Employer sponsorship Q&A
482 to 186 Employment Evidence: Checking the Two-Year Record
This checklist is for people preparing a TRT employment record. Map visas, nominations, actual work and interruptions separately; use the main 482-to-186 guide for overall pathway planning.
Need the overall route first? Read the 482-to-186 planning guide →
What are the main 482-to-186 requirements?
- Hold a subclass 457, 482 or specified bridging visa.
- Usually complete at least two years of eligible full-time sponsored employment in the preceding three years.
- Have an approved nomination from an Australian employer within the applicable period.
- Usually be under 45 at application unless a specific exemption applies.
- Meet the applicable English, skills, health and character criteria.
How is the two-year employment period counted?
Build a period-by-period record rather than adding two years to the first visa grant date. This is an evidence preparation aid: explain discrepancies instead of altering original records to fit a timeline.
| Record | What to check | Common gap |
|---|---|---|
| Visa grants and visa history | Visa held and approved occupation for each period | Counting visa time without actual employment |
| Previous and new nomination lodgement and approval records | Possible start of eligible work after changing employers | An offer without nomination dates |
| Contracts, payslips, Income Statements and super | Actual employer, periods, hours and payroll consistency | Contract date differs from actual commencement |
| Leave, travel and termination records | Unpaid leave, overseas work and interruptions | Counting a whole period without separating interruptions |
Home Affairs states that eligible employment is generally full-time, undertaken in Australia and completed while holding a subclass 457, 482 or specified bridging visa. Eligible sponsored work across more than one 457 or 482 visa may count where the applicant was approved to work in the relevant occupations.
Does changing employer reset the clock?
Not necessarily. Current TRT guidance allows eligible sponsored employment to be considered where the applicant changed employers during the three-year period. The nomination timing and commencement with the new employer must be checked, and payroll, contract, superannuation and role evidence should align.
Is a skills assessment always required?
TRT does not impose a blanket pre-application skills-assessment requirement on every applicant, although the required skills and qualifications must be demonstrated and Home Affairs may request an assessment. This differs from the usual settings for the subclass 186 Direct Entry stream.
When should planning begin?
Build the evidence timeline from the start of sponsored employment. Before the two-year point, review employer commitment, business continuity, position, salary, age and English. The full 482-to-186 pathway guide explains the framework; an individual timeline still requires the applicant's visa and employment history.