Many small business owners think having an ABN qualifies them to sponsor 482 visas \u2014 this is a common misconception. Below are the core assessment criteria from the Department of Home Affairs.<\/p>\n\n\n\n
1\ufe0f\u20e3 An ABN alone does NOT grant sponsorship eligibility.\nAn ABN is merely a business number. To become an approved sponsor, you must provide solid proof of genuine business operations: BAS statements, bank statements, lease agreements and client contracts to cross-verify your business. New companies cannot rely only on a business plan; you need signed contracts or upfront capital investment.<\/p>\n\n\n\n
2\ufe0f\u20e3 The role must match your business scale.\nThe position has to be a genuine full-time role. You need to document your current workload, existing staff duties, and why an additional full-time employee is necessary.\nExample: A small trading business cannot nominate a Contract Administrator without evidence of heavy contract volumes and complex workloads. Roles based on unconfirmed future projects will not be accepted.<\/p>\n\n\n\n
3\ufe0f\u20e3 No universal turnover threshold, but occupation restrictions apply.\nNot every occupation is open to small businesses. Some roles have strict prerequisites on annual turnover and headcount.\nYou cannot bypass these rules by renaming the position or raising the salary. Applications will be refused if you fail to meet occupation-specific conditions. Always check occupation caveats first.<\/p>\n\n\n\n
4\ufe0f\u20e3 Two salary benchmarks must both be satisfied.\nCore Skills Income Threshold (2026\u201327 financial year): AUD 79,423 per annum.\nThis is only the minimum requirement. You must also meet the Australian Market Salary Rate (AMSR). If local Australian workers earn more for the same role, you have to match the higher market rate.\nSuperannuation, bonuses and commissions cannot count towards the threshold salary. The wage stated in the employment contract, job ad and tax filings must be fully consistent.<\/p>\n\n\n\n
5\ufe0f\u20e3 The department prioritises ongoing payroll capacity.\nAssessors do not just look at one-off revenue. They review gross profit, cash flow, liabilities and existing signed client work.\nFor start-ups or low-margin businesses: prepare cash flow forecasts, client contracts and shareholder capital injection evidence.\nPersonal funds in the director\u2019s bank account cannot be treated as company payroll funds. You need to prove the money is legally injected into the business, with bank records to back up your accountant\u2019s letter.<\/p>\n\n\n\n
6\ufe0f\u20e3 No falsified recruitment or employment arrangements.\nLabour Market Testing (LMT) is required in most cases: post two compliant job ads for a minimum of 4 consecutive weeks within 4 months before lodging the nomination. Keep all recruitment records and document why no suitable Australian candidates were hired.\nDo not tailor the job description exclusively for your overseas applicant.\nThe worker must be employed under a formal employment contract and receive regular wages. You cannot treat them as a contractor with their own ABN invoicing the company \u2014 this is not valid employment.<\/p>\n\n\n\n
7\ufe0f\u20e3 Visa approval is not the end of your obligations.\nYour sponsorship duties continue after the visa is granted.\nThe actual job duties and salary must remain consistent with your original application. You cannot deduct sponsorship fees or SAF levy from the employee\u2019s pay. The department will conduct random compliance audits after grant.<\/p>\n\n\n\n
Small businesses can successfully sponsor 482 visas, but every document must align logically. The role justification, financial records and employment arrangements all need verifiable evidence. Poorly packaged applications will almost certainly be refused.<\/p>\n\n\n\n
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