Who Pays for a Permanent Residency Application?

For regional employers, sponsoring a skilled worker isn’t just about filling a role - it’s about building a stable workforce in places where talent is genuinely hard to find.

By the time a sponsored employee reaches the 482-to-PR transition, you’ve often invested years in training, onboarding, and integration. That’s why one question carries more weight than most:

“Who pays for the permanent residency application?”

Handled well, this conversation can cement loyalty for years.
Handled poorly - or too late - it can trigger flight risk right at the finish line.

This guide explains:

• What the law requires

• What candidates typically pay

• What experienced regional employers actually do

• How to approach the discussion with confidence and clarity

This is general employer education, not migration advice.

The First Critical Update: The “2-Year Rule” (2024–2026 Reality)

Historically, many employers waited until a worker’s third year on a 482 visa to raise PR.

That thinking is now outdated.

Under current settings, many sponsored workers may transition to PR after just 2 years with the same employer.

Why this matters commercially

If you wait until year three to mention PR:

• You may already be late

• Competing employers may move earlier

• Your employee may assume PR “isn’t coming”

Smart regional employers raise the PR conversation before the two-year mark.

What the Law Says (Non-Negotiables for Employers)

Some costs are strictly the employer’s responsibility. These are not negotiable.

1. The SAF Levy (Major Compliance Trap)

• One-off payment for PR nomination

• $3,600 for businesses under $10M turnover

• $5,400 for businesses over $10M turnover

👉 It is illegal to pass this cost to the employee, directly or indirectly.

This includes:

• Payroll deductions

• “Reimbursements”

• Side agreements

If there’s one cost to get right, it’s this one.

2. The Nomination Fee - Regional Advantage

• Standard nomination fee: $540

• Often waived ($0) for regional employers under the TRT stream

It’s a small saving, but it reflects the policy advantage regional businesses have - and it’s worth knowing.

The Candidate’s Share (What Is Normal in 2026)

Unlike the initial 482 visa (which is largely employer-driven), PR is widely seen as a personal life outcome for the worker.

Most candidates typically pay for:

• Visa Application Charge (VAC)
  – approx. $4,910 for the main applicant
  – additional fees for partners and children

• Health checks

• Police clearances

• English testing (if required)

This is standard practice, not a red flag.

Professional Migration Fees: The Fair & Common Split

This is where confusion - and resentment - often starts.

A PR application involves two separate legal tasks.

1. The Nomination (Business Side)

This covers:

• Your role

• Your financials

• Your ongoing position

Common practice:
👉 Employer pays the agent’s nomination fee

This makes sense - it’s your business information.

2. The Visa Application (Personal Side)

This covers:

• The worker’s visa

• Family members

• Personal history and documents

Common practice:
👉 Candidate pays the agent’s visa lodgement fee

This split is widely viewed as fair, transparent, and defensible.

What Do Candidates “Deserve”? (The Retention Lens)

Legally, an employer could require the candidate to pay almost everything except the SAF levy.

But experienced regional employers think bigger than minimum compliance.

The “Golden Handcuff” Approach (Common in Practice)

Many employers:

• Pay all professional fees upfront

• Use a cost-recovery clause in the employment contract

Example structure (hypothetical):

• Employer covers nomination + visa agent fees

• Agreement states:

  • If the employee leaves within 2 years of PR grant

  • They repay a pro-rata portion of those costs

This:

• Reduces flight risk

• Feels fair to the employee

• Protects the business investment

The PR Process at a Glance (Employer View)

1. Early discussion (before the 2-year mark)

2. Confirm ongoing role and performance

3. Agree on cost structure (no surprises)

4. Nomination lodged by employer

5. Visa lodged by employee
   (often at the same time for speed)

6. Ongoing employment and retention

The cost conversation belongs at Step 1, not Step 4.

Final Advice for First-Time Sponsors

The PR transition is the highest-risk moment for losing a good worker.

Transparency beats generosity.
Clarity beats silence.

When employers:

• Explain the rules early

• Split costs fairly

• Show commitment without over-promising

They don’t just get a PR outcome -
they keep a skilled worker long after it’s granted.

Glossary of Key Terms

PR (Permanent Residency)
The right to live and work in Australia indefinitely, subject to conditions.

482 Visa
A temporary employer-sponsored visa allowing skilled workers to work for an approved sponsor.

Nomination
The employer’s application to confirm the role is genuine and ongoing.

SAF Levy
A government levy paid by employers when nominating sponsored positions.

TRT Stream
A pathway allowing sponsored workers to transition from temporary to permanent status.

Related Articles

Related Articles that you may enjoy

https://auvisas.au/post/becoming-a-business-sponsor
https://auvisas.au/post/common-visa-mistakes
https://auvisas.au/post/labour-market-testing
https://auvisas.au/post/costperday
https://auvisas.au/blog

Source: AU Visas Employer Guide Series

Disclaimer

The content provided is for informational purposes only and does not constitute immigration or legal advice. It is subject to change. Consult a MARA-registered migration agent or lawyer for professional advice before making any application.

👉 Contact AU Visas today for a professional opinion on your situation. [email protected]