biancas@epggroup.co, Author at EPG Migration

As an employer in Australia, it is essential to stay updated with the latest changes to visa rules that may affect your business operations. The Australian Government regularly updates visa regulations to suit the country’s economic needs and to address skill shortages. This article outlines recent visa rule changes that will impact businesses in Australia.

Reduced Working Hours for Student Visa Holders

From July 1, 2023, students who are studying in Australia will no longer be able to work full-time during term time. The new regulations allow students to work 48 hours per fortnight, which translates to three days per week. This change means that employers who rely on students to work full-time hours during term time need to look into alternative visa options.

Working Holiday Visa Holders

Working holiday visa holders, subclasses 462 and 417, will continue to enjoy the relaxation of the 6-month employer limitation visa condition 8547 until June 30, 2023. From July 1, 2023, the 6-month employer limitation visa condition will resume. This means that visa holders can continue to work for your business until December 31, 2023, subject to visa validity. After January 1, 2024, they must hold a different visa to continue working for your business.

Subclass 408 (COVID-19) Visa

The Subclass 408 (COVID-19) visa is an option for employees with an upcoming visa expiry. Applicants can be granted a one-year visa regardless of the sector of the Australian economy they will work in. Additionally, current Temporary Graduate Subclass 485 visa holders in Australia may be eligible for a two-year visa. Employers are advised to speak to their migration agent or HR team to determine if their employees are eligible for this visa.

Visa Processing Times

Visa processing times for employer-sponsored and nominated visas remain inconsistent; however, they are trending downwards, with applications being finalised much quicker of late. The average processing times for most applications are as follows:

482 nomination (Employment transfer): 1-10 days
482 visa application (Short Term Occupation): 9-35 days
482 visa application (Medium Term Occupation): 9-35 days
482 visa application (Priority Occupations): 1-14 days
186 Visa (Direct Entry): 2-8 months
186 Visa (Temporary Residence Transition): 3-12 months
407 Training visa: 1-7 months

Migration Review and Upcoming Programme Changes

The Department of Home Affairs is reviewing the current migration programme and is expected to release a proposed new system in April 2023. The changes aim to:

Address current skill shortages and business needs
Bring changes to temporary and permanent visa policies
Introduce a streamlined visa process

As an employer in Australia, it is crucial to stay informed of visa rule changes to ensure that your business remains compliant. Employers are encouraged to speak to their migration agent or HR team to understand how these changes may impact their business and determine the most suitable visa options for their employees.

EPG Migration is part of a larger solution

What if you could tap into one group for all your workforce management needs?

On the ground in 14 global locations, the EPG Group’s permanent and contingent staffing solutions, immigration expertise and payroll services are powered by HCM technology that helps keep you compliant and delivers global workforce analytics to drive business growth.

Learn more >

The skills gap is a global challenge. Businesses are struggling to find the talent they need to stay competitive, which will only become more difficult as the economy recovers. On-hire labour agreements and Employer of Records are one-way businesses can access the skills they need.

What is an On-hire labour agreement?

If you’re a business that wants to sponsor workers from overseas to work on short-term projects in Australia, you may be eligible for an On-hire Labour Agreement (OHLA).

An OHLA allows you to sponsor skilled overseas workers who meet specific occupation requirements. The workers can be employed directly by an Australian on-hire company, such as EPG Migration, or your business.

What are the benefits of an on-hire labour agreement?

There are several benefits for businesses that enter into an On-hire Labour Agreement, including:

Access to a global pool of talent
Fast turnaround time
Cost effective
Reduced red tape

What to look out for during the recruitment process

If you’re interested in applying for an On-hire Labour Agreement, you first need to submit an expression of interest through the Department of Home Affairs website. Once your expression of interest has been approved, you’ll need to lodge a formal application with the Department. The On-hire Labour Agreement team will assess your application and make a decision.

What is an employer or record?

An employer of record (EOR) is a third-party organization that hires employees on behalf of another company. The EOR takes on employment’s legal and financial responsibilities, including payroll, benefits, taxes, and workers’ compensation.

This arrangement is often used when a company wants to hire employees in a country where it doesn’t have a legal entity or when it wants to outsource its human resources (HR) functions.

What are the benefits of an employer of record?

