logically around the core role.
This allows flexibility without breaking compliance.
What a “Close Match” Actually Means
To satisfy the Department of Home Affairs, your job description must demonstrate:
1. Core Duties Alignment
The primary duties must clearly match the nominated ANZSCO occupation.
Example:
A Chef must:
✔ prepare, cook, plan menus
✘ not spend 60% of their time on admin or procurement
2. Correct Skill & Responsibility Level
A “Technician” cannot be nominated as an “Engineer” unless they truly operate at that level.
The ANZSCO classification includes skill level, not just task lists.
3. Genuine Market Salary
Your salary must satisfy BOTH:
TSMIT (e.g. $73,150 today; $76,515 from 1 July 2025)
AMSR (Annual Market Salary Rate — what an Australian would earn in the same job)
If the salary is too low for the ANZSCO level, the nomination will fail.
Critical Mistakes That Lead to Visa Refusal
Below are the most common employer errors we see — and the ones case officers flag instantly.
❌ 1. Copying ANZSCO Duties Verbatim
If you paste the ANZSCO duties word-for-word into your job description:
It signals:
lack of genuineness
a “constructed” role
potential risk of misclassification
Your job description must reflect real operations, not a template.
❌ 2. Stretching the Role Too Far
Trying to force-fit a low-skilled job into a high-skilled ANZSCO code is a guaranteed refusal.
Example:
A Storeperson with mainly manual labour duties cannot be nominated as a Logistics Manager.
❌ 3. Mixed or Hybrid Roles
The Department requires one clear occupation, not a combination.
Examples that get refused:
“50% admin, 50% diesel mechanic”
“half café manager, half barista”
“accountant + HR + payroll combined”
Hybrid positions confuse ANZSCO classification and often fail the genuineness test.
❌ 4. Applicant Experience Does Not Match the Code
Even if your role is genuine, the worker must also demonstrate:
relevant experience
matching duties
correct skill level
successful skills assessment (where required)
Misalignment can lead to a failed skills assessment — which kills the visa.
Beyond the Checklist: What Is Possible With the Right Help
There is more flexibility in the system than most employers realise.
A great migration agent can help you:
1. Find Creative but Compliant Matches
Some niche roles do fit into broader ANZSCO definitions — but only when argued correctly.
2. Use Labour Agreements (including DAMA)
If your role doesn’t fit the ANZSCO lists at all, a Labour Agreement or DAMA can open alternative pathways.
This is ideal for:
emerging industries
regional skills shortages
hybrid technical roles
positions not listed on the standard occupation list
3. Future-Proof the Position
If your business is growing, it may be possible to lodge a role that reflects:
upcoming expansion
new equipment
increased scope
planned operational scale
As long as it is backed by solid evidence and business planning.
Final Word: Don’t Leave Skilled Hiring to Chance
The ANZSCO list is only one part of the nomination — but it’s the foundation of your entire visa strategy.
A well-written “genuine position” submission:
prevents delays
avoids expensive refusals
protects compliance
strengthens long-term workforce planning
If you’re sponsoring an overseas worker (482, 494, DAMA, or Labour Agreement), it pays to invest in doing it right from the start.
AU Visas works with regional and metro employers every day to classify roles correctly and secure talent without risk.
Related Articles that you may enjoy
Source: AU Visas Employer Guide Series
Disclaimer
The content provided is here is for informational purposes only and does not constitute immigration or legal advice. It is subject to change. Consult an Australian MARA registered agent or lawyer for professional advice before making any application
👉Contact AU Visas today for a Professional Opinion on Your Situation.
Glossary of Key Terms
ANZSCO (Australian and New Zealand Standard Classification of Occupations)
A government classification system defining occupations, skill levels, and core tasks used for skilled visa applications.482 Visa (Temporary Skill Shortage Visa)
Allows employers to sponsor overseas workers for short-term or medium-term roles.494 Visa (Skilled Employer Sponsored Regional Visa)
A regional visa with a pathway to permanent residency via the Subclass 191 visa.TSMIT (Temporary Skilled Migration Income Threshold)
The minimum salary floor for sponsored workers. Employers must offer at least this amount.AMSR (Annual Market Salary Rate)
The “real” salary paid to Australians doing the same job in the same region. The sponsored worker must be paid at least this rate.Genuine Position Requirement
A legal requirement that the role being nominated is a real, ongoing position necessary within the business.Skills Assessment
Independent verification that a visa applicant’s qualifications and experience match the ANZSCO occupation.Labour Agreement / DAMA
Custom migration agreements allowing access to additional occupations, concessions, and industry-specific flexibility.Hybrid Role
A job combining duties from multiple occupations. These roles are usually not eligible for skilled visas.Labour Market Testing (LMT)
Proof that the employer tried to hire locally before sponsoring someone overseas.
