How to Sponsor an Aged Care Worker in Australia: A Complete Employer Guide

Aged care is one of Australia's fastest-growing sectors, with significant skills shortages driving demand for international workers. If you're an aged care employer struggling to find qualified staff locally, sponsoring an aged care worker could be the solution. This guide walks you through the entire sponsorship process, visa options, and requirements.

Key Takeaways

• Aged care workers are in high demand under Australia's skilled migration program
• Employer nomination scheme (ENS) and skilled independent visas are the primary pathways
• You must complete labour market testing before sponsoring an aged care worker
• Sponsorship costs include visa fees, training levies, and compliance obligations
• The process typically takes 3-6 months from application to visa grant
• Partner with a registered migration agent to ensure compliance and reduce delays

Understanding Aged Care Worker Sponsorship in Australia

Sponsoring an aged care worker means your organisation acts as a formal sponsor, confirming that you've employed a skilled worker from overseas and that the role meets genuine business needs. This process is regulated by the Department of Home Affairs and involves multiple compliance checkpoints.

Aged care is listed on Australia's skilled occupation list (SOL) and the regional sponsored migration occupation list (RSML), making workers in this field eligible for visa sponsorship under several pathways.

Visa Options for Sponsored Aged Care Workers

Subclass 186: Employer Nomination Scheme (ENS)

The 186 visa is designed for employers to sponsor skilled workers for permanent residence. It's the most direct pathway if you want to hire an aged care worker long-term. This visa requires you to complete labour market testing and demonstrate that no suitable Australian candidate is available.

The 186 visa allows the worker to remain in Australia indefinitely and sponsor family members. Processing times typically range from 3-6 months depending on complexity.

Subclass 482: Temporary Skill Shortage (TSS) Visa

If you need a temporary solution before permanent sponsorship, the 482 visa allows you to employ an aged care worker for up to four years. This visa is ideal for covering immediate staffing gaps while you build a long-term workforce strategy.

Unlike the 186, the 482 requires lower English language requirements and shorter labour market testing periods. However, the worker doesn't gain permanent residence rights.

Subclass 494: Regional Sponsored Migration Visa

If your aged care facility is located outside major metropolitan areas, the 494 visa provides another sponsorship pathway. This visa offers a clear pathway to permanent residence after three years and includes additional incentives for regional employment.

Key Requirements for Sponsoring an Aged Care Worker

Employer Sponsorship Requirements

Before you can sponsor an aged care worker, your organisation must meet several conditions. You must be a legitimate business operating in Australia, have no serious compliance violations, and demonstrate financial capacity to employ the worker.

The Department of Home Affairs conducts thorough checks on sponsor eligibility. Ensure your payroll systems, workplace agreements, and safety standards are up to date before applying.

Labour Market Testing

Labour market testing is a critical requirement for most skilled migration visas. You must advertise the aged care position to Australian citizens and permanent residents for a minimum period (typically 4 weeks) and document that no suitable candidates applied or met your requirements.

Your job advertisement must clearly describe duties, qualifications, and salary. Keep detailed records of all applications received, including rejections and reasons why applicants were unsuitable.

Aged Care Worker Qualifications

The aged care worker must hold relevant qualifications. Acceptable qualifications include aged care certificates (level 2-4), diplomas, or bachelor's degrees recognised by the Australian Health Practitioner Regulation Agency (AHPRA) or equivalent body.

Ensure the worker's qualifications are verified through their country's relevant authority. Many workers require additional training or certification once they arrive in Australia—factor this into your planning.

English Language Proficiency

Aged care workers must demonstrate sufficient English language ability to provide safe, quality care. The minimum requirement is typically IELTS 6.5 (or equivalent) for most visa streams. Some states may have additional requirements.

English proficiency testing is mandatory and must use an approved testing body. Allow time for language training if needed before your worker commences employment.

