Employer Nomination Scheme (ENS) Subclass 186 Visa: What Employers Need to Know

The Employer Nomination Scheme (ENS) Subclass 186 visa has undergone significant reforms, making it easier for Australian businesses to sponsor skilled workers and retain top talent. With recent changes in the Temporary Residence Transition (TRT) and Direct Entry (DE) streams, employers now have more flexibility in securing permanent residency (PR) for their workforce.

Key Changes That Benefit Employers

1. More Flexibility in Work Experience Requirements

Employers can now nominate skilled workers without waiting for them to complete two years with their company. The total period of sponsorship, including time with previous employers, counts toward the two-year work experience requirement. This change ensures businesses can fast-track their hiring processes while securing PR pathways for their employees.

2. New Core Skills Occupation List (CSOL)

A modernised Core Skills Occupation List (CSOL) has been introduced, replacing previous lists such Australian and New Zealand Standard Classification of Occupations (ANZSCO), the Medium and Long-Term Strategic Skills List (MLTSSL), the Short-Term Skilled Occupations List (STSOL) or the Regional Occupations List (ROL).

Employers in high-demand sectors—including construction, cyber security, agriculture, health, and education—can now access a broader pool of skilled workers eligible for PR.

3. Direct Pathway to Permanent Residency

For businesses in essential industries, the Direct Entry (DE) stream allows skilled workers to secure PR immediately, provided their occupation is on the new CSOL. This reduces workforce uncertainty and strengthens long-term business growth.

4. Increased Salary Threshold for Sponsored Workers

The minimum sponsor wage, the Core Skills Income Threshold (CSIT), is now AUD 73,150, indexed annually. This ensures compliance with fair wage requirements and helps businesses attract highly qualified professionals.

5. Streamlined Employer Responsibilities

• Employees are now responsible for providing evidence of their work experience rather than relying on employers.
• Businesses no longer need to include family members in the sponsorship nomination, reducing administrative complexity.
• Employees can change employers without affecting their PR pathway, allowing businesses to hire talent confidently.

Changes in the Employer Nomination Scheme (ENS) Subclass 186 Visa

Temporary Residence Transition (TRT) Stream

• The work experience requirement now counts all prior sponsorship periods, even with different employers.
• Employees promoted within their company or working in related fields also meet experience criteria.
• Employers nominating Skills in Demand (SID) visa holders (formerly TSS visa holders) now have a faster and more accessible path to PR sponsorship.
• The age requirement remains—employees must be under 45 years, except for regional doctors and high-income earners.

Direct Entry (DE) Stream

• Employers in essential industries benefit from a direct PR pathway for workers in occupations listed on the new CSOL.
• Occupations on the CSOL list were determined through labour market analysis and consultation with Jobs and Skills Australia.

How These Changes Support Australian Businesses

The shift from the Temporary Skills Shortage (TSS) visa to the new Skills in Demand (SID) (Subclass 482) enhances the employer sponsorship process by:

• Expanding PR access across basic skills, specialist skills, and employment agreement streams.
• Removing barriers to hiring skilled workers and eliminating the two-year waiting period.
• Offering greater flexibility for employees to switch employers while maintaining PR eligibility.
• Reducing administrative burdens, making sponsorship a simpler process for companies.

Why Employers Should Act Now

With these new and more employer-friendly rules, businesses can now secure highly skilled professionals faster and with fewer restrictions. If your company is looking to hire and retain top international talent, the ENS 186 visa is a powerful tool to drive long-term business growth.

To understand more about the opportunities these changes can bring to your business, contact our Seven Corp specialists for a free consultation.

Email: employer@sevencorpcom.au 

Phone number: 1300 157 707