Immigration Compliance

Do you know for a fact whether every single one of your employees is legally entitled to work in Australia?
It might seem an innocent question, but migration law makes it 'anything but'...

In fact, if immigration compliance or a Fair Work Ombudsman inspector knocked on your office door and found you had workers who were not entitled to work in Australia, they could issue you with a "no fault" $15,000 fine... even before they decided whether to impose sanctions, penalties or to press criminal charges through prosecution

  • do you employ workers from overseas on any type of temporary visa?

  • are you immigration compliant?

  • do you know what your lawful employer migration obligations are?

  • can you demonstrate that every temporary visa holder in your workforce is working within their visa conditions?

  • do you have appropriate internal policies, procedures and training in place to manage immigration compliance?

  • do you know how the national workplace relations system works with temporary visa workers?

  • do you know about migration worker engagement laws and employer sanctions?

Nowadays, a company does not have to be an approved immigration sponsor to breach Commonwealth migration compliance law. If you employ or contract non-citizens on temporary visas of any kind, either non-sponsored e.g. student, working holiday, bridging or sponsored e.g. 457 visa, or, even just simply refer non-citizens to another party for work, then you must comply with the law.

Ignoring this requirement completely doesn't work because once an inspector arrives to monitor your business or audit employee's records, it's too late.

Some businesses may be able to employ only Australian citizens but... for most businesses in Australia the only safe and responsible approach is to have a rigorous, dependable and consistent records, work process and procedures assessed by an expert in the field.