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December 2, 2025 Pace Migration 482 Visa
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Australia’s employer sponsored visa system has shifted quite a bit over the past couple of years. The Temporary Skill Shortage (TSS) visa has now been folded into the new Skills in Demand (SID) framework, but the subclass number 482 lives on, and so do updated work conditions that give sponsored workers more breathing room when changing employers.
From 1 July 2024, visa conditions 8107, 8607 and 8608 were amended for a range of employer sponsored visas, including subclass 482. These changes introduced a formal 180-day safety net and a 365-day lifetime cap between sponsors, aimed at reducing exploitation and giving people a realistic window to sort out their next step.
Under the old rules, most sponsored workers had only 60 days (sometimes 90) after their employment ended to find a new sponsor, move to another visa or leave Australia. If they ran over that limit, they risked breaching their visa conditions.
Now, the position is much more forgiving. If your sponsored job on an SC482 or Skills in Demand visa ends, you can be between sponsors:
You can use this time to find a new sponsoring employer, apply for a different visa, or make arrangements to depart. Periods where you stopped working before 1 July 2024 are ignored, so everyone effectively started their 180/365 count from that date.
The updated conditions apply to a broad group of employer sponsored visa holders, including:
For people working in sectors that lean heavily on sponsorship, such as health, construction and early learning, this is a big shift in day-to-day security. For example, a centre director or educator on childcare sponsorship who loses their job no longer has to scramble within just two months; they now have a clearer, codified period to regroup.
The 180-day clock starts when your employment with the sponsoring business actually ceases. That is usually the date in your termination letter or the date your resignation is accepted, rather than the day your workplace first hinted at a restructure.
Every calendar day where you are not employed by your approved sponsor counts:
If you cross either limit without a new nomination, new visa or departure in place, you may be in breach and exposed to possible cancellation. That is why lawyers and registered agents often recommend keeping a simple log of dates and copies of letters or emails confirming when employment started and ended.
The other major shift is what you can do during the safety net window. As long as you stay within your 180 and 365-day allowances, you can:
That flexibility matters for real people, not just policy papers. A chef waiting for a new nomination can pick up shifts to keep paying rent. An early childhood teacher moving under childcare worker sponsorship can bridge the gap with temporary work in another service or even outside education while the new sponsor’s nomination is assessed.
On 7 December 2024, the Skills in Demand visa framework formally replaced the old TSS setup, while keeping the subclass number 482.
Key features include:
Time spent working full-time in your nominated occupation for any approved sponsor still tends to count towards permanent residence requirements, so using the 180-day buffer to move away from a poor fit can actually support a longer-term plan. That is true whether you are an engineer or holding a childcare sponsorship visa in a busy suburban centre.
Before resigning or agreeing to a redundancy package, it is sensible to:
If you are edging close to your 365-day cap, you may need a very carefully staged move or a backup visa strategy. Families juggling work and care responsibilities might be weighing those choices alongside support like the 482 visa child care subsidy, which sits under separate social policy rules but still affects the household budget.
Employers are still adjusting to the SID framework, and processing times have not always matched political promises. Recent reporting has highlighted that some Skills in Demand applications have taken many weeks or even months, particularly outside priority streams.
That makes frank conversations with potential sponsors important. Questions to ask include:
For early learning and community sector employers who rely on childcare sponsorship models, this sort of planning can help keep rooms open and staff turnover under control.
Also Read: The 485 Visa Got Shorter: New Strategies for Graduates Eyeing Australian PR
Employer sponsored visas now sit inside a more complex policy landscape than a few years ago. People change employers more often, the law around work conditions has been updated, and the SID visa sits alongside shifting occupation lists and labour-market tests.
Getting guidance from a trusted visa agency in Sydney or regional practice that deals with 482 and 186 applications every week can save a lot of second-guessing. A registered visa agent in Sydney can review your grant notice, map out your 180 and 365-day usage, test different job-change dates, and advise on back-up visas if things do not run to plan.
Pace Migration & Education Consultancy can help you make sense of the 180-day rules, Skills in Demand visa settings and your options for permanent residence. Reach out via https://pacemigration.com.au/
Syed Rahman
Mr. Rahman is a knowledgeable professional with expertise in academia, corporate management, and migration law. He holds a Post Graduate Certificate in Australian Migration Law from ANU, an MBA in International Business from UTS, and a BBA from Baruch College. With 5 years of corporate management experience, 4 years of teaching experience in Australia, and over 15 years as a registered Migration Agent, Mr. Rahman has a strong background in helping international students and skilled migrants with Australian migration law.
Tags: childcare sponsorship, childcare sponsorship visa, visa agency in Sydney
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