There are several benefits of using an employer or record, including:

Reduced compliance risk
Flexibility in hiring
Access to global talent
Cost savings

How does an employer of record work?

If you’re interested in using an employer of record, you first need to identify a reputable EOR that operates in the country where you want to hire employees. Once you’ve found an EOR, you’ll need to sign a contract outlining the agreement’s terms. The EOR will then handle all aspects of the hiring process, from advertising positions to onboarding new employees.

What you should consider when considering On-hire labour agreements and employer of record

When considering On-hire labour agreements and employer of record, there are a few things you should keep in mind, including:

The type of business you have
The country where you want to hire employees
Your budget
Your compliance risk tolerance.

On-hire labour agreements and Employer of Records are one-way businesses can access the skills they need to stay competitive. If you’re considering using an On-hire labour agreement or Employer of Record, you should keep a few things in mind, including the type of business you have, the country where you want to hire employees, and your budget.

Contact EPG Migration today if you’re interested in learning more about On-hire labour agreements and Employer of Records. We can help you assess your needs and find the right solution for you.

EPG Migration is part of a larger solution

What if you could tap into one group for all your workforce management needs?

Learn more >

Attracting staff and applicants from overseas undoubtedly has many business benefits, from filling skill gaps to attracting and retaining talent. Many Australian employers have been looking overseas more than ever. Ensuring the business is not at risk of legal complications and getting your overseas employees started is where we step in.

…almost 31% of businesses are struggling to find suitable workers…Most of these businesses attributed their struggles to applicants not having the required skills (59%) and a lack of applicants (79%).

Financial Review, 2022

This article explains the visa requirements and what to look for when hiring employees from around the world.

What visa should we apply for?

Choosing the correct visa for working in Australia depends on factors such as job type, duration of employment, salary, and location. Options include:

Subclass 400 Temporary Work (Short Stay Specialist) Visa
Used to quickly mobilise highly specialised and skilled workers for short term and project-based work this temporarily visa can be granted for up to 6 months with a good business case.

Subclass 482 Temporary Skill Shortage (TSS) Visa
A temporary work visa for skilled employees to work for up to 2-4 years for a sponsoring employer in Australia where businesses are unable to find Australians to fill the positions. Occupations to apply for the visa must be included in the Governments skilled occupation lists.

Subclass 186 Employer Nomination Visa
For longer term options allows skilled employees live and work in Australia permanently. Employees must have the required skills and work experience and are nominated by their employer.

Overseas employees

Who is eligible?

Most businesses that are active and lawfully operating in Australia can utilise skilled migration visa pathways to nominate and sponsor skilled employees.

To be eligible for one of these visas, applicants must:

Be aged 18 years or over
Have the relevant skills and experience for the position
Meet English language requirements
Meet health and character requirements

And Employers must:

Demonstrate a genuine need for the positions contained within the government’s current skilled occupation lists.
Practice non-discriminatory recruitment
Ensure that terms and conditions for employment for overseas hires are favourable to Australia.

What to look out for during the recruitment process

As an employer you are responsible for ensuring that workforce has the correct visas and can lawfully work in Australia, or excessive fines and penalties can apply. It’s important as a HR professional or hiring manager to understand work rights in Australia as part of your recruitment process.

What is the proposed start date?
Processing times for the 482 and permanent visas can be lengthy. A shorter option may be necessary if eligible for urgent project work.

Does your employee already hold a visa?
Checking visa status prior to offer will assist to understand current work rights if any.

Has the employee ever held a visa in Australia or had a visa refused in the past?
Visa history could impact eligibility and long-term success of a new visa application.

Does the employment contract meet the visa requirements?
Depending on the type of visa they may be able to work part time, full time or may require a fixed term contract. Employers are also required to meet National Employment Standards including working hours, leave, and pay.

What are your business responsibilities?
Certain visas will require employers to meet certain obligations such as keeping records of overseas workers, notifying of changes in the business or employment and paying certain costs.

Are there family members migrating too?
Additional family members could change timeframes, costs and visa conditions may differ.

Why use an Immigration lawyer?

Saves time.

Sponsoring an employee and applying for a visa can be complex and time-consuming. A lawyer can take care of the paperwork and ensure everything is filed correctly. This means that you can focus on running your business.

