482 Visa Costs for Employers:
The Complete 2026 Breakdown
Every fee involved in sponsoring a worker on the Subclass 482 Skills in Demand visa — government charges, the SAF levy, recruitment fees, and migration agent costs — with a comparison to the true cost of leaving the role unfilled.
A note on visa guidance: RecruitUp Global is a recruitment agency, not a migration agent. All content on this site is for general educational purposes only. For immigration advice or to lodge a visa application, consult a MARA-registered migration agent. RecruitUp specialises in finding and placing qualified South African tradespeople with Australian employers who are ready to sponsor — we handle the recruitment side, not the visa lodgement.
What Does It Cost to Sponsor a Worker on the 482 Visa?
For most Australian SMEs sponsoring a tradesperson via the 482 Core Skills stream, the total employer-side investment sits between $8,000 and $18,000 per worker, paid over the course of the process — not all upfront.
Employer Cost Summary — Core Skills Stream (SME)
| Cost Item | Paid By | Indicative Amount | When |
|---|---|---|---|
| Sponsorship application | Employer | ~$420 | Once (valid 5 years) |
| Nomination application | Employer | ~$330 per nomination | Per nominated role |
| SAF levy (SME — 2 yr) | Employer | $2,400 upfront | At nomination lodgement |
| SAF levy (SME — 4 yr) | Employer | $4,800 upfront | At nomination lodgement |
| Migration agent (full package) | Employer | $3,000–$8,000 | On engagement |
| RecruitUp recruitment fee | Employer | Quoted per engagement | On placement confirmation |
| Visa application charge (primary applicant) | Worker | ~$4,015 | Worker pays directly |
| TRA skills assessment (concurrent) | Worker or employer | ~$600–$800 | During nomination stage |
Legal note: Employers are prohibited by law from passing nomination fees, the SAF levy, or related sponsorship costs to the sponsored worker. The worker pays only their own visa application charge.
Figures current as of 1 July 2026 and indexed annually — verify current amounts on the official Department of Home Affairs pricing page.
The Skilling Australians Fund (SAF) Levy
The SAF levy is a mandatory government charge paid at the time of the nomination application. It funds Australian apprenticeship and vocational education programs. The levy is based on business turnover and the length of the visa period nominated.
Importantly, the SAF levy is paid upfront in fullat nomination — not annually. If the worker's visa is cancelled or the worker leaves before the visa period ends, a partial refund of the unspent levy may be available in some circumstances.
The levy is capped and predictable — it is one of the more manageable costs in the process, and most employers find it reasonable relative to the value of having the position filled.
SAF Levy by Business Size & Visa Duration
| Business Size | Rate | 2-Year Total | 4-Year Total |
|---|---|---|---|
| SME (turnover < $10M) | $1,200/yr | $2,400 | $4,800 |
| Large business (≥ $10M) | $1,800/yr | $3,600 | $7,200 |
Nomination & Sponsorship Application Fees
Stage 1 — Sponsorship Application
Sponsorship is a one-time cost that covers all future nominations during the 5-year period.
Stage 2 — Nomination Application
Each worker nomination is a separate application. Multiple workers can be nominated simultaneously.
Migration Agent & Recruitment Fees
Migration Agent Fees
A MARA-registered migration agent manages the sponsorship, nomination, and visa application on your behalf. Their fee typically covers all three stages as a package.
Always obtain a written scope of work and fee agreement before engaging. Fees vary by agent and case complexity.
RecruitUp Recruitment Fee
RecruitUp's fee covers end-to-end candidate sourcing, vetting, qualification verification, Labour Market Testing coordination, shortlisting, and candidate management through to placement.
Hidden Costs Employers Don't Always Plan For
Relocation Assistance
Not legally required, but many employers offer a relocation allowance ($2,000–$5,000) to attract candidates and demonstrate commitment. It also reduces the risk of the candidate pulling out late in the process.
Temporary Accommodation
Particularly in regional areas, some employers provide or subsidise short-term accommodation for the first 4–8 weeks. This is a strong retention signal and helps the worker settle faster.
Secondary Applicant Visa Charges
If the worker brings a partner or children, each secondary applicant incurs a separate visa application charge. These are paid by the worker, but employers should be aware when discussing total relocation costs with candidates.
Time Cost of Internal LMT Compliance
Labour Market Testing requires advertising the role for 28 days on two approved platforms, collecting and documenting applications, and demonstrating no suitable Australian candidates applied. Budget staff time for this process.
Cost of Sponsoring vs. Cost of NOT Sponsoring
The question isn't "can we afford to sponsor?" It's "can we afford to leave this role unfilled?" The compounding cost of vacancy is often far higher than the one-time investment in sponsorship.
Cost of Sponsorship (one-time)
Spread across 3–8 months. Worker is then employed, generating revenue.
Cost of an Unfilled Role (annual)
Recurring every year the role remains unfilled.
For most businesses, the one-time sponsorship investment pays back within 2–4 months of the worker starting — through recovered project capacity alone. Want the full analysis? Read our cost-benefit guide for Australian employers →
482 Visa Costs — FAQ
How much does it cost an employer to sponsor a 482 visa in 2026?
What is the Skilling Australians Fund (SAF) levy?
Can the employer pass visa costs onto the worker?
What migration agent fees should I expect?
Are 482 visa costs tax-deductible for Australian businesses?
Is there a cheaper alternative to sponsoring a worker directly?
Related 482 Visa Guides
← Back to 482 Visa Hub482 Visa Requirements
Full eligibility criteria for employers and workers.
Read guide →482 Visa Processing Time
How long each stage takes and what affects your timeline.
Read guide →How to Become an Approved 482 Sponsor
The Standard Business Sponsor application process explained.
Read guide →Is It Worth Sponsoring an Overseas Worker?
A cost-benefit guide addressing the most common employer objections.
Read guide →Hire Electricians from South Africa
Trade-specific guide to sourcing qualified SA electricians.
Read guide →Our Hiring Process
How RecruitUp manages the end-to-end recruitment process.
Read guide →