The Skilled Employer Sponsored Regional (SESR) (Provisional) Subclass 494 visa enables Australian employers in regional and low population growth areas to sponsor (nominate) skilled overseas workers where they have been unable to fill vacant positions with Australian citizens or permanent residents. This includes current visa holders already living in Australia but wishing to move to the regional area where the nominated position is located.
The Department of State Growth is Tasmania’s Regional Certifying Body (RCB) for SESR. It assesses all Tasmanian applications and provides advice to the Department of Home Affairs on whether the employer nomination should be supported. Home Affairs will make the final decision on the visa application.
This visa has two streams. The Employer Sponsored stream and the Labour Agreement stream. Tasmania’s Regional Certifying Body (RCB) advice is only necessary for the Employer Sponsored stream.
Applications must be submitted by either the sponsoring employer or a migration agent. Nominees are not permitted to submit SESR RCB applications on behalf of the sponsoring employer.
The Tasmanian RCB is not able to provide migration advice and recommends that employers contact a migration agent for professional migration advice and guidance.
The RCB application process involves two steps:
Step 1. The sponsoring employer or migration agent submits an RCB application via this website online. The application is assessed according to the RCB documentation submitted and an outcome provided by email to both the employer/migration agent and Home Affairs. The current SESR (Provisional) Subclass 494 visa RCB processing time is up to 28 days.
Step 2. RCB Advice is valid for three months. An employer/migration agent needs to lodge this advice together with the Home Affairs required documentation as an ImmiAccount e-lodgment. Support from the RCB does not guarantee nomination approval by Home Affairs (who may also request further information). Please check the Home Affairs website for visa processing times.
Eligibility
Home Affairs eligibility information is available here and can be personalised for either employers/sponsors or nominees.
Sponsoring employers
To be eligible for Skilled Employer Sponsored Regional (SESR) (Provisional) Subclass 494 visa the sponsoring business/employer must:
- be an eligible business (legally established and currently operating.)
- be or have applied to be a Standard Business Sponsor
- pay the Skilling Australians Fund levy when you nominate an applicant.
Nominees
To be eligible for Skilled Employer Sponsored Regional (SESR) (Provisional) Subclass 494 visa the nominee/sponsored employee must:
- be nominated to work in an occupation on the relevant skilled occupation list
- have at least three years relevant work experience in your nominated occupation
- have a relevant skills assessment (unless exempt)
- work only for the sponsoring business or an associated entity (unless exempt)
- be under 45 years of age (unless exempt)
- meet minimum standards of English language proficiency.
Check eligibility and exemption information here.
Criteria
The Tasmanian RCB will provide advice to Home Affairs relating to:
- whether or not the nominee is being paid or will be paid at least the annual market salary rate (AMSR) for the nominated occupation/employed offering;
- local skill shortages and the context of the occupation within the business; and
- information on the actual business presence and its operations in Tasmania.
Home Affairs will assess all other aspects of the application including the Labour Market Testing (LMT), etc.
Apply
Documents required
- Form 956 (Migration Agent requirement only).
- Employment contract (fully signed and dated).
- Organisational chart (for the Tasmanian business/office location only).
- Proof of domestic recruitment efforts (LMT & summary).
- Employer’s Financial Documents (P&L statement).
- Nominee's CV (current/up-to-date).
Employment contract
The nominated position should be permanent and full-time. The contract should clearly state which industrial award or workplace agreement is applicable and a position description that stipulates the required qualifications, skills, experience and responsibilities of the position. Please refer to the Fair Work Ombudsman website for information and resources on employment contract templates and industry awards.
Organisational chart
The organisational chart needs to show exactly where the nominated position fits within the business and include all employees directly employed by the business (subcontractors not required). It is also essential to specify how many people are working in each position and employment status (e.g. full time, part time or casual).
Proof of domestic recruitment efforts
Provide evidence that you have made a genuine effort to recruit locals (Australian citizens/permanent residents) but were unsuccessful.
Be sure to include copies of at least two advertisements from the last six months that include reputable sources such as Seek, Indeed, University of Tasmania Career hub, Tasmanian vocational institutions, Jobactive, local newspapers and related publications. Social media advertisements are not considered favourable.
Include a brief summary of your recruitment efforts explaining the number of applications received, how many candidates were shortlisted for interview and why no local applicants were suitable for the position.
Financial documents
The business's most recent Profit and Loss Statement and the most recent Balance Sheet. Please do not submit annual reports, Business Activity Statements (BAS), bank statements or other lengthy documentation.
If you have any questions about the documents required, please email us at rsms@migration.tas.gov.au.
Frequently Asked Questions
Only employers or their representing Migration Agent are permitted to submit RCB applications.
Up to 28 calendar days from lodgement. That may be extended if additional follow-up/investigation is required.
The Tasmanian Government does not charge RCB assessment fees.
- A range of LMT information may be available, including:
- local or regional employment data
- state/territory skills lists
- evidence of the nominator’s efforts to recruit—advertisements, etc.
- Elements of credible advertising would include:
- English language
- wide circulation
- use of different media/platforms
- at least two published advertisements.
- Examples of credible advertising could include:
- a prominent or professional recruitment website that has ‘national reach’ and that publishes advertisements for positions throughout Australia (e.g. jobactive.gov.au).
- a general classifieds website, such as Gumtree, or an advertisement solely through a social media notification, such as X (the site formerly known as Twitter) or Instagram, are not acceptable methods.
- a prominent or professional recruitment website.
- A written summary of the recruitment process:
- the number of applications received
- how many candidates were shortlisted for interviews
- why the nominee was the most suitable candidate.
Ideally a well-established business would have:
- an operational history in Tasmania of at least 12 months (financials included)
- the business registered in Tasmania
- a physical business location (Migration Tasmania may inspect the business during the assessment process)
- an online business presence and marketing evidence.
It is illegal for a person to pay an employer to sponsor them for a visa. This includes situations where the person pays the employer, a deduction is made from their salary, or the person provides any other benefit to the employer. Visa refusal, visa cancellation, fines and imprisonment may be imposed on a person who asks for, receives, offers or provides a benefit in return for visa sponsorship or employment.