Expert knowledge.

Experienced in the legal frameworks, sponsorship obligations and requirements of all types of visa and immigration law, they can advise you on the best visa option for your needs and ensure that you meet all the requirements.

Minimises risk.

Applying for a visa can be risky, as there is always the chance that the application will be rejected. A lawyer or agent can help to minimise this risk by ensuring that all the requirements are met and that the application is complete.

Ongoing support and compliance Employees in breach of work conditions could cost the business fines of up to $100,000. Lawyers can check work rights and provide advice after the grant of a visa.

What are the next steps?

If you would like to sponsor an employee, the first step is to contact our advisory team. They will be able to assess your situation, check eligibility and advise you on the best course of action.

Our team will help you to prepare all the necessary paperwork. They will also apply on your behalf and provide support during the process.

Our goal is to provide practical results to allow your employees to start working as soon as possible.

EPG Migration is part of a larger solution

What if you could tap into one group for all your workforce management needs?

Learn more >

In the coming years, Immigration is expected to remain a major topic of discussion and debate, with 2023 being no exception. This is primarily because the number of people migrating worldwide continues to rise, bringing with it its unique set of challenges and business opportunities.

As companies look for ways to fill needed roles and skills shortages in their workforce, many are turning towards overseas talent as a solution. This means that HR and global mobility teams will be under considerable pressure to manage the complexities associated with Immigration – from visas and work permits to recruitment processes and employee retention strategies.

We expect Immigration will continue to be a massive consideration for HR and global mobility teams in 2023, and here is what we believe we might expect in Australia in the coming months.

Faster processing times

The government is working hard to ensure that visa applications are processed quickly and efficiently. Healthcare and teaching are currently prioritised over tech, and we’re seeing businesses with accredited sponsorship status or labour agreements have been given priority. So far, they’ve managed to get some done within days. We predict this speedy trend will continue into 2023, especially when their commitment to returning to pre-pandemic processing times kicks in!

New migration reforms

We predict some exciting changes to the skilled migration programme this year. Several reports and committees have submitted advice to reform and provide a more flexible and business-friendly schedule to assist current skill shortages and business objectives. So keep your eyes peeled – announcements may be released as early as February to April 2023.

New occupations added

As part of its modernisation efforts, Home Affairs is currently reviewing the definitions and occupations specified by ANZSCO. These changes are meant to give businesses more access to a broader range of skill sets – a critical step in ensuring their success. Having commenced in 2022, these updates will be rolled out over two years, with completion targeted for 2024. In the meantime, to ensure you’re making full use of this opportunity, look at your existing positions now so they can stay up-to-date with sponsored occupations.

More pathways to residency

Last year, the Australian government paved the way for even more highly-skilled individuals to call Australia home! Increasing permanent residency places and reviving independent and state pathways to allow more people to apply for permanent residency – offering businesses fantastic new opportunities to attract and retain talented professionals. Go, team Aussie!

Fewer hurdles for New Zealand citizens

In just two years, Kiwis will have a golden opportunity to permanently take the first steps towards living in Australia permanently. With an exciting new programme offering fewer hurdles for New Zealand citizens wanting to become permanent residents or even Australians by 2023 – this could be the opportunity for many to fulfil lifelong dreams for many New Zealand citizens looking to make Australia their home.

Overall, 2023 promises to be just as exciting and unpredictable as any other year, with impressive migratory changes. These migration patterns set a tone for the coming years that could no doubt shape how people make decisions about the places they choose to live and the lives they will lead.

Ultimately, it is possible that no matter which way people migrate, one thing will remain constant: a healthy dose of optimism heading into an even brighter 2023.

If you are looking for a way to source the skills and expertise your business requires but can’t find them locally, EPG Migration’s on-hire labour agreement may be the solution you’re looking for.

What is an on-hire labour agreement?

A formal agreement between on-hire businesses and the Australian Government, on-hire labour agreements allow skilled overseas talent to work temporarily or permanently in Australia.

On-hire agreements allow businesses to engage a foreign worker’s services without directly sponsoring them – saving time and money and reducing the risk of non-compliance with immigration laws.

Who can use it?

On-hire labour agreements are an excellent way for businesses to access the skilled workers they need when they need them. This flexibility allows companies to respond quickly to changes in demand and ensures they have access to the skills and expertise required to stay competitive.

