As usual, Immigration has made a number of changes that came into effect overnight. Let’s take a look.
Increased Application Fees
An unwelcome change has been a significant increase in visa lodgement fees across the board. Partner visa applications remain the highest of all, while skilled visa applicants with family members now face substantial lodgement costs. Some of the more common applications include:
Visa Type
Old Fee*(to 30 June 2026)
New Fee* (from 1 July 2026)
Difference
482 Skills in Demand Visa
$3,210
$4,015
$805
186 Employer Nomination Scheme Visa
$4,910
$6,140
$1,230
500 Student Visa
$2,000
$2,500
$500
485 Graduate Visa (note increased on 1 March 2026 to $4,600)
$2,300
$5,750
$3,450 ($1,150 since March)
189 Skilled Independent Visa
$4,910
$6,135
$1,225
190 State Nominated Visa
$4,910
$6,135
$1,225
309 and 820 Partner Visa
$9,365
$11,710
$2,345
143 and 864 Contributory Parent Visa
$5,040
$6,300
$1,260
417 and 462 Working Holiday Visa (First)
$670
$840
$170
417 and 462 Working Holiday Visa (Second or Third)
$670
$1,000
$330
Citizenship by Conferral
$575
$595
$20
Bridging Visa B
$190
$575
$385
*Shown are Main applicant fees only
A family of four (two adults, two children) applying for a 482 visa are now looking at just under $10,200 in total visa application fees, while an applicant and partner would cost over $8,100.
For a permanent visa (employer sponsored or skilled), this skyrockets up to just under $12,500 for the family, or over $9,300 for two.
With thousands of dollars in fees on the line, it is important that migrants obtain the best advice before lodging an application with Immigration.
Pacific Region
A new set of fees have been introduced for a select Pacific Regional cohort, which are lower than the standard costs. Pacific Regional passport holders are deemed to be those from:
Passport holders from the following countries can now apply for a Subclass 417 visa up to and including 35 years of age:
Canada
Republic of Cyprus
Denmark
Finland
France
Germany
Republic of Ireland
Italy
Republic of Korea
The United Kingdom of Great Britain and Northern Ireland (including British National Overseas passport holders)
All other passports remain at 30 years of age. Applicants must meet the age requirements to lodge a valid application.
Note there is now a higher application fee for second and third WHM applications.
Minimum Salary
The minimum salary for employer-sponsored visas has increased and applies to all new Nomination applications lodged from 1 July.
Core Skills Income Threshold (CSIT) for 482 and 186 visas – $79,423 per annum
Specialist Skills Income Threshold (SSIT) for 482 visas – $146,576 per annum
Temporary Skilled Migration Income Threshold (TSMIT) for 494 visas – $79,423 per annum
Employers are reminded of the sponsorship obligation to ensure 482 and 494 workers are paid a Market Rate over the lifetime of the visa.
Fair Work High Income Threshold
The Fair Work High Income Threshold, or FWHIT, has increased to $190,100 per annum. This is the minimum salary required to access an age waiver under the Subclass 186 ENS Transitional stream.
Contact AVIE
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Australia’s Designated Area Migration Agreements (DAMAs) have become one of the most important tools for regional employers facing ongoing skills shortages. Across multiple regions from Far North Queensland (FNQ) to South Australia, Western Australia, the Northern Territory and beyond, DAMAs allow employers to access occupations, concessions and visa pathways that are not available under standard skilled migration programs.
As uptake continues to grow, particularly under the FNQ DAMA where several hundred employers have successfully addressed workforce gaps, one message is becoming increasingly clear: future planning is essential. Labour agreements under DAMA are designed to be used proactively, not reactively and there may come a time when variation requests are formally limited to once per employer per year.
This article explains how DAMA labour agreements work, why proactive workforce planning matters, and how employers can use DAMA strategically to remain competitive and compliant in the years ahead.
What Are Labour Agreements Under DAMA?
A Designated Area Migration Agreement (DAMA) is a formal agreement between the Australian Government and a regional authority, known as the Designated Area Representative (DAR). Each DAMA is tailored to the specific labour market needs of a region and provides access to:
Additional occupations not available under standard skilled visa programs
Age, English language, and salary concessions
Pathways to permanent residency in many cases
Under a DAMA, the DAR holds a head agreement that sets the framework for occupations and concessions. Individual employers within that region then apply for:
Endorsement from the DAR, and
A company-specific labour agreement with the Department of Home Affairs based on the DAMA settings
DAMA Labour Agreements Are Designed to Be Proactive
A key point often misunderstood by employers is that you do not need to have identified a specific nominee before accessing a DAMA labour agreement.
