Recruitment and immigration for employers and job seekers.
GRIA is now part of Hire Australia.
Last updated 29 October 2026
GRIA has merged with Hire Australia. Hire Australia now handles recruitment, registration and enquiries. Australian Immigration Agency (AIA) is our immigration partner.
For employers
Keep sponsorship responsibilities visible
An international hire brings ongoing visa and sponsorship considerations. Clear records and early advice help you understand what needs attention.
Hire Australia handles recruitment. AIA can advise on visa conditions, sponsorship obligations and changes affecting a sponsored employee.
15+years of migration experience at AIA
MARAregistered migration agents
MIAMigration Institute of Australia members
What to consider
Areas to keep under review
Role and employment changes
Before changing duties, pay, hours, work location or employment arrangements, ask AIA whether the change affects the nomination or visa.
Visa status and expiry
Keep current visa information and work-rights checks with the employee's records. Seek advice early about any expiry or change in status.
Employment and nomination records
Keep relevant contracts, nomination evidence, recruitment records and payroll information organised and accessible.
Notifications and future options
Ask AIA which notification obligations apply, and when a renewal or possible later pathway should be considered.
Plan ahead
Plan who is responsible
Discuss your sponsored workforce with AIA and agree what support is required. Keep responsibility for internal records, employee changes and agent communication clear. Our visa and legal FAQs answer common questions about role changes and records.
Migration fees are quoted case by case by AIA, in writing. Government fees are charged separately by the Australian Government.
A useful review checklist
- Who maintains visa and employment records?
- Who checks work rights and expiry dates?
- Who tells the agent about proposed role or location changes?
- What sponsorship or nomination evidence needs to be retained?
- What follow-up is needed for each employee?
Service scope
Managed Visa Service
Ongoing support to discuss
A Managed Visa Service can bring visa tracking, renewal planning and sponsorship obligations into an agreed support arrangement. Discuss your workforce and the scope required with AIA.
Agree the arrangement first
Ask AIA to confirm availability, responsibilities, inclusions and fees in writing. The support required depends on the business and its sponsored employees.
Your questions
Compliance questions
General information is a starting point. AIA can check the requirements for your circumstances.
Does support remove the employer's obligations?
No. Sponsorship responsibilities still need to be understood and met. Ask AIA how the relevant obligations apply to your business and what assistance can be provided.
What if a sponsored employee leaves?
Seek advice on the notification, record-keeping and other obligations that apply to the circumstances. Home Affairs must be told within 28 calendar days if a sponsored worker’s employment ends, and some obligations apply beyond the term of sponsorship approval.
Do you provide a live dashboard or automated alerts?
Ask AIA to confirm the systems and reporting included in any proposed support arrangement. Do not rely on a particular tool until the scope is agreed.
Official sources
The rules on this page come from these official pages. Requirements change, so check the current version before you act.
- Sponsorship obligations for standard business sponsors Department of Home Affairs
- Change in situation Department of Home Affairs
- Check visa details and conditions (VEVO for organisations) Department of Home Affairs
- Visa fees and charges Department of Home Affairs
Discuss your sponsored workforce
Talk about the roles you are hiring for, or ask AIA to review the immigration support your team needs.
