Who Pays for Employer-Sponsored Visa Fees? (407/482/186)

Navigating Australia’s employer-sponsored visa programs such as the Subclass 407 (Training Visa), Subclass 482 (Skills in Demand Visa), and Subclass 186 (Employer Nomination Scheme Visa) requires a clear understanding of the associated costs and the respective responsibilities of employers and employees. It’s crucial to know who is legally obligated to cover specific fees to ensure compliance with Australian immigration laws. Below, you’ll find a table for each visa subclass explaining who is responsible for what.

🟢 Subclass 186 Visa (Employer Nomination Scheme – ENS)

A permanent residency visa for skilled workers nominated by an Australian employer.

Expense Type	Employer Pays	Employee Pays	Details
Standard Business Sponsorship (SBS) Fee	✅ Yes	❌ No	SBS IS NOT MANDATORY FOR 186 ENS.
Nomination Fee	✅ Yes	❌ No	$540 per nominated position.
Skilling Australians Fund (SAF) Levy	✅ Yes	❌ No	< $10M turnover: $3,000 one-time fee. ≥ $10M turnover: $5,000 one-time fee.
Visa Application Fee	❌ No	✅ Yes	Primary applicant: $4770
Migration Agent Fees (for Employer Applications)	✅ Yes	❌ No	If an agent is hired, the employer cannot transfer the cost of SBS and Nomination to the employee.
English Test (IELTS, PTE, etc.)	❌ No	✅ Yes	Required unless exempt. The employee must pay.
Skills Assessment Fee	❌ No	✅ Yes	Required for some occupations.
Health Insurance & Medical Exam	❌ No	✅ Yes	Mandatory for employees unless covered by Medicare.
Police Clearance Certificate	❌ No	✅ Yes	Required for background checks.

🟠 Subclass 482 Visa (Skills in Demand Visa)

The 482 SID visa allowing skilled workers fill job shortages in Australia.

Expense Type	Employer Pays	Employee Pays	Details
Standard Business Sponsorship (SBS) Fee	✅ Yes	❌ No	$420 one-time fee for employers to become sponsors.
Nomination Fee	✅ Yes	❌ No	$330 per nominated position.
Skilling Australians Fund (SAF) Levy	✅ Yes	❌ No	< $10M turnover: $1,200 per year per employee. ≥ $10M turnover: $1,800 per year per employee.
Visa Application Fee	❌ No	✅ Yes	Primary Applicant: $3115
Migration Agent Fees (for Employer Applications)	✅ Yes	❌ No	If an agent is hired, the employer cannot transfer the cost of SBS and Nomination to the employee.
English Test (IELTS, PTE, etc.)	❌ No	✅ Yes	Required unless exempt.
Skills Assessment Fee	❌ No	✅ Yes	Required for some occupations.
Health Insurance & Medical Exam	❌ No	✅ Yes	Employees must arrange their own health insurance.
Police Clearance Certificate	❌ No	✅ Yes	Background checks are the employee’s responsibility.

🔵 Subclass 407 Visa (Training Visa)

A visa for the individuals who need workplace training or professional development.

Expense Type	Employer Pays	Employee Pays	Details
Sponsorship Application for Temporary Activity	✅ Yes	❌ No	Employers must pay a $420 sponsorship fee.
Nomination Fee	✅ Yes	❌ No	$170 nomination fee per applicant.
Visa Application Fee	❌ No	✅ Yes	Primary applicant: $415
Migration Agent Fees (for Employer Applications)	✅ Yes	❌ No	If an agent is hired, the employer cannot transfer the cost of SBS and Nomination to the employee.
English Test (IELTS, PTE, etc.)	❌ No	✅ Yes	If required, the employee must pay.
Skills Assessment Fee	❌ No	✅ Yes	If required, the employee must arrange and pay.
Health Insurance & Medical Exam	❌ No	✅ Yes	Employees must have adequate health cover.
Police Clearance Certificate	❌ No	✅ Yes	Employees are responsible for any background checks.

Legal Responsibilities & Compliance

Employers Cannot Shift Certain Costs to Employees
Employers must pay for Sponsorship, Nomination Fees, and SAF Levy. They cannot ask the employee to reimburse these fees, as this violates Australian migration laws.
Employees Should Clarify What the Employer Covers
While visa application costs and health checks are typically employee-paid, some employers voluntarily cover these expenses as part of their employment offer. Make sure all financial arrangements are clearly documented in your employment contract.
Non-Compliance Penalties
Employers who attempt to recover costs illegally can face significant fines, sponsorship bans, or legal action. Employees should be aware of their rights to avoid being exploited.

Wrapping it up!!

Understanding who pays for what in the visa process helps both employers and employees navigate their responsibilities without legal complications. Employers must meet their obligations, while employees should prepare for their share of the costs unless otherwise agreed.