Author: Alleli Tabla

The holiday season is a time for reflection, rest, and spending meaningful moments with loved ones. For many people planning or already navigating their Australian migration journey, however, this period can also bring questions and uncertainty — particularly around visa processing timelines.

If you’ve lodged a visa application, are preparing documents, or are considering starting your Australian migration journey, you may be wondering:

Does visa processing stop during the holidays? Will my application be delayed? Should I wait until the new year?

The good news is that while the holiday period does bring some seasonal slowdowns, Australian migration processes continue to move forward. Understanding what typically happens during this time can help you manage expectations, reduce stress, and make informed decisions — all while enjoying the holiday season with peace of mind.

This article explains what applicants should realistically expect when it comes to Australian visa processing over the holidays, and how to use this time wisely and positively.

Understanding the Holiday Period in Australian Immigration

In Australia, the main holiday period generally runs from mid-December through early January, covering Christmas, Boxing Day, New Year’s Eve, and New Year’s Day. During this time, many government offices operate with reduced staffing, as public servants take scheduled leave.

Importantly, this does not mean that visa processing completely stops. Instead, processing continues at a slower pace, with fewer case officers available to assess applications, request additional information, or finalise decisions.

This seasonal slowdown is expected and occurs every year. Knowing this in advance allows applicants to adjust their expectations and avoid unnecessary worry.

Does Australian Visa Processing Stop Over the Holidays?

The short answer is no — Australian visa processing does not fully stop during the holidays.

However, applicants should be aware of a few key realities:

• Processing continues, but at reduced capacity
• Response times may be longer than usual
• Decisions may take additional weeks, depending on visa type and complexity
• Requests for further information may pause temporarily

Many visa applications are assessed by teams rather than individual officers, and some systems continue running even when staffing levels are lower. Automated systems, internal workflows, and queue management remain active.

That said, the holiday period is not the time to expect rapid updates or quick outcomes — and that’s completely normal.

Which Visa Types Are Most Affected?

While all visa categories may experience slight delays during the holiday season, some are more affected than others.

Skilled Migration Visas

Skilled visas, such as:

• Skilled Independent (Subclass 189)
• Skilled Nominated (Subclass 190)
• Skilled Work Regional (Subclass 491)

often involve multiple stages, including skills assessments, state nominations, and departmental processing. During the holidays, these steps may continue, but approvals and requests may be slower.

Partner and Family Visas

Partner and family visas are typically longer-term applications with broader processing windows. As a result, a short holiday slowdown usually has minimal impact on overall timelines.

Applicants should not be alarmed if there is no movement during December or early January — this is expected.

Student and Temporary Visas

Processing for student and temporary visas may still occur, particularly where timelines are linked to intake dates or employment needs. However, applicants should still expect some seasonal delays.

What About Applications Already Lodged?

If you have already lodged your visa application, the most important thing to remember is this:

A lack of updates during the holidays does not mean something is wrong.

It simply means your application remains in the processing queue.

During this period:

• Applications remain valid and active
• Documents already submitted continue to be reviewed
• Your place in the processing order is not affected

In most cases, activity resumes more visibly from mid to late January, when staffing levels return to normal.

Should You Lodge an Application During the Holidays?

Yes — in many cases, lodging during the holiday period can still be beneficial.

While processing may be slower initially, lodging earlier can:

• Secure your place in the processing queue
• Allow your application to be ready for assessment once operations resume fully
• Prevent unnecessary delays caused by waiting until the new year

For applicants who already have their documents prepared, there is no requirement to pause plans simply because it is the holiday season.

That said, accuracy and completeness are far more important than speed. Submitting a well-prepared application is always better than rushing to lodge before year-end.

How the Holidays Can Be a Smart Planning Period

Even if you choose not to lodge an application immediately, the holiday season can be an excellent time for preparation.

Many applicants use this quieter period to:

• Review eligibility criteria
• Organise documents
• Book skills assessments or English tests
• Discuss migration plans with family members
• Seek professional advice without pressure

Without the usual work and life demands, applicants often have more mental space to think clearly about long-term goals — including Australian migration.

Managing Expectations: A Healthier Approach

One of the most valuable things applicants can do during the holiday period is to reset expectations.

Australian migration is not an instant process. It requires patience, preparation, and trust in the system. A short seasonal slowdown does not derail well-planned applications or reduce approval chances.

Rather than focusing on timelines you cannot control, it is far more productive to focus on:

• Document readiness
• Clear migration pathways
• Long-term eligibility
• Professional guidance

This mindset helps reduce stress and keeps your migration journey sustainable and positive.

What Happens After the Holidays?

Once the holiday period ends and normal operations resume:

• Case officers return to full capacity
• Pending applications begin moving again
• Requests for information and decisions gradually increase
• Processing timelines stabilise

For many applicants, January and February mark a return to visible progress — particularly for applications lodged in the months prior.

This is why preparation done during the holidays often pays off early in the new year.