The Sponsorship Process: Step-by-Step

Step 1: Register as a Sponsor

If you haven't sponsored workers before, you must first register with the Department of Home Affairs as an approved sponsor. This involves submitting detailed information about your organisation, workplace agreements, and compliance framework.

Registration takes 2-4 weeks. Once approved, you remain registered for three years and can sponsor multiple workers during that period.

Step 2: Conduct Labour Market Testing

Advertise your aged care position broadly on platforms like Seek, Indeed, or specialist healthcare recruitment sites. Advertise for at least four weeks and actively promote to Australian job seekers.

Document every application response. Record why unsuitable candidates were rejected—focus on genuine occupational requirements, qualifications gaps, or experience deficiencies rather than subjective reasons.

Step 3: Nominate the Aged Care Worker

Once labour market testing is complete, submit a nomination through the online system. Include documentation proving the worker's qualifications, English proficiency, and health clearance eligibility.

Nominations typically take 2-3 weeks to process. Be prepared to provide additional information if the Department requests clarification.

Step 4: Visa Application

After nomination approval, the aged care worker applies for the visa. They'll need to complete health checks (including chest X-rays and blood tests), obtain police certificates, and provide character references.

The worker pays the visa application fee (typically $3,000-$5,000 depending on visa type). As the sponsor, you may contribute to these costs as part of your employment agreement.

Step 5: Visa Grant and Onboarding

Once all checks clear, the visa is granted. Your aged care worker can now commence employment in Australia. Ensure you have proper onboarding systems in place, including orientation, training, and workplace mentoring.

Costs Associated with Sponsoring an Aged Care Worker

Visa and Application Fees

The visa application fee for the 186 visa is approximately $3,755. The 482 visa costs around $4,045. Additional fees apply for health assessments, character checks, and English language testing—typically totalling $1,500-$3,000.

Skills Levy

Most sponsored workers trigger an annual employer skills levy of 0.5% of the total payroll, up to a maximum of $27,500 per year. This fund supports Australian skills development and training initiatives.

Migration Agent Fees

While not mandatory, employing a registered migration agent is highly recommended. Agents typically charge $2,000-$5,000 for the complete sponsorship process, significantly reducing compliance risks and processing delays.

Compliance Obligations After Sponsorship

Ongoing Sponsor Obligations

Once you sponsor an aged care worker, you have ongoing obligations. You must employ them in the role specified in the nomination, pay at least the market salary rate, and provide working conditions no less favourable than Australian workers.

You must also report any significant changes—such as the worker ceasing employment or changing roles—to the Department of Home Affairs within 28 days.

Record-Keeping Requirements

Maintain detailed employment records for at least five years. This includes payslips, performance reviews, training records, and any disciplinary actions. These records may be audited by the Department at any time.

Tips for Success When Sponsoring Aged Care Workers

Partner with an experienced migration agent early in the process [LINK: Find registered migration agents on SponsorTalent]. They understand state-specific aged care requirements and can expedite your application.

Be transparent in your labour market testing. Clearly document genuine occupational requirements so the Department understands why local recruitment didn't succeed.

Invest in your aged care worker's integration. Provide language support, cultural orientation, and mentoring. Well-integrated workers are more likely to succeed and remain with your organisation.

Ensure your workplace complies with all aged care standards before sponsoring. The Department checks compliance with aged care quality standards, occupational health and safety, and fair work conditions.

Conclusion

Sponsoring an aged care worker is a structured, regulated process, but one that provides access to skilled workers in a sector facing genuine labour shortages. By following the steps outlined in this guide and partnering with qualified professionals, you can successfully bring international aged care workers into your team while meeting all compliance requirements.

The investment in sponsorship pays dividends through improved workforce stability, enhanced service quality, and access to workers committed to long-term employment in Australia's aged care sector.

Ready to sponsor an aged care worker? List your position for free at SponsorTalent.com.au — Australia's platform connecting employers with skilled overseas workers and migration agents. Free listing, no subscription.