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When the standard sponsorship pathway doesn't fit, a Labour Agreement opens the door. Sponsor workers in occupations not on the CSOL — with MARA guidance at every stage.
A Labour Agreement lets an Australian employer sponsor overseas workers in occupations not on the Core Skills Occupation List (CSOL). Negotiated directly with the Department of Home Affairs, Labour Agreements cover industry agreements, company-specific agreements, and DAMA — and suit industries with workforce shortages including aged care, hospitality, fishing, and dairy.
A Labour Agreement is a formal arrangement negotiated between an Australian employer and the Department of Home Affairs. It allows businesses to sponsor overseas workers in occupations that are not on the Core Skills Occupation List (CSOL), or to access concessions on standard visa requirements that would otherwise apply.
Labour Agreements are used when the standard Skills in Demand Visa (Subclass 482) pathway cannot accommodate a genuine business need — for example, when a role is critical but not listed on the CSOL, or when specific English language or salary concessions are required for operational reasons.
Once a Labour Agreement is in place, the employer nominates workers under the agreement using the same nomination and visa process as standard 482 sponsorship.
There are three main types of Labour Agreement. The right one depends on your industry, location, and the specific concessions your business needs.
Pre-negotiated templates for specific industries where the Department has already agreed to standard concessions. Faster to access than company-specific agreements. Current industries include: meat processing, fishing, pork, on-hire labour, dairy, hospitality, and restaurant premium tier.
Tailored agreements negotiated directly between your business and the Department of Home Affairs. Used when no industry template exists and your business has a genuine, demonstrable need for special arrangements. Requires strong evidence and typically takes 12–18 months to negotiate.
Regional agreements negotiated between state or territory governments and the Australian Government. DAMA gives regional employers access to a broader range of occupations and more flexible concessions than the standard 482 pathway. Each DAMA is specific to its designated area and occupation list.
Available for large-scale infrastructure projects, carbon capture, and strategic investment projects with demonstrated national benefit. Allows sponsorship of workers across a full project lifecycle with agreed occupation lists and salary benchmarks.
Labour Agreements allow the Department to grant specific concessions on standard requirements. Not all concessions are available for all agreement types — your agreement terms govern what applies.
Access to occupations not listed on the CSOL — the primary reason most businesses need a Labour Agreement. The specific occupations must be documented in your agreement.
Reduced English requirements for certain occupations and industries where operational English is sufficient. The concession level is specified in your agreement and cannot be applied to occupations where full English is mandated by law.
Agreement to pay below the standard Annual Market Salary Rate (AMSR) in limited circumstances — typically for industries with established award structures. The agreed rate is binding for the agreement period.
Waiver or modification of standard skills assessment requirements for certain occupations within your agreement. Applies where skills are assessed through alternative recognised industry channels.
Some DAMAs allow sponsorship of workers over the standard 45-year age cap for certain occupations. This is a significant advantage for experienced workers in trades and technical roles.
The Department assesses each agreement on its merits. Concessions requested must be justified by genuine business need and industry data. Not every request will be granted, and terms may differ from what was requested.
The pathway to a Labour Agreement varies depending on the type. Industry and DAMA agreements are faster — company-specific agreements require direct negotiation with the Department.
Identify whether an industry template, DAMA, or company-specific agreement is appropriate. Check which occupations and concessions are available under each option.
MARA consultationPrepare and lodge your Labour Agreement request with the Department. For industry agreements, this uses a standardised template. Company-specific requires a detailed business case.
2–18 monthsOnce approved, the agreement is executed between your business and the Department. It specifies the occupations, concessions, and conditions that apply to your nominations.
Agreement in placeLodge nominations and visa applications under the agreement terms. Standard SBS, SAF levy, and compliance obligations continue to apply alongside any agreement-specific conditions.
Ongoing per workerLabour Agreements offer significant flexibility — but they also come with important obligations and risks that must be understood before committing.
If no industry template exists, negotiating a company-specific agreement directly with the Department is a lengthy process. Business cases must be comprehensive, with detailed workforce data and evidence of genuine need.
The Department requires strong evidence that the standard pathway cannot meet your needs — including recruitment evidence, industry reports, and financial data. Insufficient evidence is the most common reason requests are declined.
Once an agreement is executed, the terms — including which occupations are covered and what concessions apply — generally cannot be changed during the agreement period. Scope must be right from the start.
Labour Agreements do not replace standard sponsor obligations. AMSR (at the agreed level), record-keeping, notification duties, and all other obligations apply in full alongside any agreement-specific conditions.
Labour Agreements are typically valid for 5 years. Renewal is not automatic — you must apply to renew before expiry, and the Department may reassess terms. Workers on visas granted under an expired agreement are not automatically affected but renewal is essential for ongoing nominations.
The Department will not approve Labour Agreements for occupations where local workers are readily available, or where there is no demonstrated industry-wide or company-specific shortage. Market testing is required.
Labour Agreement applications are complex. Visa Advisor manages the full process — from pathway assessment through to nominations under the executed agreement.
Quick answers to the most common questions about Labour Agreement sponsorship.
Standard 482 sponsorship (Core Skills and Specialist Skills streams) requires the occupation to be on the Core Skills Occupation List (CSOL) or the worker to earn above the Specialist Skills income threshold.
A Labour Agreement removes or modifies these requirements — allowing sponsorship of workers in occupations not on the CSOL, or with concessions on English, salary, or skills assessment requirements. It requires more upfront work to establish but opens access to a broader talent pool.
These are indicative timeframes. Incomplete applications or complex circumstances can extend processing significantly.
The Department has established industry templates for the following sectors:
A Designated Area Migration Agreement (DAMA) is a regional Labour Agreement negotiated by a state, territory, or local government with the Australian Government. DAMAs give employers in designated regional areas access to:
To qualify, your business must be located or operating in a designated DAMA region and you must be endorsed by the relevant regional authority before lodging a nomination.
Yes — Labour Agreements are not limited to off-CSOL occupations. If an occupation is on the CSOL but your business needs a concession on salary, English language, or age requirements that the standard pathway doesn't allow, a Labour Agreement (particularly a DAMA) can provide that flexibility.
However, the Department is less likely to approve a Labour Agreement where the standard pathway can readily accommodate the role without concessions.
Workers already on a visa granted under your Labour Agreement are not automatically affected by the expiry of the agreement. Their visa remains valid until its grant expiry date.
However, once an agreement expires you cannot lodge new nominations under it — meaning no new workers and no extensions for existing workers under the agreement terms. You must apply for renewal well in advance of expiry to avoid a gap in your ability to nominate.
Labour Agreements take time and evidence to secure. Speak with a Registered Migration Agent before committing to a strategy — the right pathway depends on your industry, location, and specific workforce need.