How Professional Support Helps During This Time

Navigating migration timelines can be confusing, especially during seasonal slowdowns. Working with a registered migration professional helps ensure that:

• Your application remains compliant and accurate
• Documents are complete before submission
• Expectations are set realistically
• Communication with the Department is handled properly

Professional guidance also removes the guesswork, allowing you to enjoy the holiday season without constantly worrying about your visa status.

If you are waiting for an update, preparing an application, or simply considering Australian migration, the holiday season is not a setback — it is a pause, not a stop. Visa processing continues, plans remain valid, and opportunities are still very much ahead. Take this time to reflect, prepare, and rest. Australian migration is a journey, and every well-considered step — even during the holidays — brings you closer to your goal. Talk to us today!

Applying for an Australian Partner Visa is not just about proving that you love each other — it is about proving that your relationship is genuine, ongoing, and committed in a way that Australian migration law recognises.

In 2025, many partner visa refusals happen not because the relationship is fake, but because the evidence is poorly prepared. Some applicants submit too little. Others submit hundreds of pages with no structure. Both approaches can lead to refusal.

On our article today, we will aim to share:

• How the Department of Home Affairs assesses relationship evidence
• What “enough” evidence really means in 2025
• The four key pillars case officers look at
• Common mistakes that lead to refusals
• How same-sex couples are assessed (and protected) under Australian law
• How to present evidence clearly and strategically

Now let us start by highlighting an important factor that might sound controversial for a lot of people: partner sponsorship for same-sex couples.

First Things First: Same-Sex Couples Are Treated Equally

We will be direct to the point on this matter. Australian migration law fully recognises same-sex relationships. There are no separate visa category, no higher evidence threshold, and no different legal test. Same-sex and opposite-sex couples are assessed under exactly the same Partner Visa criteria.

What might differ, however, is how evidence is available, especially for couples who:

• Come from countries where same-sex relationships are not legally recognised
• Cannot live together openly
• Cannot marry or register their relationship

The key is explaining your circumstances clearly and supporting them with appropriate evidence. If you need help, please do not hesitate to reach out and we will be very happy to help.

The Biggest Myth: “More Evidence Is Always Better”

One of the most damaging assumptions applicants make is believing that volume equals strength. In reality:

• 30 well-chosen documents explained properly can be stronger than 300 random files
• Case officers do not have time to “figure out your story”
• Unorganised evidence can raise doubts rather than resolve them

In 2025, decision-makers are looking for clarity, consistency, and credibility — not data overload.

How Case Officers Assess Relationships

The Department assesses relationships using four key pillars. Every partner visa application must address all four. If one pillar is weak or missing, the entire application is at risk.

Let us break them down for you.

Financial Aspects of the Relationship

This pillar looks at how you manage money together. Examples of strong evidence include:

• Joint bank accounts actively used
• Shared bills (rent, utilities, internet)
• Evidence of financial support between partners
• Shared assets or liabilities

What case officers are not looking for:

• A joint account opened last week with no activity
• Dozens of personal bank statements with no explanation
• Cash transfers without context

Same-Sex Couples: What If You Cannot Combine Finances?

For some same-sex couples, joint finances may not be possible due to:

• Safety concerns
• Cultural or family pressures
• Living in different countries

This does not automatically weaken your case. What matters is:

• Explaining why finances are separate
• Showing alternative financial support or shared financial planning
• Providing statements that clearly address your situation

Nature of the Household

This pillar examines how you live together — or why you don’t. Strong evidence includes:

• Joint lease or property ownership
• Shared address history
• Mail addressed to both partners
• Statements explaining household roles

Living together is important, but not mandatory if you can show:

• Genuine reasons for living apart
• Ongoing commitment despite distance

Common Mistake

Many applicants submit:

• A lease with both names, but no proof of actually living together
• No explanation of who does what in the household

Case officers want to understand the reality of your living arrangements, not just paperwork.

Social Aspects of the Relationship

This pillar shows whether your relationship is known to others.

Evidence may include:

• Photos with family and friends
• Invitations or joint event attendance
• Messages or posts showing social recognition
• Statutory declarations from friends or relatives

Same-Sex Couples: Social Evidence Can Look Different

Not all same-sex couples can be open about their relationship, especially with:

• Family members
• Employers
• Communities in certain countries

This is understood under Australian law.

What matters is:

• Being honest about who knows and who doesn’t
• Explaining any safety or cultural concerns
• Providing alternative evidence where possible

Attempting to pretend openness where it does not exist is far more damaging than explaining the truth.

Nature of Commitment to Each Other

This is often the most important pillar. Case officers assess:

• Length of the relationship
• Intentions for the future
• Emotional support
• Evidence of long-term planning

Strong evidence includes:

• Statements describing how the relationship developed
• Plans for living together permanently
• Evidence of ongoing contact during separation
• Wills, beneficiaries, or long-term commitments

A Key Point for 2025

Generic relationship statements are no longer effective.

