For those employees who hold a previously-known subclass 457 Visa, and once they have reached having 2-3 years of full-time employment in the originally-nominated employee role, an application may be made for Permanent Residency, under a subclass 186 Temporary Residence Transition (186TRT) Non-regional Visa, or under a subclass 187 Temporary Residence Transition (187TRT) RSMS Regional Visa Application.
For those employees who hold a subclass 482 Temporary Skill Shortage (TSS) Visa, and once they have reached having three years of employment in the originally-nominated employee role, an application may be made for Permanent Residency under a subclass 186 Temporary Residence Transition (186TRT).
COVID-concessions have also been made available for those on Short-Term Stream occupations on the 457 and 482 to gain access to PR on the 186TRT, if certain key dates and requirements are met. Please don’t hesitate to reach out for a free initial consultation if you want to ascertain if you are included in this cohort.
You can find a genuine position letter sample here.
The 186TRT visa requires mandatory payment by the employer sponsor to the Skilling Australians Fund (SAF), the SAF levy replacing the Training Benchmark requirement on 12th August 2018, and is calculated as follows:
| Business Size | TSS (482) Visa | ENS (186) / 494 visas |
| Annual turnover less than $10 million AUD | $1,200 annually per nominee | $3,000 one-off |
| Annual turnover $10 million AUD or more | $1,800 annually per nominee | $5,000 one-off |
If you have 457 issues in 2019 or you are looking to make sure you are on track for PR from 482 visa, please don’t hesitate to reach out for some free permanent visa advice.
If you get representation or assistance from Worldly Migration, you can relax knowing that you are dealing with a professional who takes pride in being ETHICAL, RELIABLE, and ever AVAILABLE.
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Please note that any periods of unpaid absence (e.g. Annual Leave without pay) do not count towards the required work period. Along with being employed in the same ‘Nominated’ role, and without the employee being diverted from their designated tasks and responsibilities, the employer must also adhere to no-less than the nominated salary and conditions, and must continue to meet their obligations as the Employer Sponsor (this is also stipulated to ensure the employee is being employed in-line with the Skilling Australia Foundation regulations).