Some of the occupations currently eligible for on-hire labour agreements include:

Chefs
Nurse and Midwives
Medical practitioners
ICT professionals
Engineers

What are the benefits?

Save time: a quicker and simpler way to find the staff you need.
Reduce risk: the on-hire business ensures that the workers comply with their visa conditions, reducing non-compliance.
Access critical skills: access the skills and expertise needed, even if they aren’t available locally.
Retain top talent: workers can be on-hired for up to four years.

Common myths about on-hire labour agreements?

There are a few common myths about on-hire labour agreements, which include:

Myth: Candidates ar enot of the same calibre and skill level as local workers
Reality: Widening your talent pool into overseas markets enables you to access top global talent

Myth: They are only for buisnesses that can’t find local workers
Reality: They are the perfect solution for project-specific work, intercompany transfers or business expansion

Myth: They are only for low-skilled occupations
Reality: Over 400 occupations are included in the government skilled occupation list covering various industries

Myth: Using a labour agreement is expensive and time-consuming
Reality: Applications are often processed faster and require less administration – saving time and money

How does it work?

Step 1: Identify your Worker

Identify the candidate you wish to hire in Australia, and EPG will start the process of employing them compliantly. We will take on the risk associated with their employment to ensure in-country compliance.

Step 2: Immigration Paperwork

Our team of Immigration Specialists will provide a seamless experience and guide your new employee through the complex immigration process.

Step 3: Onboarding

We provide the technology to onboard your staff digitally, delivering transparency and compliance throughout your new talent’s employment journey.

Step 4: Grow Your Team and Accelerate Your Business Growth

We collaborate with you to facilitate the ongoing performance management of your worker, with compliance courseware and essential training delivered via our learning management system.

EPG Migration

If you are struggling to source the skills and expertise you require locally or are missing the legal requirements needed to sponsor skilled foreign workers directly, our team can help.

EPG Migration will help you navigate Australian Immigration and employment laws quickly and efficiently. As a result, you can focus on running your business while we take care of the details.

Contact EPG Migration today to learn more about On-hire and other labour agreements and whether they are the right solution for your business. Our consultants and lawyers will assess your business needs and advise the best course of action.

1. Can Australians now travel overseas?

From November, Australian citizens and permanent residents will be able to travel without applying for a travel exemption.

2. What about travel exemptions for temporary visa holders?

Travel restrictions remain unchanged for temporary visa holders. They’re free to depart Australia but will require an inwards travel exemption from the Australian Border Force to return.

3. What must I do before I travel?

You’ll need a vaccine passport to travel overseas and return. From the 19 October, you’ll be able to download your International COVID-19 Vaccination Certificate and use it on travel apps including International Air Transport Association’s Travel Pass.

4. What are the latest quarantine requirement changes in NSW? And can I arrive in NSW and transit to another state?

Starting 1 November, all fully vaccinated international arrivals into NSW will not be required to undertake any quarantine. This includes Australians and all temporary visa holders. If you’re looking to transit to another state from NSW, you’ll need to check the travel restrictions and quarantine requirements in each state.

5. Can my business bring in overseas skilled workers?

Yes – so long as the talent will be working in a position contained within the priority occupation list or undertaking critical work. Current processing times for visa applications are faster than you’d expect, with some applications processed in as little as 48 hours. So start widening your talent search!

All skilled workers in occupations outside the priority list are scheduled to return as part of the second stage of the changes being rolled out by the Federal Government, likely to commence within the next few months.

6. When will students, working holiday makers and other visitors be allowed to return?

International students are due to return as part of the second stage in border changes. As part of the third stage, all other international travellers including working holiday makers, business visitors and tourists will be permitted to return in 2022.

7. Can my parents now visit Australia?

Parents of Australian citizens and permanent residents are now recognised as immediate family and will be permitted to apply for a visa from the 1 November.

8. How do I apply for a travel exemption?

EPG Migration can help you if you need to apply for a travel exemption through the Australian Border Force.