Statements must be:

• Personal
• Chronological
• Consistent with other evidence

If your story does not line up across documents, doubts arise quickly.

The Most Common Evidence Mistakes Case Officers See

Here are the issues that most often lead to refusals:

• No Clear Relationship Timeline — Applicants submit documents but fail to explain:
  • When the relationship started
  • How it progressed
  • When key milestones occurred
• Contradictions Between Forms and Statements — Even small inconsistencies can raise serious concerns.
• Over-Reliance on Photos — Photos help; but they do not prove commitment on their own.
• Ignoring Weak Areas — Some couples avoid addressing gaps instead of explaining them. Silence creates suspicion.

How Much Evidence Is “Enough” in 2025?

While there are no fixed number of evidence required, a well-prepared application usually includes:

• Clear statements from both partners
• Balanced evidence across all four pillars
• Evidence covering the entire relationship period
• Explanations for any gaps or limitations

“Enough” means:

• The case officer can understand your relationship without guessing
• Your evidence tells a clear, consistent story
• Your circumstances are explained honestly

How to Present Evidence Strategically

Presentation matters almost as much as the evidence itself.

Strong applications:

• Group evidence by pillar
• Label documents clearly
• Provide short explanations for key items
• Avoid irrelevant or duplicate material

Think of your application as a guided walkthrough, not a document dump.

Every Relationship Is Different — But the Law Is Clear

Australian migration law does not expect perfect relationships. It expects genuine ones.

Same-sex couples are equally protected, equally assessed, and equally eligible — but like all applicants, success depends on how well the relationship is explained and evidenced.

A well-prepared partner visa application is not about proving love. It is about proving commitment, consistency, and credibility.

Ready to take the next step? Now is the perfect time to get expert guidance. The 2025 migration changes don’t have to feel overwhelming. Our team is here to simplify the process, assess your eligibility, and help you present a strong, confident partner visa application.

Unsure if your relationship evidence is “enough”?

Partner visa refusals often come down to how **evidence is presented — not whether the relationship is genuine. Our experienced migration team can review your situation, identify gaps, and guide you on how to prepare clear, credible evidence that meets current Department expectations.

Book a consultation with us today and move forward with confidence, supported by an experienced and LGBTQ+-affirming Australian migration professional who understands the realities behind every relationship.

Even as Australia’s immigration landscape undergoes significant changes, with many avenues becoming more restrictive, the Partner Visa stands out as a consistent option. For same-sex couples, this visa offers more than just a way to immigrate; it provides crucial validation. It legally acknowledges their relationship as equal.

The Australian government’s Migration Reset, slated for 2025, prioritizes the integrity of the entire system. This includes stricter verification, and a more controlled intake of migrants. Skilled worker visas and temporary programs are updating quickly. Student visa options are also changing, and employers are adapting to new regulations.

Despite these widespread adjustments, the Partner Visa remains a reliable and constant option.

For same-sex couples looking to build a life in Australia, the visa pathway is not only available but also fully supported and protected. Australia recognizis their relationships with complete equality. However, new policies influence how applications are processed, and staying informed about these changes is key for couples to prepare effectively.

A Clear Pathway in a Changing System

Case officers now take a more holistic, attentive approach to each relationship story, spending more time understanding the genuine nature of a partnership. For same-sex couples, this isn’t a barrier — it’s an opportunity to present your relationship in your own words, to demonstrate your plans together, to show how your lives, values, and futures align. The system isn’t looking for perfection. It’s looking for authenticity.

One of the biggest shifts in 2025 is the deeper level of engagement from case officers. For many LGBTQ+ couples, this actually works in your favour. Australia’s migration framework does not expect relationships to look a single way — it recognises diversity in how couples build lives together. Whether you’ve lived together for years or maintained a cross-border relationship, what matters is the clarity of your story and your long-term commitment to each other.

Navigating Onshore and Offshore Pathways

The balance between onshore and offshore partner visa processing has also shifted subtly in 2025. Onshore applications remain popular for couples already building their life in Australia. It offers a bridging visa, work rights, access to Medicare, and freedom to stay together while waiting for the application results. Meanwhile, offshore applications continue to move steadily once assigned, making them a strong choice for couples currently living in different countries or managing international careers.

There’s no “better” option. There’s only the option that best supports the rhythm of your relationship.

One of the most powerful aspects of Australia’s Partner Visa program is its unwavering commitment to equality. Australia fully and proudly recognize same-sex relationships—whether you’re married, in a de facto partnership, or regardless of your home country’s laws.

This inclusivity isn’t symbolic — it has real, practical effects:

• Your application is assessed on the same terms as any other couple.
• Your evidence is valued with the same standards and respect.
• Your future together in Australia is supported by a legal system built on fairness.

The Partner Visa program remains one of Australia’s strongest demonstrations of its commitment to LGBTQ+ rights — and that commitment holds firm in 2025.