DAMA agreements are intended to allow employers to:
Request occupations and positions in advance
Cover anticipated needs for the next 12 months and even future years
Build workforce pipelines rather than responding to one vacancy at a time
Many successful employers have taken this proactive approach. They access a labour agreement early, include multiple occupations and positions, and then vary the agreement annually based on projected growth, turnover, or seasonal demand.
Recent FNQ DAMA guidance confirms that employers can now seek endorsement for occupations and positions across all future years of their labour agreement, including when submitting initial applications and variation requests.
Previous advice that employers should only request positions for the first year of an agreement is no longer applicable. Employers are encouraged to consider their full workforce requirements across the five-year agreement period where appropriate.
This approach:
Makes the business more attractive to overseas workers
Reduces repeated administrative costs
Avoids urgent, last-minute variation requests
Supports long-term workforce planning
Why Future Planning Is Now Critical
Recent updates from the Labour Agreement team suggest the Department is moving toward a more structured approach to labour agreement variations under DAMA programs.
Rather than relying on frequent variations, employers are encouraged to plan their workforce requirements across the full term of their labour agreement and include future occupations and positions where appropriate.
While these settings are now in place, the Department is currently taking a flexible approach during the rollout and continues to support businesses with genuine operational needs.
We’re moving toward stronger long-term workforce planning rather than frequent reactive variation requests.
When preparing a labour agreement or variation request, employers should consider:
Expected workforce needs over the next 12–24 months
Likely turnover or expansion
Seasonal or project-based demand
Occupations that may be needed in the future, even if not immediately
Submitting one well-planned variation request per year is far more sustainable than multiple reactive requests.
Occupations Available Under DAMA That Are Not Elsewhere
One of the strongest advantages of DAMA is access to occupations not available under standard skilled migration programs.
Examples of Occupations Available Under DAMA
Some DAMAs include roles not listed in ANZSCO or not available through other visa pathways. For example, South Australia’s DAMA includes highly sought-after occupations such as:
Care Supervisor (for Aged, Disability, and Personal care)
Construction Supervisor / Tradesperson
Other DAMAs include unique or expanded roles across:
Renewable energy and hydrogen industries
Agriculture and livestock operations
Supervisory and senior farm roles
Maritime occupations
Hospitality and tourism
Technical, trade, and operator roles
These occupations can be critical for regional employers who simply cannot meet demand locally.
FNQ DAMA–Only Occupations
The FNQ DAMA includes an extensive list of occupations that are not available through standard skilled migration pathways. These include roles across healthcare, hospitality, agriculture, trades, marine industries, and operations.
Examples include:
Cafe or Restaurant Manager
Health and Welfare Services Manager (nec)
Nurse Manager
Environmental Health Officer
Safety Inspector
Aquaculture Supervisor
Marine Surveyor
TESOL Teacher
Truck Driver
Aged or Disabled Carer
Personal Care Assistant
Various supervisors, technicians, and specialist roles
This breadth of occupations is one of the key reasons FNQ employers continue to engage with the DAMA program.
Important Considerations When Preparing a DAMA Application
Genuine Position and Supporting Evidence
Employers should ensure supporting documentation accurately reflects their business circumstances.
FNQ DAMA representatives have highlighted concerns regarding generic third-party reports, including reports that are heavily templated, contain inaccurate information, or do not reflect the employer’s actual operations.
Where third-party providers are used, reports should clearly identify the provider and be tailored specifically to the employer’s circumstances. Generic or inaccurate reports may negatively impact an endorsement application.
On-Hire Arrangements
Employers should be aware that on-hire labour arrangements are generally not supported under the DAMA Labour Agreement stream.
On-hire arrangements are typically considered through the separate On-Hire Industry Labour Agreement (OHLA), which has specific requirements and conditions.
Keeping Business Information Updated
Employers should ensure their business information remains current throughout the DAMA process. Any changes to business addresses or contact details should be submitted through a Change of Circumstances form via ImmiAccount.
Where financial evidence is required, documents should generally be recent and issued within the previous 12 months.
Key Takeaway for Employers
DAMA labour agreements are a long-term workforce planning tool, not a short-term fix.
With increased uptake and growing administrative pressure, employers should assume that future restrictions on variation frequency are possible and plan accordingly.
Employers who succeed under DAMA are those who:
Think 12–24 months ahead
Request occupations proactively
Limit variations to strategic, well-planned submissions
Use DAMA to build sustainable workforce pipelines
How AVIE Can Help
Australian Visa and Immigration Experts (AVIE) works with employers across Australia to:
Assess eligibility under DAMA programs
Identify future workforce needs
Prepare strong labour agreement and variation requests
Navigate complex occupation lists and concessions
Align migration strategy with long-term business planning
If your business is considering a DAMA labour agreement or reviewing an existing one, early strategic advice can make all the difference.
Speak with AVIE to ensure your DAMA strategy is future-proofed, compliant, and built for growth. Contact our Corporate Immigration team now!