Visas for Overseas Skilled Workers, Australia-UK Free Trade Agreement, the Budget & More

So far for 2021 the Australian government continues to support and attract global talent and business growth. We have seen a number of initiatives and proposals to bring global talent and overseas business to Australia as a way to benefit Australian business and boost economic performance. Some highlights:

Federal Budget 2021-2022

Skilled visas are still being given priority with 50% of the Migration Program 2020-2021 being dedicated to employer sponsored visas, highly skilled migrants, Global Talent and Business Innovation and Investor visas.

Industries and visa applicants in the following sectors are likely to benefit:

Medical and aged care
Engineering and mining
ICT and telecommunications
Agriculture and veterinarians

Free Trade Agreement – United Kingdom

The Department of Foreign Affairs and Trade (DFAT) is currently exploring the potential opportunities and impact of a Free Trade Agreement between Australia and the United Kingdom.

EPG Migration will be lodging a submission to DFAT in support of the proposal, addressing:

Labour Market Testing waivers for UK passport holders
Travel concessions for skilled talent to move from UK to Australia more easily
Easier access to Permanent Residence for UK visa holder

Invitation to comment
We welcome your input for our submission. If you would like to contribute, contact us and provide feedback in relation to the benefits and potential opportunities for your business no later than Friday 21 May 2021.

Supplementing your workforce with global talent

Despite our borders being closed, travel for some visa holders is still possible. Visa applications for highly skilled workers continue to be approved for short-term or ongoing temporary work assignments.
Travel waivers for temporary visa holders are assessed on a case-by-case basis and we are seeing approvals where there is a strong business case.

The current Priority Migration Skilled Occupation List includes the following occupations:

Software Engineers & Developer Programmers
Veterinarians
Chief Executive or Managing Directors
Construction Project Managers
Medical Practitioners, Midwives & Nurses
Social Workers
Maintenance Planners

Visa applications for skilled workers in the above occupations are being processed in record time.

Subclass 482 Nomination Transfers: 24-48 hours
Subclass 482 Visas (Decision Ready): 24-48 hours
Subclass 186 Visas (Decision Ready): up to 5 working days

Hospitality and Tourism

DFAT has eased temporary visa conditions for people working in the hospitality and tourism sectors. Students visa holders in these sectors are now permitted to work full-time without being in breach of their visa conditions.

In addition, people working in these industries are now able to obtain the Sub 408 COVID-19 Visa with a duration of 12 months.

On-hire labour agreements and Employer of Records are providing an alternative model to open borders allowing continued access to overseas skilled talent.

Adapting to current challenges and market demands has created a catalyst for innovation and increased reliance on technology. This has also seen agile businesses look at alternative engagement and employment strategies.

Current trends of remote work, the wider gig economy and an increased utilisation of a contingent workforce means traditional employment practices have been supplemented with a more agile labour force in today’s ever-changing landscape. In fact, today’s fluctuating financial market has seen 32% of organisations replace full-time employees with contingent workers in 2020 and 2021.

Businesses are seeking best in class methodologies such as EPG’s Employer of Record (EOR) model, which allows for increased flexibility and reduced costs. It also opens the possibility for employers to easily engage international talent based on imminent business needs and ongoing strategic goals.

International and local businesses have long been able to benefit from international talent pools for specific skills and despite restricted travel, visa delays and temporarily closed borders, the advantages of tapping into overseas skilled talent should not be overlooked. With remote working now part of the new norm, in-country labour licences and outsourced employment are proving a fast fix solution.

What exactly is an Employer of Record?

Let’s clarify what the employer of record model entails. As the legal employer, an employer of record manages all human resources, safety and risk mitigation, payroll processing, employer payroll tax, benefits, insurances and workforce management. The employer of record service model has proven popular with both start-ups and established businesses as an entry mechanism to a new country, as a way to engage remote workers within their host country or to simply supplement a permanent workforce – all with assured compliance.

Benefits

Whether you’re an employer or business owner, you can unlock access to talent quickly from anywhere. This growing labour trend fills skill gaps, helps upskill existing staff and allows businesses to determine their investment in overseas talent before pursuing the migration path when the opportunity arises.
Outsourcing staffing has also long been popular for those businesses wanting to expand rapidly or test the waters in new global markets. It encourages easy scalability as new opportunities are sought in a transformed business landscape, providing an efficient and economical solution.
Utilising an experienced external employer of record who’s across local law allows a business to hit the ground running in a new country without setting up their own legal entity and meet in-country regulations, avoiding any employment risks.