Understanding This Year’s Challenges — Without Fear

Partner visas in 2025 come with higher expectations for clarity, consistency, and supporting documents. This applies to all couples, regardless of gender or orientation. What’s different this year is simply the depth of review.

• Case officers want to understand the story behind the evidence, not just collect documents.
• Strong applications are less about volume and more about intention:
  • Your shared plans
  • Your shared home
  • Your shared journey.

A well-presented relationship history, thoughtful statements, and organised documents continue to be the backbone of a smooth application.

For Same-Sex Couples, 2025 Is a Year of Stability and Opportunity

Even with the Migration Reset reshaping much of Australia’s visa framework, the Partner Visa remains one of the most reliable, inclusive, and relationship-focused pathways. Australia continues to recognise LGBTQ+ couples with full legal equality.

• Your relationship is protected.
• Your application is welcomed.
• Your future together is supported by a system that sees and values your commitment.

Australia’s 2025 migration program keeps the outlook bright for same-sex couples. Grounded in fairness, strengthened by equality, and centered on families.

Ready to take the next step? Now is the perfect time to get expert guidance. The 2025 migration changes don’t have to feel overwhelming. Our team is here to simplify the process, assess your eligibility, and help you present a strong, confident partner visa application.

Book a consultation with us today and move forward knowing you have a knowledgeable and LGBTQ+-affirming migration professional on your side.

Australia’s health and aged care sector is under immense pressure — and overseas talent is more vital than ever. With a rapidly ageing population, increasing demand for care, and widespread workforce shortages, both skilled migrants seeking careers and employers needing staff have a unique opportunity.

In this article, we highlight the top roles in demand, the scope and urgency of the shortage, and provide practical guidance for migrants and Australian employers on how to navigate the current landscape.

Why Health & Aged Care Is a Critical Priority

The demand for aged care and health services in Australia is rising sharply due to demographic shifts. Projections show that by 2050, the country will need an additional 400,000 aged care workers to meet growing demand for residential and home‑based care.

Source: www.ceda.com.au | Duty of Care: How to Fix the Aged Care Worker Shortage 2025

Workforce modelling suggests that by 2035, there will be a substantial shortfall of nurses — estimates indicate Australia could face a shortage of more than 70,000 full-time equivalent (FTE) nurse roles. For the 2024–25 period alone, the aged‑care sector reportedly needs around 5,900 registered nurses (RNs) to fill current gaps in residential aged care.

Despite some easing in labour shortages overall, demand remains acute in health, aged care, and allied health occupations. The shortage is especially severe in regional and rural areas, where recruitment and retention are harder, but demand for services is growing equally. In short: supply is not keeping up with demand — and as Australia ages, this gap is only expected to widen.

Skilled Migrants: Why Health & Aged Care Offers Real Opportunity

For internationally‑trained health or care professionals, the current environment in Australia offers a compelling entry point. Here’s why and how you can take advantage:

High‑Demand Occupations

Some of the roles in greatest demand:

• Registered Nurses (RNs) — especially those with experience or willingness to work in aged care, aged‑care residential homes, or home‑based care.
• Aged & Disabled Carers / Personal Care Workers — demand for carers remains high as aged care demand surges and the local labour supply lags.
• Allied Health Professionals — physiotherapists, occupational therapists, community health workers and similar allied‑care roles are also increasingly needed, particularly in under-served regional areas.

Visa & Migration Pathways

Given persistent shortages, Australia remains open to overseas applicants to fill critical health roles. For qualified migrants, key pathways often include:

• Employer‑sponsored visas (for those who secure a job offer), especially for nursing and care roles.
• State‑ or territory‑nominated skilled‑migration visas — some states give priority to health and aged‑care occupations.
• Roles in aged care or allied health may also qualify for relevant skilled occupation lists, depending on demand and required credentials.

What Migrants Should Do to Prepare

If you’re considering migrating to Australia to work in health or aged care:

1. Obtain relevant credentials and credentials assessment — ensure your degree or qualification meets Australian standards. Many employers will only consider internationally qualified candidates who have had their credentials assessed.
2. Highlight experience & specialization — RNs with aged‑care, geriatric, home‑care, or community care experience are especially sought after.
3. Be open to location flexibility — while metro areas have competition, regional or remote areas often offer higher demand, easier placement, and potentially faster pathways for visa sponsorship or permanent residency.
4. Prepare for registration/licensing requirements — Australia may require registration via its national nursing or health practitioner boards before you can work.
5. Craft a strong, recruiter‑ready CV and gather references — employers are under pressure to fill roles quickly; having credentials, references, and readiness to start can boost your chances significantly.

Bottom line for migrants: If you’re qualified, experienced, and flexible, now is an excellent time to consider migrating to Australia’s health and aged care sector. Demand is strong, and pathways remain accessible.