Bridging visas are a crucial part of Australia’s immigration system, allowing people to remain lawfully in the country while their visa application, appeal, or immigration matter is being processed.
However, one of the most common misunderstandings is assuming that all bridging visas come with the same work rights. This is not the case. Work rights depend on the type of bridging visa you hold and the conditions attached to it.
If you are currently on a bridging visa, or expect to be soon, understanding what you can and cannot do is essential before starting work or making any long-term plans.
What Is a Bridging Visa in Australia?
A bridging visa is a temporary visa that allows a person to stay in Australia legally while their immigration status is being resolved. This may include waiting for a decision on a new visa application, a review of a refusal, or another immigration-related matter.
According to the Department of Home Affairs, Bridging Visas A and C generally allow a person to remain in Australia after their current substantive visa ends, while their new visa application is being processed. Bridging Visa E, on the other hand, is typically used in more complex situations, such as when a person is resolving immigration issues, making arrangements to depart Australia, or awaiting a decision on their case.
Because each bridging visa serves a different purpose, the conditions attached to them — including work rights — can vary significantly.
Bridging Visa A Work Rights
A Bridging Visa A (BVA) is the most common type of bridging visa. It is usually granted automatically when you apply for a new substantive visa while holding a valid visa in Australia.
A BVA allows you to remain lawfully in Australia once your current visa expires, while your new visa application is being processed.
In many cases, a Bridging Visa A will carry the same work rights as your previous visa, but this is not guaranteed. If your previous visa did not allow you to work, or if conditions have changed, you may not automatically receive full work rights on your BVA.
If you need to work but your BVA does not include permission, you may be able to apply for a variation of conditions; however, this is assessed based on your individual circumstances.
Bridging Visa B Work Rights
A Bridging Visa B (BVB) is designed for people who need to leave and re-enter Australia while their substantive visa application is being processed.
The main feature of a BVB is travel permission, allowing you to depart and return to Australia within a specified travel period.
While people often associate BVBs with travel, they may also include work rights depending on the conditions granted. These conditions are not automatic and must be checked carefully on your visa grant notice.
It is important to understand that the purpose of a BVB is not primarily employment-related, so assuming work rights exist without confirmation can lead to serious issues.
Bridging Visa C Work Rights
A Bridging Visa C (BVC) is granted when a person applies for a substantive visa while they are in Australia without holding a valid substantive visa at the time of application.
This visa allows the applicant to remain lawfully in Australia while their visa application is being processed.
Like other bridging visas, work rights on a BVC are not guaranteed by default. In many cases, BVC holders may need to apply for permission to work if it was not automatically granted at the time of visa issuance.
The conditions attached to a Bridging Visa C can vary significantly depending on how and when the application was lodged, making it essential to confirm your specific entitlements.
It is typically used in situations where a person is:
Resolving their immigration status
Making arrangements to depart Australia
Waiting for a decision on an immigration matter
Or, in the case of subclass 051, waiting for a protection visa outcome
Because of its nature, a BVE often comes with limited or restricted conditions, including work rights.
Some BVE holders may be granted permission to work, while others may have no work rights at all. In some cases, work rights may be granted with strict conditions or time limitations.
This is why Bridging Visa E holders must be especially careful to check their visa conditions before starting any employment.
How to Check Your Bridging Visa Work Rights
If you are unsure about your work rights, you should never rely on assumptions or general advice.
The safest way to confirm your entitlements is by checking:
With your immigration agent
Your visa grant letter, which outlines your specific conditions
You are on a Bridging Visa E or another restricted visa
Checking your visa conditions directly ensures you avoid accidental breaches.
Common Mistakes People Make About Bridging Visa Work Rights
Many visa holders make avoidable mistakes when it comes to bridging visa work rights.
One of the most common is assuming that all bridging visas automatically include work rights. This is incorrect and can lead to unlawful employment.
Another frequent mistake is confusing travel rights with work rights. Just because a visa allows you to travel does not mean you are permitted to work.
Finally, many people rely on friends, colleagues, or online forums instead of checking their own visa conditions. Every visa is different, and even small differences in conditions can have major consequences.
Common FAQs About Bridging Visa Working Rights
1. Does a Bridging Visa A allow you to work?
A Bridging Visa A may allow you to work, but this depends on the conditions attached to your visa. In many cases, it will carry the same work rights as your previous visa. However, if no work rights were granted automatically, you may need to apply for permission.
2. What are Bridging Visa B work rights?
A Bridging Visa B is mainly for travel purposes, allowing you to leave and return to Australia during a set travel period. Work rights may be included depending on your specific visa conditions, so it is important to check your grant notice.