Consider this …

A technology client wished to expand into Australia to explore current demand for their technology solution in the market. By engaging their first worker using EPG as the employer of record, they entered the Australian market within a matter of days of signing off on the decision. A few weeks later and having seen success in the local market, they onboarded further sales heads to continue their growth in the region. All of this happened under the guidance of EPG’s Australian-based advisory team and with their support around managing the local employment of the client’s in-country workers, allowing the client to stay focused on their core business.

In a differing scenario, a large fintech organisation needed to supplement their permanent workforce in a number of countries across Europe, Asia and ANZ. Acting as their staffing partner, EPG facilitated a global footprint of employer of record solutions leveraging best in-country practices to onboard the workers with compliance.

Equal Experts Australia is currently the talk of tech with its Managing Director Bethan Timmins at the helm shaking up the industry. Moving staff from global offices and sourcing skilled talent from across the globe has been instrumental to their success.

There’s a reason why software consultancy Equal Experts were recognised as the 2^nd best place to work in the UK. As a network of specialised software consultants solving challenges globally, they learnt early on that diverse teams foster innovation. They’ve hosted events such 10 Digital Ladies, Women Who Code and regularly access skilled consultants globally to join their blossoming network.

Equal Experts’ Managing Director and EPG Migration client Bethan Timmins is an advocate for looking past your own backyard when it comes to sourcing top talent in the technology sector. A Transformation Leader of the Year finalist in the UK’s Women in IT Awards 2018, she was an essential catalyst in the business’ expansion into Australia and New Zealand.

Under her direction, Equal Experts now represent some of APAC’s largest corporations and some of its exciting startups.

I’m a strong advocate for bringing highly skilled leaders to Australia as a means of growing this country’s invaluable technology sector.

Bethan Timmins

Managing Director, Equal Experts Australia/New Zealand

Leveraging Australia’s need for highly skilled leaders in tech

It’s clear there has been a huge rise in ICT jobs and demand for skilled and innovative talent in Australia.

Restrictions on migration, however, have led to a sharp fall in the accessibility of migrant workers that can supplement existing workforces. This poses new challenges as to how Australia will source the world’s best tech leaders and other tech experts in a globally competitive market.

With her highly sought-after experience in the technology and finance sectors, Bethan was the perfect candidate for the Global Talent Independent (GTI) Visa Program and achieved permanent residency in Australia easily with EPG Migration’s help.

Also known as the Global Talent Visa, the GTI visa attracts the best global talent across select future-focused sectors (including the ICT occupations) and is designed to grow Australia’s innovation and tech economies.

“Unlike other visa programs that are rigid, the GTI visa depends on the applicant’s skillset. This visa pathway actually invites highly skilled professionals like Bethan to settle and contribute to Australia, so there is an opportunity for overseas talent in tech to really flourish – and businesses to benefit.”

Rosa Yilmaz

Principal Immigration Lawyer at EPG Migration

For immediate release: 30 June 2020

Bringing a new, tech-driven methodology to global mobility advisory is the priority for EPG Migration following a rebrand this month.

Over the last 12 years, the firm built a strong reputation for their immigration expertise as Carman & Associates. Demand for better visibility and efficiency around mobility solutions with technology that could facilitate this led to the firm’s acquisition by the EPG Group in 2018, a leading global provider of payroll services, staffing solutions and HCM technology.

EPG Migration’s new mobility platform will simplify complexities around immigration regulations and deliver a more streamlined user experience to visa application management. It additionally offers global job board integration, salary benchmarking, labour market testing, engagement type assessments and onboarding capabilities.

The innovative technology signals a new approach to navigating the mobility journey, along with a focus on building long-term strategies for businesses looking to access skilled talent abroad or test the waters in new markets.

“We’re in a new landscape and with change comes the opportunity to do things differently,” says EPG Migration’s Chief Operating Officer Bella Russell. “As part of the EPG Group, we have the opportunity to really offer an end-to-end solution. This includes sourcing skilled talent globally and mobilising them with compliance, but also alternative staffing models to consider as part of their workforce architecture.”

