Australia’s healthcare sector relies heavily on internationally trained doctors, nurses, midwives, and allied health professionals — especially in regional and rural areas. For clinics, hospitals, aged care facilities, and private practices, sponsoring overseas staff is often the most effective way to fill persistent workforce shortages.
However, visa sponsorship comes with strict requirements under Australian immigration law. Employers must follow compliance rules, maintain accurate documentation, and provide appropriate workplace conditions.
To help streamline the process, we’ve created a comprehensive checklist for healthcare employers looking to sponsor overseas staff through visas such as the Subclass 482, Subclass 186, or regional visas like the Subclass 494.
Let’s walk through everything you need to know.
✅ 1. Confirm the Occupation Is Eligible
Before sponsoring someone, ensure the position is on an approved skilled list:
- Skilled Occupation List
- Regional occupation lists (for 494 visas)
- DAMA-approved occupation lists under
👉 Designated Area Migration Agreements
Most healthcare roles are eligible, including:
- General Practitioners & Specialists
- Registered Nurses & Midwives
- Physiotherapists, Psychologists, Sonographers
- Allied Health Practitioners (OT, Speech Pathology, Radiography, Dietetics, etc.)
✅ 2. Become an Approved Standard Business Sponsor
To sponsor staff under the 482 visa, employers must be approved as a Standard Business Sponsor (SBS).
Apply here:
👉 Becoming an Approved Sponsor – Home Affairs
Requirements include:
- Proving your business is legally operating
- Showing a genuine need for an overseas worker
- Maintaining compliant HR and payroll systems
✅ 3. Undertake Labour Market Testing (LMT)
Before nominating a worker, employers must show they tried to hire Australian citizens or permanent residents.
LMT requires:
- At least two advertisements posted for 28 days
- Ads that meet specific Home Affairs criteria
- Evidence kept on file for 5 years
Exceptions may apply under:
- DAMA agreements
- Some Labour Agreements
More on DAMAs here:
👉 DAMA Information
✅ 4. Offer Market Salary and Meet TSMIT
Sponsored workers must be paid:
- At or above the market salary rate, AND
- Above the TSMIT (Temporary Skilled Migration Income Threshold)
This ensures overseas workers receive the same pay and conditions as Australian staff.
Employers must comply with:
- Fair Work legislation
- Superannuation requirements
- Leave entitlements
✅ 5. Nominate the Worker for the Correct Visa
Select the visa that matches the worker’s background and your organisation’s needs:
**• Subclass 482 (Temporary Work)
• Subclass 186 (Permanent Residency)
• Subclass 494 (Regional Provisional → PR)**
Compare visa options here:
👉 Visa Finder Tool – Home Affairs
✅ 6. Support the Worker’s Registration Requirements
Healthcare professionals cannot work without proper registration.
Depending on the profession, the worker may need to complete:
- AHPRA registration
👉 AHPRA Website - Primary Source Verification (PSV) through AMC/EPIC
👉 AMC Verification - Nursing/Midwifery ANMAC skills assessment
- Allied health assessments via the relevant authority
Many employers also support staff with exam preparation (AMC, OET, PESCI, etc).
You can direct IMGs to exam support services such as:
👉 IMG SOS (AMC MCQ & Clinical preparation)
✅ 7. Provide Onboarding, Supervision, and Workplace Support
Skilled visas — especially 482 and 494 — require employers to:
- Ensure the worker performs the nominated occupation
- Provide appropriate supervision, especially for IMGs
- Offer a safe workplace
- Assist with induction and compliance training
For doctors requiring supervision, documentation must align with AHPRA supervision levels.
✅ 8. Meet Ongoing Sponsorship Compliance Obligations
Sponsors must:
✔ Keep all employment records
✔ Notify Home Affairs of changes (termination, role changes, business details)
✔ Cooperate with monitoring or audits
✔ Pay return travel costs if required
✔ Ensure the worker works only in the nominated occupation
Failure to comply can lead to:
- Fines
- Loss of sponsorship approval
- Visa cancellations
✅ 9. Explore Regional Sponsorship & Financial Incentives
Regional employers often have priority access to skilled visas and incentives.
Find regional healthcare vacancies and incentives here:
- RWAV – Victoria
- Health Workforce Queensland
- NSW Rural Doctors Network
- Check your remoteness classification:
👉 Health Workforce Locator
Regional pathways also offer:
- Faster processing
- Labour Agreement concessions
- PR pathways (491, 494, 186 transitions)
🤝 How MedMigration Helps Healthcare Employers
At MedMigration, we support medical employers by providing:
- Guidance on SBS approval and sponsorship obligations
- Assistance with nomination applications
- Skilled worker matching (doctors, nurses, allied health)
- Labour Agreement & DAMA pathway support
- Compliance education and document management
- Visa assistance for 482, 186, and 494 pathways
We make the process easier, faster, and fully compliant — so employers can focus on delivering patient care.
✅ Final Thoughts
Sponsoring overseas healthcare workers is one of the most effective ways to build a stable, skilled workforce — but it requires careful planning, compliance, and ongoing support.
With this checklist, your organisation can navigate the sponsorship process with confidence and clarity.
For expert guidance on hiring and sponsoring international healthcare professionals, visit:
👉 MedMigration.com.au
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