3. Can you work on a Bridging Visa C?
Yes, but not always automatically. Some Bridging Visa C holders are granted work rights, while others may need to apply for permission. It depends on your individual circumstances and visa conditions.
4. Does a Bridging Visa E have work rights?
A Bridging Visa E may have limited or restricted work rights depending on your situation. Some holders can work, while others cannot unless permission is granted. Each case is assessed individually.
5. How do I confirm my bridging visa work rights in Australia?
You can confirm your work rights by checking with your immigration agent, your visa grant letter or using VEVO. These will show your current visa conditions, including whether you are permitted to work and under what restrictions.
Get Expert Help Understanding Your Bridging Visa Conditions
Bridging visa conditions are not always straightforward, and work rights can vary significantly depending on your visa subclass and personal circumstances.
The most important thing to remember is that you should never assume your work rights are the same as someone else’s. Even small differences in visa conditions can have serious consequences.
Before starting work or making plans, it is always best to confirm your entitlements properly.
If you are unsure about your bridging visa work rights or need help understanding your conditions, AVIE can assist.
When people think about future careers, they often picture tech or corporate roles. But across Australia, there is a different story unfolding. Many traditional trades are quietly disappearing, not because they are no longer needed, but because fewer people are choosing to learn them.
At the same time, Australia is trying to rebuild local manufacturing, invest in infrastructure, and transition to renewable energy. All of this relies on skilled trades, including some that are now in short supply.
This creates a unique opportunity. If you step into one of these trades, you may find strong demand, less competition, and long-term career stability.
Why Are These Trades Disappearing?
Australia’s manufacturing sector has been declining for decades due to rising costs and global competition.
At the same time, fewer young people are entering hands-on careers. Many are encouraged toward university pathways, leaving trades with an ageing workforce and not enough new workers to replace them.
The key point is this: These trades are still needed, there are just fewer people doing them.
Trades That Are Still in Demand
Toolmakers and Engineering Patternmakers
These trades are essential to manufacturing. They create the tools and components used in production, from dies to precision parts.
Today, there are not enough skilled workers to meet demand. Businesses often face delays or are forced to send work overseas, which can increase costs and risks.
Locksmiths and Glaziers
Locksmiths and glaziers provide essential services in security and construction. Their work cannot easily be automated or outsourced.
With fewer people entering these trades, qualified workers often have steady demand and the option to run their own business.
Farriers
Farriers care for and shoe horses, supporting industries like racing and agriculture. While this is a niche trade, the demand remains consistent.
Because so few people train in this area, skilled farriers are often highly valued, especially in regional areas.
Cabinet Makers
Cabinet making is still needed, particularly for custom and high-quality work. While mass production has reduced some demand, there is strong interest in bespoke furniture and detailed craftsmanship.
This trade offers a mix of creativity and practical skill, with ongoing opportunities in residential and commercial projects.
Blacksmiths and Metal Workers
Blacksmithing now exists in more specialised areas such as restoration and custom metalwork. There is growing demand for handcrafted products and unique designs.
Many people in this field work independently, creating opportunities for self-employment.
Boilermakers
Boilermakers are still in demand across construction, mining, and infrastructure. The issue is not a lack of work but a shortage of new workers entering the field.
For those willing to pursue it, this trade offers stable employment and strong earning potential.
Why These Trades Matter
Australia is investing in local manufacturing and clean energy, and these industries depend on skilled trades.
Without them, businesses are forced to rely on overseas production. This can increase costs, create delays, and expose companies to risks such as intellectual property loss.
Keeping these trades alive is not just about tradition. It is about maintaining the ability to build and produce locally.
Why Choosing One of These Trades Can Be a Smart Move
These trades offer clear advantages. With fewer people entering the field, competition is lower and demand is higher. Many roles offer stable work and the chance to specialise.
There is also strong potential for self-employment. Many tradespeople build their own businesses or work independently.
Beyond that, there is a level of job satisfaction that comes from working with your hands and creating something tangible.
How to Get Started
Getting into one of these trades usually involves practical training. This may include apprenticeships, short courses, or learning directly from experienced professionals.
Some people begin by developing skills as a hobby and then turn that into a career. In many of these fields, hands-on experience is just as important as formal education.
Migration Opportunities for Skilled Trades
For international applicants, these trades can also provide pathways to Australia.
These ‘dying’ trades and more appear on occupation lists for both skilled migration visas and employer sponsored visas. If your skills are in demand, you may be able to secure a visa and build a long term future in Australia.
Get Expert Advice on Trade Pathways
If you are considering a trade career or exploring visa options, it is important to understand your opportunities and plan carefully.
Australian Visa and Immigration Experts (AVIE) can help you identify the right visa pathway, understand eligibility requirements, and map out a strategy toward permanent residency.
Contact AVIE today to explore your options and take the next step toward building your future in Australia.
