By Dr Majid Panahandeh Fard, Registered Migration Agent, MARN 2418637
Reviewed: 7 November 2026
Aged care sponsorship in Australia requires more than finding a provider willing to help. The employer needs an appropriate sponsorship arrangement, the position must be eligible and the worker must meet the relevant requirements.
For personal care assistants, nursing support workers and aged or disabled carers working in the aged care sector, the Aged Care Industry Labour Agreement is an important pathway to investigate.
This guide explains the difference between employer and worker requirements, what to prepare and how to assess the next step without confusing a job offer with visa approval.
What is the Aged Care Industry Labour Agreement?
The agreement allows eligible aged care providers to sponsor specified overseas direct care workers under agreed conditions. The published industry terms cover the Skills in Demand subclass 482 and Employer Nomination Scheme subclass 186 pathways.
It is an employer arrangement. A worker cannot obtain the agreement independently and then require an employer to use it. The provider’s access, the position and the individual application all need consideration.
The agreement’s published terms are fixed. Employers should review the current Home Affairs industry agreement information and template before planning recruitment or making commitments.
Which direct care occupations are covered?
| Occupation | ANZSCO code | Relevant assessment authority where an assessment is required |
|---|---|---|
| Aged or Disabled Carer | 423111 | Community Work Australia |
| Nursing Support Worker | 423312 | Australian Nursing and Midwifery Accreditation Council, ANMAC |
| Personal Care Assistant | 423313 | ANMAC |
Community Work Australia’s ACILA information explains its role and the division of assessment responsibilities. ANMAC’s skilled migration information helps workers check whether an assessment is relevant to their pathway.
Registered nurses and enrolled nurses should assess their own occupation and visa options. A nursing vacancy should not be treated as a personal care assistant sponsorship position simply because both are in aged care.
Requirements for aged care employers
Confirm the employing business and care setting
Identify the legal entity employing the worker, the service it operates, the physical work location and the duties required. A trading name or broad description such as “care provider” does not answer all these questions.
For an initial assessment, prepare the business registration details, service information, organisation chart, workforce list and a clear description of the proposed position. If your organisation operates more than one service or ABN, explain which entity and site relate to the nomination.
Understand the union memorandum of understanding
Home Affairs provides streamlined access for providers that enter into and maintain a memorandum of understanding with the relevant industry union or unions. Its published information identifies the ANMF, HSU and UWU and explains the labour market testing effect of maintaining the MoU.
Read the current official MoU and industry agreement requirements. Do not assume that an informal conversation or unsigned document establishes access.
Prepare a position and workforce plan
Explain why the position is needed, what the worker will do, who supervises the role and how it fits the service. Keep recruitment records and identify the proposed salary, hours and employment arrangements.
A practical workforce explanation connects the vacancy with real service delivery. For example, a provider might explain the care setting, existing staffing structure, recruitment history and the proposed worker’s place in the team. The explanation should be supported by records, rather than broad statements about national shortages.
Check financial capacity and pay arrangements
Prepare financial statements, recent business activity evidence and payroll information appropriate to the request. The employer should be able to explain how it will sustain the proposed employment.
Check the applicable agreement terms, market salary evidence and employment instrument before issuing a contract. A visa salary figure is not a substitute for calculating lawful workplace entitlements. Use the Fair Work Ombudsman to investigate award or agreement coverage and pay obligations.
Requirements for personal care assistants and other workers
Qualifications and employment evidence
Under the published ACILA terms, the skills requirement can involve a relevant Certificate III or higher qualification, an equivalent qualification, or relevant work experience as specified by the agreement. An overseas qualification or reliance on experience instead of a qualification can trigger a skills assessment requirement.
Before paying an assessment fee, confirm the correct occupation and authority. Read Community Work Australia’s direct care assessment guidance or ANMAC’s assessment information, as appropriate.
Your documents should tell one consistent employment story. Prepare qualifications and transcripts, employer statements of service, payslips, relevant bank or tax records and an updated resume. Where experience was casual or part time, record the actual hours rather than describing the whole period as full time.
