Skip to main content

Code of Conduct

As Registered Migration Agent (MARN 1173926), the AIA team are required to adhere to the regulations set out by the Migration Agents Registration Authority (MARA) in its Code of Conduct. The Code is intended to regulate the conduct of Australian migration agents. Please click here for a full copy of the Code of Conduct:

Code of Conduct

EMPLOYER CODE OF CONDUCT (June 2025)

Employers engaging with GRIA and employing Candidates introduced by GRIA commit to upholding the following standards:

  1. Lawful and Fair Remuneration & Entitlements:
  • Ensure all employed Candidates are paid at least the minimum wage, applicable Modern Award rate, or their agreed contractual salary (whichever is the highest amount), in full and on time, according to the agreed pay cycle.
  • Comply with all Australian laws and regulatory requirements concerning employee entitlements, including but not limited to those stipulated by the Fair Work Act 2009 (Cth), the National Employment Standards (NES), any applicable Modern Award or Enterprise Agreement, and any specific conditions related to the Candidate’s visa.
  • This includes, specifically:
    • Correct calculation and timely payment of superannuation contributions to a complying superannuation fund for eligible employees.
    • Provision, accrual, and payment of all statutory leave entitlements (such as annual leave, personal/carer’s leave, compassionate leave, family and domestic violence leave, parental leave, long service leave, and public holidays).
    • Issuing compliant payslips to employees within one working day of payment.
  • Adhere strictly to all terms and conditions regarding pay, hours of work, leave, and other benefits as stipulated in the employment contract offered to and accepted by the Candidate.
  1. Safe and Respectful Workplace:
  • Treat all migrant workers with dignity and respect, ensuring a workplace free from discrimination, harassment, bullying, or coercion.
  • Provide a safe, healthy, and inclusive working environment, complying with all applicable Work Health and Safety (WHS) legislation and standards.
  1. Compliance with Modern Slavery Laws:
  • Comply with the Modern Slavery Act 2018 (Cth) and take active steps to ensure operations and supply chains are free from modern slavery and exploitative practices.
  1. Transparency with GRIA:
  • Provide GRIA with a complete and accurate copy of the full terms and conditions of any employment offer made to a Candidate prior to the offer being finalized with the Candidate. This includes details of salary, allowances, bonuses, leave entitlements, position description, location of employment, and hours of work.
  • Promptly inform GRIA of any significant proposed changes to a Candidate’s employment conditions, particularly those that may affect their visa status.
  1. Integrity of Engagement Process:
  • Not directly contact or attempt to negotiate terms with GRIA’s international recruitment partners or Candidates introduced by GRIA without GRIA’s prior knowledge and involvement. All communications and arrangements related to the recruitment and engagement process must be facilitated through GRIA.
  1. Record Keeping and Cooperation:
  • Maintain accurate and up-to-date employment records as required by Australian law.
  • Cooperate with GRIA in any reasonable request for information or documentation related to the Employer’s compliance with this Code of Conduct, particularly concerning the employment of a Candidate.
Contact Us