Employers: How to Address Workforce Gaps via Overseas Recruitment

For aged-care providers, hospitals, clinics, and community health services — the shortage of locally available staff poses real risks to service quality, compliance, and long‑term sustainability. Overseas recruitment and sponsorship can be a viable solution.

Why Overseas Recruitment Makes Sense

• Local supply of nurses and carers is not keeping pace with demand, especially in aged care and regional areas.
• Relying solely on domestic labour may result in unfilled vacancies, overworked staff, high turnover, and inability to meet required care standards (e.g. mandated RN care-minutes, 24/7 coverage in facilities).
• Overseas-trained professionals often bring critical skills, flexibility, and willingness to work in under-served roles (e.g. personal care, community care, regional placements), helping providers meet care demands.

Sponsorship & Hiring Options for Employers

Employers considering hiring internationally can explore:

• Sponsoring qualified overseas nurses or carers — with employment offers, subject to immigration and registration requirements.
• Working with migration agents or recruitment specialists to handle visa applications, skills assessments, credential verification, and compliance with regulation.
• Targeting regional or high‑need areas where demand and shortage are higher — often easier to secure sponsorship and offer competitive packages.
• Structured onboarding and support — assisting overseas hires with credentialing, registration, orientation to Australian standards, and community integration to improve retention.

Employer “Checklist” for Recruitment & Sponsorship

Before recruiting overseas care workers, providers should:

1. Audit workforce needs — identify roles most urgently in shortage (e.g. RNs, personal carers, allied health).
2. Ensure compliance with care standards — many aged care regulations now require 24/7 RN availability and minimum direct‑care minutes per resident.
3. Plan for credential assessment & registration — ensure that overseas candidates meet Australian regulatory standards (licensing, skills check, possibly bridging courses).
4. Provide support for orientation and retention — cultural onboarding, mentoring, career progression paths, and local support to reduce turnover.
5. Consider strategic workforce planning — combine overseas hiring with domestic recruitment (e.g. trainees, apprenticeships) to build a stable, diverse workforce for the long term.

Bottom line for employers: Overseas recruitment is not just a short-term fix — when done right, it’s a strategic investment in capacity, compliance, and sustainable service delivery.

What This Means for the Future

• The demand for health and aged care workers will only multiply as Australia’s population ages. Without significant workforce growth, gaps will widen — especially in rural and regional areas.
• Employers who proactively recruit and sponsor overseas workers are likely to gain a significant advantage — ensuring they can meet care standards and maintain service quality.
• Skilled migrants with healthcare qualifications stand to benefit: demand remains high, pathways are open, and chances of securing employment and visa sponsorship are greater than in many other sectors.
• Regional placement, flexibility, and willingness to work in aged care or allied health significantly increase the odds of success — for both migrants and employers.

What You Should Do Next

For Migrants: If you have healthcare or caregiving qualifications — especially in nursing, aged care, or allied health — now is a strategic time to consider migrating to Australia. Start by assessing your credentials, preparing your documentation, and targeting roles and regions with high demand.

For Employers: Don’t wait until shortages cripple your services. Audit your staffing needs now, identify which roles are hardest to fill, and explore overseas recruitment and sponsorship as a forward-looking solution.

Opportunities are here — don’t wait. If this feels like your moment, let’s talk about how to make it real.

Australia is seeing unprecedented levels of long-term migration in 2025. According to data analyzed by the Institute of Public Affairs (IPA), net permanent and long-term arrivals (NPLT) have reached record highs.

Rather than viewing this surge as a sign that “migration is overcrowding,” it’s more helpful to understand it as a strong signal: there is genuine demand in Australia for people who plan to stay and contribute long-term. For skilled migrants, this is a major opportunity. But it’s also a moment to act strategically — because visa places are limited, and the current “wave” may not be sustainable forever.

What the Latest Data Really Says (Based on ABS)

According to the ABS’s National, State and Territory Population release (year to 31 March 2025), net overseas migration (NOM) — the official measure of migration — was 315,900 people.

This means migration is making a very strong contribution to Australia’s population growth: out of 423,400 people added to the population in that 12‑month period, around 75% came from overseas migration.

Looking at the ABS’s Overseas Arrivals and Departures data (June 2025 release), the net “permanent arrivals” (people who arrive declaring they intend to stay) was 9,840 for that month.

This “permanent arrivals” + “long-term resident returns” data from ABS provides a leading indicator of migration — not everyone who says they intend to stay will apply for permanent residency, but many do.

Putting these together: the ABS data shows a very strong inflow of people declaring long stays, and the NOM number confirms that a substantial part of that is translating into real, long-term population growth.

What that implies:

These ABS figures tell us that migration to Australia is not a short-term blip or just tourists coming in and out. A large portion of people arriving intend to stay — and a big chunk of them actually do. For someone planning to migrate, this suggests two things:

Demand is real: Australia continues to welcome people who plan to build their lives here.

