Hiring internationally isn’t the end of the process. It’s the start of a responsibility.
1. Why Compliance Matters More Than Ever
The moment you sponsor an overseas employee, you take on more than just a job match—you inherit a legal and ethical obligation.
Australia’s immigration framework requires employers to actively manage the visa conditions of every sponsored worker. This includes:
- Keeping accurate records
- Notifying the Department of Home Affairs within 28 days of key changes
- Ensuring visa holders work in line with their approved roles and pay
- Maintaining obligations even after employment ends, including record retention for audits
And the stakes are getting higher.
With government focus intensifying and ATO–Home Affairs data-matching now automated, sponsorship compliance is no longer just a HR issue—it’s a boardroom issue. Errors can lead to:
- Sponsorship revocation
- Civil penalties up to $82,500 per breach for corporations
- Individual fines up to $16,500
- Even criminal investigations in serious breaches
With GRIA and AIA, you don’t just meet your obligations—you stay ahead of them.
2. Common Pitfalls for Employers
Even well-meaning sponsors can slip up. The most frequent issues we see include:
- Role Drift: The employee’s duties shift—but the nomination doesn’t.
- Missed Expiry Dates: Visas or nominations expire without renewal or action.
- Unreported Changes: Salary, location, hours, or structure change—but Home Affairs isn’t notified.
- Poor Record-Keeping: Missing or inconsistent contracts, LMT evidence, or payroll data.
- Untracked PR Eligibility: Strong performers miss the chance to stay because no one flagged the PR window.
Each of these can trigger audits, fines, or long-term damage to your sponsorship standing.
3. GRIA’s End-to-End Visa Compliance Framework
At GRIA, we believe compliance should be proactive, not reactive. That’s why we’ve built a framework that integrates visa and sponsorship obligations into your hiring lifecycle.
- Sponsor Setup or Renewal: From eligibility to lodgement, we handle the full process
- Nomination Management: Role, salary, occupation—all aligned with DHA requirements
- Visa Expiry Tracking: Timely reminders so nothing slips through the cracks
- Change Notifications: We guide you to meet the 28-day update obligations
- PR Pathway Planning: Monitoring when employees become eligible for permanent residency
- Policy Alerts: You’re briefed when the laws change—before it impacts your workforce
- Audit Readiness: Standardised templates and checklists ensure you’re covered if the government comes knocking
All powered by AIA—our in-house team of MARA-registered migration experts.
