Transitioning from a Subclass 485 Temporary Graduate Visa to an employer-sponsored track—such as the Skills in Demand (Subclass 482) framework or the Subclass 186 Employer Nomination Scheme (ENS)—is one of the most reliable ways to secure your future in Australia.

However, employer sponsorship is a major financial undertaking. Navigating this transition successfully requires a clear understanding of the overall costs, which government fees are mandatory, and, crucially, which expenses your employer must legally cover.

1. The Sponsoring Business’s Financial Obligation

The Department of Home Affairs enforces strict consumer protection and migration laws regarding corporate sponsorship. To prevent applicant exploitation, certain core fees must be paid entirely by the sponsoring employer. It is illegal for a business to recover, deduct from wages, or force you to pay these specific corporate expenses.

The mandatory employer expense breakdown includes:

Standard Business Sponsor (SBS) Application Fee

If your employer is not already an approved sponsor, they must apply for SBS status. This is a baseline corporate fee of $420 that remains active for 5 years.

Nomination Application Fee

Every individual corporate visa track requires a unique job placement approval file. The government nomination charge for a temporary skilled setup sits at $330.

The Skilling Australians Fund (SAF) Levy

This mandatory training contribution is often the largest corporate cost component. The exact pricing depends strictly on the company’s annual turnover and the intended length of your visa grant:

• Small Businesses (Turnover under $10 Million): $1,200 per year of the visa’s duration (e.g., $4,800 for a 4-year temporary visa). For a permanent Subclass 186 visa, it is a one-off payment of $3,000.
• Large Businesses (Turnover over $10 Million): $1,800 per year of the visa’s duration (e.g., $7,200 for a 4-year temporary visa). For a permanent Subclass 186 visa, it is a one-off payment of $5,000.

2. The Visa Applicant’s Financial Footprint

While your employer covers the corporate scaffolding, you are responsible for covering your individual Visa Application Charges (VAC), alongside standard clinical and data collection clearances.

Supplementary Out-of-Pocket Expenses

• Migration Agent Fees: If you hire a professional Registered Migration Agent to manage the legal processing of your side of the application, professional fees typically range from $2,500 to $5,000, depending on complexity.
• Bupa Visa Medical Examinations: Routine clinical reviews, blood work, and chest X-rays generally cost between $350 and $500 per person.
• National Police Clearances: Acquiring required domestic AFP clearances and international police background logs averages $50 to $150 per country.

3. Who Pays for What? Legal Compliance Mapping

To ensure you stay compliant during contract negotiations, use this quick checklist to monitor financial transparency between yourself and HR:

• The Employer Must Legally Pay: SBS Corporate Registration, Nomination Fees, and the entire Skilling Australians Fund (SAF) Levy.
• The Employee Can Pay: Personal Visa Application Charges (VAC), family dependent surcharges, English language testing (PTE/IELTS), formal skills assessments, and individual migration agent representation fees.

The Negotiation Takeaway: When pitching sponsorship to your manager, present these numbers clearly. Assure them that while the upfront SAF levy and nomination fees require a corporate investment, the cost is often far lower than the commercial recruitment fees required to source, onboard, and train a new domestic employee from scratch.