Now is a good moment: Because migration is strong, there’s momentum — but places (in visa programs, for example) are not unlimited. Waiting too long could mean missing out.

Why This Is a Very Positive Signal for Migrants

High Demand for Long-Term Migrants

These record NPLT figures show Australia is not just taking in people for short stays — it needs people who will live and work here long-term. For migrants, this means that there is real appetite for stable, skilled immigration.

Stable Migration Cap = Predictability

The Australian government has set the 185,000 permanent migration places cap for 2025–26.

• This cap hasn’t been raised dramatically, but it’s large enough to allow for many skilled and deserving migrants.
• Having a cap gives you clarity: the program isn’t unlimited, but it’s also not shrinking.

Strategic Economic Planning

By bringing in more people who plan to stay, Australia can fill labor shortages, support economic growth, and strengthen its workforce. For migrants, that means more opportunities to secure jobs, build a career, and settle down.

Long-Term Residency is in Focus

Because many of these arrivals are “permanent and long-term,” the data suggests that these are not stopovers — these are people building careers and lives in Australia. If you’re serious about migrating, this is the kind of window you want to be part of.

What to Be Careful About — and Why It’s Not All Risk

Even with a positive outlook, there are potential risks. But being thoughtful can help you navigate them:

Public Debate Is Heating Up

With these record numbers, conversations in Australia about housing, infrastructure, and social services are becoming more intense. While that could lead to policy changes, the current migration program remains strong.

Visa Places May Fill Up

Even though the cap is high, the most popular visa streams (especially for skilled migrants) might reach capacity. That means the sooner you apply, the better your chances.

Policy Changes Are Always Possible

Immigration rules can change. But for now, the cap is stable, and skilled migration remains a strong priority.

Practical Advice: How to Take Advantage of This Moment

Here are simple, actionable steps for prospective migrants who want to make the most of this favorable situation:

Start Your Application Early

Don’t wait. With high demand, applying sooner gives you a better shot before spots run out or rules tighten.

Choose the Right Visa Path

Focus on skilled visa categories — particularly ones that align with what employers need. Think about employer‑sponsored visas or state-nominated visas if they make sense for your situation.

Consider Regional Options

Some regional areas have more room and demand for migrants. These places might be less competitive and offer a better quality of life and support.

Work With a Trusted Migration Advisor

Use a registered migration agent or adviser who understands the 2025–26 migration program. They can help you pick the right visa, time your application, and avoid mistakes.

Be Prepared, Not Rushed

Get your documents ready: qualifications, work experience, skills assessments. Show that you’re serious, stable, and here for the long term.

The current migration surge in Australia isn’t just big — it’s strategic and sustained. This is a moment of strong demand, especially for people who plan to build their future here, not just stay temporarily.

For skilled migrants, now is an opportune time to act: to apply, to plan, and to make your move while the door is wide open. But it’s also a moment to be smart — apply early, choose the right visa, and work with good advice.

At JS Migration, we believe in helping people take advantage of these windows. If this feels like your moment, let’s talk about how to make it real.

Australia’s demand for qualified accountants continues to grow this year. Recent data from Jobs and Skills Australia 2025 Occupation Shortage List (OSL) shows that shortages are not only persistent, but becoming more specialised.

Despite a cooling economy, businesses across Australia are still struggling to fill key accounting and finance roles, prompting strong calls from industry bodies to maintain (and in some areas, expand) skilled migration pathways.

If you’re an accounting professional exploring migration, or an employer looking to fill critical roles, here’s what the latest 2025 insights mean for you.

What the Latest 2025 Reports Are Saying

Accounting roles remain in shortage — nationally and regionally

The 2025 OSL report released by Jobs & Skills Australia shows improvement across the broader labour market — but accounting remains a clear pressure point. According to the report, fewer occupations are in shortage overall, but specialist accounting roles remain hard to fill, with employers reporting recruitment delays and limited talent availability.

A key body representing the profession, Chartered Accountants Australia and New Zealand (CA ANZ), has been vocal in its 2025 submissions:

• Taxation Accountants, Management Accountants, and Finance Managers are experiencing national shortages.
• Accountant (General), External Auditors, and Internal Auditors face state-level shortages, particularly in regional areas.
• Roles with an estimated fill rate below 67% are flagged as “high-risk” occupations — and several accounting positions fall well under this threshold.

This should immediately signal to skilled migrants and employers. The gap between supply and demand is not closing — and businesses continue to rely on migration to fill these roles.

Hard Numbers: 2025 Fill Rates Show Significant Talent Gaps

A March 2025 analysis by Accounting Times based on CA ANZ’s member survey highlights the extent of the shortages:

• Financial Investment Advisers: 29% fill rate
• Finance Managers: 37% fill rate
• Management Accountants: 45% fill rate
• Taxation Accountants: 59% fill rate

In practical terms, this means:

• A large portion of advertised positions remain unfilled, often for months.
• Employers are widening search efforts and becoming more open to sponsorship.
• Skilled migrants who match these occupations are entering the market with a significant advantage.

