From 1 July 2024, significant changes to visa conditions 8107, 8607, and 8608 will take effect. The conditions have been amended in an aim to combat worker exploitation and enhance productivity by improving labour market mobility for temporary migrants.
The updated conditions will benefit holders of the following visas:
- Temporary Work (Skilled) visa (subclass 457)
- Temporary Skill Shortage visa (subclass 482)
- Skilled Employer Sponsored Regional (provisional) visa (subclass 494)
The key changes to visa conditions 8107, 8607, and 8608 are as follows:
Extended Time to Find New Employment
Visa holders who cease employment with their sponsoring employer will now have more time to find a new sponsor, apply for a different visa, or arrange their departure from Australia. Specifically, they will be allowed:
- Up to 180 days at a time
- A maximum of 365 days in total across the entire visa grant period
During this extended period, visa holders can work for other employers, including in occupations not listed in their most recent sponsorship nomination, ensuring they can support themselves while seeking new sponsorship.
Work Conditions
Restrictions on Working for Other Employers: Visa holders are generally prohibited from working for another employer unless they have ceased working with their original sponsor. They must stay within their nominated occupation while working for their current sponsor.
Licences and Registrations: Visa holders must not undertake work that conflicts with any required licences or registrations for their nominated occupation, including adhering to any associated conditions or requirements.
Sponsor Obligations
Sponsors must notify the Department of any changes, including cessation of sponsorship or visa holder resignation, within 28 days.
These changes are applicable to both current visa holders and those granted a visa on or after 1 July 2024. Any period a visa holder was not working for their sponsor before 1 July 2024 will not count towards the new time limits.
For further clarity on these developments and assistance with employer sponsored visas, contact Stone Group Lawyers today to book an initial consultation.
The above article published by Stone Group Lawyers is intended as general information only and is not legal advice on any subject matter. By viewing the above article, the reader understands there is no solicitor-client relationship between the reader and the article published. The above article should not be used as a substitute for legal advice from a legal practitioner, and readers are urged to consult Stone Group Lawyers on any legal queries concerning a specific situation.