457 Visa Changes Event- Industry Insights
Many Sectors Present
It was super interesting how many sectors were represented on the day including: recruitment; technology; construction/ engineering; digital marketing/advertising; management consulting; financial services and registered migration agents (RMA’s).
To lead the conversation we were pleased to present a senior and select panel of industry expertise, balancing an immigration policy & practice focus (Lisa O’Hara & Alan Chanesman) with that of Aus tralian entrepreneurialism and business competitiveness (Jo-Ellen Burston & Alex McAuley).
With many questions asked and a good number answered we improved our understanding of the new 457 visa landscape, however the conversation is far from over.
Event Findings – High Level Summary
We have put together a high-level summary of insight and interest from the day. Much more to come in the future, stay-tuned.
Macro to Micro: The event started with a macro focus on the political and policy context surrounding the changes.
Political Strategy & Motivation: The changes appear to be a function of political strategy and campaigning between the Coalition and the Australian Labour Party.
New Government Revenue: The government accounts for $1.3 billion in new revenuefrom immigration as a result of 457 visa policy changes.
Increased Company Costs: The overall cost to companies of hiring foreign nationals is set to increase substantially – currently expectations are that the ‘per head’ cost will increase by $1,000’s as opposed to by the $100’s.
Multiple Sector Lobbying: Industry peak bodies are gearing up for lobbying campaigns to solicit changes.
The Good & The Bad: previously there was as a single list of occupations that a company could sponsor staff under for re-iterative 4-year 457 visas, there are now two lists from equal:
STSOL – “The Bad List”: 1 x initial 2 year visa followed by another 2 year visa then stop and leave that employment: plus no pathway to PR.
MLTSSL – “The Good List”: 1 x initial 4 year visa – no limit on future iterations and a pathway to PR does exist.
Permanent Residency (PR): Most frequently expressed concerns were about permanent residency (PR) and what options are available for employers and their employees – can it still be achieved and if so how?
Business Growth Impact: Most expressed serious concerns over how they will be able to attract and retain staff (that they can’t find on the domestic market) that are essential to company growth and/or competitive differentiation.
Start-Up Businesses – Investment: Start-ups in Australia are often challenged by investors on the choice of an Australian base given that acquiring talent is a key business challenge.
Will investment still flow with the perception that skilled talent will now be even harder to bring into Australia?
On Hire Labour Agreement – 25 x ‘Safe Havens’
The OHLA instrument is now being considered as the ‘Safe Haven’ for businesses and individuals requiring visa and business sponsorship, that provides security and longevity.
It has not been affected by the recent policy changes in any way.
Until legislation is actually passed through parliament, and until the DIBP has worked out how to apply that policy legislation, then the only rock-solid pathway and instrument is the On Hire Labour Agreement.
At Job Capital we have the largest collection of OHLA white collar categories (25) that we can sponsor employees on.
Furthermore, employees receive an endless cycle of 4-year 457 visa’s that will enable them to work for your company with security and stability until the dust finally settles and sanity returns to policy planning.
Check out the role categories that we can sponsor on our website and then make contact with us to start the conversation.