Regional areas are especially impacted. If you’re open to working outside major cities, demand is even stronger — and visa pathways can be more favorable.

Why Is Australia Facing an Accountant Shortage in 2025?

A shrinking domestic talent pipeline

CA ANZ reports that accounting degree enrolments have been declining since 2018, leaving fewer graduates to replace an ageing workforce. This downward trend continues in 2025.

Rising business complexity

With increased regulations, digital transformation, and cybersecurity obligations, demand for specialists in tax, audit, and financial compliance continues to climb.

Strong competition for talent

Accounting firms — especially in audit and tax — are competing for the same limited pool of professionals. Many are offering:

• Higher salaries
• Flexible work arrangements
• Overseas recruitment and sponsorship
• Career development incentives

Despite this, shortages persist.

Policy shifts affecting the pipeline

Changes proposed in the 2025 Federal Budget — including migration caps and stricter student visa settings — risk reducing the number of international graduates who traditionally enter accounting roles.

This means employers are becoming more reliant on experienced overseas professionals who can fill critical gaps.

Skilled Migration Outlook for Accountants in 2025

Accounting occupations remain recommended for the Core Skills Occupation List (CSOL)

In its 2025 submission to Jobs & Skills Australia, CA ANZ recommended that the following occupations remain on Australia’s skilled migration lists:

• General Accountant
• Taxation Accountant
• Management Accountant
• External Auditor
• Internal Auditor
• Finance Manager

They even proposed adding Forensic Accountant as an emerging priority occupation, reflecting growing demand in risk and compliance sectors.

For skilled migrants, this is an encouraging signal:

your skills are still considered critical to Australia’s economy.

Visa pathways likely to remain favourable for accounting roles

Because these occupations are widely recognised as “hard to fill,” accountants generally have strong prospects in:

• Skilled Independent pathways (points-tested)
• State nomination programs
• Employer-sponsored visas
• Regional visas such as the 491 and 494

While the migration landscape continues to shift in 2025, accounting roles consistently remain high-value, high-priority candidates for both government and employers.

What This Means If You’re an Accountant Considering Migration

Here’s the good news:

2025 is still an excellent time for accountants to explore migration to Australia.

With shortages in key roles and low fill rates across the country, experienced accountants — especially those with tax, audit, financial reporting, and management accounting backgrounds — remain highly competitive.

You’re likely to be in demand if you have experience in:

• Tax compliance and advisory
• External or internal audit
• Financial management
• Budgeting and forecasting
• Assurance and regulatory reporting
• Business analysis and planning

Strong English skills, professional body accreditation, and relevant software experience (e.g., Xero, MYOB, SAP) further boost your prospects.

What Employers Need to Know

If you’re an employer struggling to fill accounting roles, you are not alone.

Surveys from CA ANZ and the Hays 2025 Skills Report show that more than 80% of accounting and finance teams are facing staffing shortages.

This has two implications:

Skilled migration remains a strategic solution.

Many firms are now actively sponsoring overseas talent to stay competitive.

Acting early is crucial.

With migration policy tightening in some areas, businesses that prepare early — by identifying roles, planning sponsorship pathways, and understanding requirements — secure better outcomes.

2025 Is Still a Strong Year for Accounting Professionals

Despite improvements in other sectors, the accounting shortage remains one of Australia’s most persistent skill gaps.

The latest 2025 data shows:

• Shortages remain across key accounting specialties
• Employers continue to struggle with recruitment
• Migration continues to play a critical role in workforce planning
• Experienced accountants are in a strong position to take advantage of opportunities

At JS Migration, we’re here to help you navigate this landscape with clear, practical advice — whether you’re an accountant planning your move, or an employer searching for the right talent.

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Thinking about migrating as an accountant?

We’d love to guide you.

**Complete our enquiry form here and one of our team members will reach out to you directly.** We’ll walk you through your options, assess your eligibility, and help you take the next step with confidence.

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Sponsoring skilled workers through programs like the Temporary Skill Shortage (subclass 482) or Skilled Employer Sponsored Regional (subclass 494) means you have important obligations. These rules protect both Australian workers and your overseas hires and keep the sponsorship process fair and transparent.

In this post, we’ll outline the key legal obligations you need to understand before sponsoring your first skilled migrant employee. Knowing these requirements early helps your business stay compliant and ensures a smoother sponsorship process from start to finish.

Cooperate with Inspectors — Stay Ready

Expect visits or requests from Department of Home Affairs (DOHA) inspectors or other agencies. They might want to look at your records or speak with staff to check compliance. This oversight starts when your sponsorship is approved and lasts up to five years after it ends.

Fair Pay and Working Conditions — Treat Everyone Equally

Your sponsored employees should never be paid less or treated worse than their Australian counterparts in the same role. Their wages must match what you nominated, and working conditions should be equal or better—unless their income is above $250,000 per year, then some exceptions apply.

