In this guide
- Sponsorship involves more than one fee
- Government sponsorship and nomination charges
- The Skilling Australians Fund levy
- Visa application and candidate costs
- Professional migration fees
- Recruitment, advertising and onboarding costs
- Can sponsorship costs be passed to the worker?
- Why the total differs between businesses
- What if standard sponsorship does not fit?
- Get a clear picture before making commitments
For Australian businesses struggling to find the right skills locally, sponsoring an overseas worker can be an important workforce solution. But one of the first questions employers ask is a fair one: how much does it actually cost?
There is no single figure that applies to every business. Sponsorship can involve several government charges, employer costs and professional fees. The total depends on the visa pathway, the position being filled, the business and the worker’s circumstances. Understanding the full cost before you begin helps your business plan properly and avoid unexpected expenses later.
Sponsorship involves more than one fee
Employer sponsorship is generally a multi-stage process. Depending on the pathway, a business may need to become an approved sponsor, nominate a position and support the worker’s visa application. The total budget may include:
- sponsorship-related government charges
- nomination charges
- the Skilling Australians Fund levy, where applicable
- visa application charges
- professional migration fees
- recruitment and advertising expenses
- relocation and onboarding costs
- costs associated with sponsorship and employment obligations
Looking only at the visa application charge does not give an employer the full picture.
Government sponsorship and nomination charges
Government charges may arise at different stages of the process. The amount depends on the program, the application being lodged and the circumstances at the time.
Charges and program settings change. Confirm the current amounts before budgeting or making commitments to a candidate.
The Skilling Australians Fund levy
The Skilling Australians Fund levy, commonly called the SAF levy, can be a significant employer cost in the relevant sponsored visa programs.
The amount can depend on the pathway, the employer’s turnover and the proposed sponsorship period. Businesses planning to sponsor several workers should treat the combined levy and application costs as part of workforce planning, not as a series of isolated expenses.
Visa application and candidate costs
The worker’s visa application can involve separate government charges. Depending on the pathway and the person’s circumstances, other costs may include health examinations, police certificates, skills assessments, English testing, translations and document preparation.
Not every cost is necessarily payable by the employer. The parties should be clear about who is responsible for each lawful expense before the process begins.
Professional migration fees
A Registered Migration Agent can assess the proposed role, occupation, salary, location, sponsorship position, nomination requirements and the worker’s preliminary eligibility before any application is prepared.
For a business, professional assistance is not simply form completion. Early assessment can identify whether the proposed pathway is realistic, what evidence will be required, and whether an alternative such as a Labour Agreement or DAMA should be considered.
Recruitment, advertising and onboarding costs
Migration charges are only part of international recruitment. A business may also need to budget for recruitment, labour market testing where it is required, candidate screening, employment documentation, travel, relocation, accommodation support, onboarding and training.
These costs vary widely, but they belong in the commercial decision about whether overseas recruitment is right for the business.
Can sponsorship costs be passed to the worker?
Employers should not assume that every sponsorship-related expense can be recovered from the sponsored worker. Australian law restricts passing certain sponsorship, nomination and recruitment costs to a worker, and prohibits asking for a benefit in return for sponsorship.
Review any financial arrangement before either party signs an agreement or transfers money.
Why the total differs between businesses
Two businesses sponsoring workers for similar roles may not face the same pathway or the same total cost. Relevant factors include:
- the occupation and duties
- salary and employment arrangements
- the work location
- whether the employer is already an approved sponsor
- the visa pathway being considered
- the worker’s qualifications and history
- the number of workers required
- whether a standard pathway is available at all
The better question is often not only how much sponsorship costs, but which pathway is appropriate and what that pathway will require.
What if standard sponsorship does not fit?
A genuine workforce shortage does not always fit a standard sponsored visa pathway. In some circumstances a Labour Agreement or a Designated Area Migration Agreement may provide another route.
These are not automatic alternatives. They have separate requirements and may involve industry, regional, occupation, workforce and negotiation considerations. An assessment should establish whether they are relevant before the business invests in a longer process.
Get a clear picture before making commitments
Sponsoring an overseas worker can be an effective response to a genuine skills shortage. The business should understand the likely pathway, cost and obligations before promising employment or setting a start date.
Stratton Migration Australia assists employers to assess their sponsorship position, the proposed role and the migration pathways that may be available.
Employer Sponsorship Assessment – $550 + GST
This is specifically for employers considering sponsoring an existing worker or recruiting an overseas candidate.
Submit an initial enquiry so we can understand the assistance you require and advise which service may be appropriate. Tailored migration advice and eligibility assessments are provided through a paid consultation or assessment under a formal engagement.
Frequently asked questions
What costs does an employer pay when sponsoring a worker?
Depending on the pathway, an employer may pay sponsorship and nomination charges, the Skilling Australians Fund levy, professional migration fees, recruitment and labour market testing costs, and relocation and onboarding costs. The exact mix depends on the visa program, the role and whether the business is already an approved sponsor.
Can a sponsored worker pay the SAF levy?
Employers should not assume that sponsorship-related costs, including the SAF levy, can be recovered from the worker. Australian law restricts passing certain sponsorship, nomination and recruitment costs to a sponsored worker, and prohibits asking for a benefit in return for sponsorship. Review any financial arrangement before either party signs or transfers money.
Does the total cost change if we sponsor several employees?
Yes. Several charges, including the SAF levy, apply for each nomination, so the combined cost grows with every worker. Businesses planning repeated recruitment should budget at workforce level and consider whether a Labour Agreement or regional arrangement is relevant, rather than costing each nomination in isolation.
What happens if the occupation is not on the standard list?
That does not always end the discussion. A Labour Agreement or Designated Area Migration Agreement (DAMA) may provide another route in defined circumstances. These options have their own requirements and longer timeframes, so they should be assessed before the business commits to a candidate or a start date.
This article is general information about how Australian migration programs work, current as at 25 September 2026. It is not advice about your circumstances. Government fees, income thresholds, occupation lists and processing settings change regularly; check the current position with the Department of Home Affairs or a Registered Migration Agent before relying on it.
