Standard Business Sponsorship (SBS)
Initial SBS approval for businesses new to sponsorship. Training contribution setup. Sponsor obligations framework.
SBS · SID · DAMA · Compliance
You have a role you cannot fill locally. We handle Australian sponsorship end to end.
The candidate lives overseas, or holds a temporary visa that ends in eight months. You have heard sponsorship is paperwork-heavy, risky, and slow. We handle it so you can focus on running the business while the right worker arrives, stays, and becomes a long-term asset. Brian Park leads our employer services team.
What we handle
The whole employer sponsorship lifecycle.
From SBS accreditation to ongoing sponsor compliance, our team handles every step.
Skills in Demand nominations
SID visa nominations across Core Skills, Specialist Skills, and Essential Skills streams.
DAMA agreements
DAMA endorsement coordination with DARs. NT DAMA specialty through our Darwin office.
Ongoing sponsor compliance
Record keeping, notifications, sponsor monitoring visits, and compliance with Migration Act sponsor obligations.
Why employers work with us
Speed, reliability, compliance defence.
Sponsor decisions have legal consequences. Getting them right the first time avoids audits, investigations, and sponsor cancellation.
Brisbane, Darwin, Gold Coast officesFace-to-face in-person service in key business centres. See Brisbane, Darwin, Gold Coast.
End-to-end application handlingWe handle the sponsor process, nomination, and worker visa in parallel. One point of contact for HR teams.
Sponsor compliance defenceIf sponsor monitoring visits or investigations arise, we coordinate the response with sponsor obligations experience.
Specialist teamBrian Park (RMA since 2009), Sourabh Aggarwal (Principal Consultant), Prateek Maan (Immigration Lawyer for complex cases).
Common employer scenarios
Three pathways we handle most often.
Most employer work falls into three buckets.
Hiring from overseas
Candidate identified. SBS and nomination required. We coordinate with the worker country of origin for document gathering.
Converting a temporary worker
Worker on 482 or SID, business wants to retain long-term. 186 TRT stream is the common pathway.
Regional business DAMA
Business in Northern Territory or other DAMA region. Occupation not on the CSOL. DAMA endorsement enables the nomination. See DAMA guide.
Sponsor monitoring has increased significantly.
The Department audits sponsor compliance more actively than five years ago. Record-keeping gaps, failure to notify changes, and obligation breaches can lead to sponsor cancellation. Our compliance framework keeps sponsors on the right side of the requirements.
Common questions
The questions we hear most.
For employer sponsorship, book with Brian Park or Sourabh Aggarwal.
Does our business need to become an accredited sponsor before nominating?
Yes. Standard Business Sponsorship approval is the first step. Takes 4-12 weeks typically. We handle it alongside nomination preparation to minimise total time.
Can we convert a 482 worker to permanent residency?
Yes, usually via Subclass 186 TRT after the qualifying period. Direct Entry may apply for some workers.
What are the sponsor training contribution requirements?
Training contribution levy applies per nomination. Amount varies by business size. Included in our cost estimates.
How do DAMAs help if our occupation is not on the CSOL?
DAMAs can unlock occupations outside the CSOL, along with English and salary concessions. NT DAMA is the most broadly used.
Some information on this page has been sourced from the Department of Home Affairs and has been interpreted and approved by Principal Migration Agent Sourabh Aggarwal (MARN 1462159). Last reviewed: May 2026.