English language requirements
English requirements depend on the visa and the applicable agreement terms, including whether any provider-specific concession applies. The English requirement for a skills assessment may also need separate attention.
Check the current official aged care agreement English requirements before booking a test or assuming that a previous result is suitable.
Screening and workplace readiness
The migration process does not replace employment checks. Providers need to consider the care sector’s screening and workforce obligations, and workers must supply the checks genuinely required for their role.
The Aged Care Quality and Safety Commission’s workforce obligations information and the Department of Health’s aged care screening guidance are useful primary references.
Can an NDIS provider use the aged care labour agreement?
A disability sector employer should not assume it can use ACILA because the occupation name includes “disabled carer”. Home Affairs expressly distinguishes the aged care agreement from disability sector sponsorship.
If the business delivers different types of services, assess the actual employing entity, care setting and position. Do not assume that adding aged care wording to an NDIS role changes its eligibility.
Read Sleek Migration’s NDIS employer sponsorship guide and company specific labour agreement information for the separate questions that disability providers need to investigate.
From aged care sponsorship to permanent residence
Some workers may have an employer nominated permanent residence pathway under the agreement. That requires a separate assessment and application; it is not an automatic result of holding a temporary visa or working in aged care.
Review the subclass 186 Labour Agreement stream, the relevant agreement and the worker’s circumstances before making a permanent residence plan.
A sensible plan identifies the required evidence early and keeps employment records current. It also recognises that the employer’s nomination decision and the Department’s visa decision are separate matters.
A practical assessment checklist
| Employer should prepare | Worker should prepare |
|---|---|
| Employing entity and service details | Passport and current visa information, if applicable |
| Relevant agreement and MoU documentation | Qualification certificates and transcripts |
| Position description, worksite and proposed contract | Detailed, accurate statements of service |
| Workforce list, organisation chart and recruitment records | Payslips and supporting payment evidence |
| Financial and payroll information | Current resume and relevant screening evidence |
| Salary assessment and employment instrument | English and skills assessment results, if required |
This is an initial preparation list, not a universal list of every document the Department may require.
Frequently asked questions
Can a personal care assistant get sponsorship in Australia?
Potentially, through an eligible employer and suitable pathway such as ACILA. The worker’s duties, evidence and personal eligibility must be assessed.
Does a Certificate III guarantee aged care sponsorship?
No. The qualification is only one part of the assessment. You still need a suitable position, an employer able and willing to nominate you and compliance with the relevant visa requirements.
Do I need a skills assessment?
It depends on the occupation, qualifications and agreement requirements. Confirm the answer before applying to ANMAC or Community Work Australia.
How long does an aged care labour agreement take?
The process can involve employer preparation, union arrangements, the agreement request, nomination and the worker’s application. Timeframes depend on the case and the relevant organisations. Avoid relying on another applicant’s timeline as a promise.
Is sponsorship available in every aged care job?
No. Ask about the particular vacancy and agreement arrangements. An employer may offer sponsorship for some occupations or locations and not others.
Request an aged care sponsorship assessment
Employers can email info@sleekmigration.com with the business name, service location, proposed role and whether an agreement or MoU is already in place. Workers can provide their resume, qualifications and details of a genuinely interested employer.
Sleek Migration assists with migration advice, agreement requests, nominations and visa applications within the agreed scope of engagement. We are not a recruitment agency and do not guarantee a job, sponsorship or visa outcome.
Prepared for Sleek Migration Pty Ltd, Dr Majid Panahandeh Fard, Registered Migration Agent, MARN 2418637. Information checked 7 November 2026. General information only; current agreement terms and individual circumstances must be reviewed.
Related sponsorship guides
- How to Find a Sponsor in Australia for a 482 Visa
- Companies That Sponsor Work Visas in Australia and How to Check Them
- Aged Care Sponsorship in Australia and the Aged Care Labour Agreement
- NDIS Employer Sponsorship and Community Worker 482 Visas in Australia
- Childcare Sponsorship in Australia for Educators and Early Childhood Teachers