The EPG Group has invested significantly in licensing infrastructure across multiple jurisdictions to bring more transparency to their staffing solutions, while their HCM technology Expedo was architected to ensure compliance of a global workforce and deliver better efficiencies. The platform can manage the entire employee lifecycle journey from hiring and migration to payroll and HR management, streamlining workflows and delivering cost-effective scalability within one ecosystem.

Additionally, the latest approval of EPG’s Australian on-hire labour agreement will allow EPG Migration to provide clients with superior mobility and relocation options. “This on-hire solution will benefit overseas organisations looking to invest or expand their business into Australia or attract and keep skilled workers locally,” says Russell.

“Along with our new technology underpinning these wider staffing solutions, our team’s work will be taken to a new level. We can really transform how businesses mobilise a workforce and help unlock their potential.”

More information:
Katia Sanfilippo katias@easypayrollglobal.com; (+61) 28522 4720

About EPG Migration:
EPG Migration provides businesses with strategic mobility and migration solutions, underpinned by technology that delivers better visibility and control throughout the mobility journey and ensures compliance of a migrating workforce.

Important changes to Visa Rules Affecting Businesses in Australia

02/03/2023

Reduced Working Hours for Student Visa Holders

Working Holiday Visa Holders

Subclass 408 (COVID-19) Visa

Visa Processing Times

Migration Review and Upcoming Programme Changes

Unlock Global Talent for Your Business

EPG Migration is part of a larger solution

Related Resources

Important changes to Visa Rules Affecting Businesses in Australia

Let’s Get Back to Business

PRESS RELEASE: EPG Migration to Bring Transparency to the Mobility Journey

Bridging the Skills Gap

01/03/2023

What is an On-hire labour agreement?

What are the benefits of an on-hire labour agreement?

What to look out for during the recruitment process

What is an employer or record?

What are the benefits of an employer of record?

How does an employer of record work?

What you should consider when considering On-hire labour agreements and employer of record

Unlock Global Talent for Your Business

EPG Migration is part of a larger solution

Related Resources

Bridging the Skills Gap

Australian On-hire Labour Agreement: A Great Way To Hire Overseas Skilled Talent

Rethinking & reshaping workforce structures

Hiring Overseas Employees

14/02/2023

…almost 31% of businesses are struggling to find suitable workers…Most of these businesses attributed their struggles to applicants not having the required skills (59%) and a lack of applicants (79%).

What visa should we apply for?

Who is eligible?

What to look out for during the recruitment process

Why use an Immigration lawyer?

Saves time.

Expert knowledge.

Minimises risk.

What are the next steps?

Unlock Global Talent for Your Business

EPG Migration is part of a larger solution

Related Resources

Hiring Overseas Employees

Our five predictions for Australian Immigration in 2023

Australia is open for business

Our five predictions for Australian Immigration in 2023

31/01/2023

Have a question?

Related Resources

Australian On-hire Labour Agreement: A Great Way To Hire Overseas Skilled Talent

Australian On-hire Labour Agreement: A Great Way To Hire Overseas Skilled Talent

06/09/2022

What is an on-hire labour agreement?

Who can use it?

What are the benefits?

Common myths about on-hire labour agreements?

How does it work?

Step 1: Identify your Worker

Step 2: Immigration Paperwork

Step 3: Onboarding

Step 4: Grow Your Team and Accelerate Your Business Growth

EPG Migration

Have a question?

Related Resources

Bridging the Skills Gap

Australian On-hire Labour Agreement: A Great Way To Hire Overseas Skilled Talent

Rethinking & reshaping workforce structures

Let’s Get Back to Business

19/10/2021

1. Can Australians now travel overseas?

2. What about travel exemptions for temporary visa holders?

3. What must I do before I travel?

4. What are the latest quarantine requirement changes in NSW? And can I arrive in NSW and transit to another state?

5. Can my business bring in overseas skilled workers?

6. When will students, working holiday makers and other visitors be allowed to return?

7. Can my parents now visit Australia?

8. How do I apply for a travel exemption?

Global skilled talent is within reach

Related Resources

Important changes to Visa Rules Affecting Businesses in Australia

I’m a strong advocate for bringing highly skilled leaders to Australia as a means of growing this country’s invaluable technology sector.

Leveraging Australia’s need for highly skilled leaders in tech