Cover Return Travel Costs — Helping Workers Go Home

If a sponsored worker (or their family) requests in writing to return to their home country, you’re responsible for reasonable travel expenses. This usually means economy flights back home.

Government Costs — Be Accountable if Workers Overstay

If the government must track down and remove a sponsored employee who overstays, your business might have to repay those removal costs—up to $10,000.

Keep Clear Records — Paperwork Matters

Maintain thorough and verifiable records, including employment contracts, job duties, business turnover for levies, and any training benchmarks if relevant. Keep everything for at least five years in case DOHA asks to review them.

Provide Information When Asked — Respond Promptly

When the Minister or DOHA asks for information or documents, reply within the timeframe specified to avoid issues.

Notify DOHA About Important Changes — Keep Them in the Loop

Within 28 days, inform DOHA if an employee stops working for you, changes roles, or if there are changes in business ownership, insolvency, or your contact details.

Sponsored Employees Must Stick to Approved Roles — No Side Gigs

Workers should only perform the duties listed in their approved nomination. They must be directly employed by you or your associated company — not loaned out to others.

Don’t Shift Sponsorship Costs to Employees — You Cover It

You cannot charge your sponsored workers any fees for sponsorship, visa processing, recruitment, or government levies. These remain your obligation as the employer.

Recruit Fairly — No Discrimination Allowed

Use visa programs only to fill genuine skill shortages after checking for suitable Australian candidates. Recruitment should always be nondiscriminatory, regardless of nationality or visa status.

Compliance Checks and Monitoring — They’re Watching

DOHA regularly monitors sponsors through document requests, site visits (often unannounced), and data sharing with agencies like the ATO or Fair Work Ombudsman.

Penalties for Non-Compliance — Serious Consequences

Failing to meet your obligations can lead to sponsorship suspension, cancellation, future bans, public naming, fines up to $63,000 per breach, or even legal action.

💡 Need Help Navigating Your Sponsorship Duties?

Understanding these rules might feel overwhelming, but you don’t have to face it alone. If you receive monitoring requests or want to double-check your compliance, contact JS Migration right away. Acting early can save you from bigger problems down the line.

If you’ve been following Australia’s National Innovation Visa (NIV), you might be wondering — are invitation rounds still happening? What are the latest priorities? And how can you make your Expression of Interest (EOI) stand out? Even if it feels like you’re late to compete with other applicants, don’t worry — there are still clear signals and practical steps you can take right now to strengthen your position.

On this article, we will give a few tips to strengthen your EOI and have a better understanding on how your profile stands towards a positive outcome.

What NIV invitation rounds are about

The NIV is an invitation-based migration pathway. Each invitations to apply don’t guarantee a visa approval; it is an extra step that will allow you to submit a full application to the Department of Home Affairs. It will require you to have strong documentation that will prove your exceptional and outstanding achievement within your field of industry.

Invitations are rolled out on monthly rounds. There’s a predictable tempo where some rounds delivering several invitations and others more modestly populated depending on the department’s capacity and pool of eligible EOIs. If a round doesn’t provide invitations for a particular candidate, there will be another round soon.

The department applies a four-tier priority frame work to guide who will get invitations first.

NIV four-priority levels

• Priority 1 – Exceptional candidates from any sector who are global experts and recipients of international ‘top of field’ level awards.What it mean: This group often includes individuals with internationally recognized top-tier awards or milestones and is the most likely to receive invitations in the earliest rounds.
• Priority 2 – Candidates from any sector nominated on the approved Form 1000 by an expert Australian Commonwealth, State or Territory Government agency. What it mean: Government-nominated or highly endorsed profiles. This includes cases where a recognized government agency or similar body backs the candidate, signaling strong alignment with national priorities.
• Priority 3 – Candidates with exceptional and outstanding achievements in a Tier One sector:
  • Critical Technologies
  • Health Industries
  • Renewables and low emission technologies

  What it mean: Tier 1 sector achievers. Applicants demonstrating exceptional and outstanding achievements in Tier 1 sectors—high-impact areas identified by the NIV program (e.g., critical technologies, health, renewable energy)—with compelling evidence of impact and leadership.

• Priority 4 – Candidates with exceptional and outstanding achievements in a Tier Two sector:
  • Agri-food and AgTech
  • Defence Capabilities and Space
  • Education
  • Financial Services and FinTech
  • Infrastructure and Transport
  • Resources

  What it mean: Tier 2 sector achievers. Applicants with exceptional achievements in Tier 2 sectors (broadly supportive to the national innovation ecosystem, such as Agri-Food/AgTech, resources, infrastructure, education, etc.). These still demonstrate meaningful economic or societal contributions.

What July and September invitations looked like — Expert interpretation

July invitations: In practice, July rounds typically reflected a mix of high-priority cases (Prioity 1 and 2). Robust Tier 1/2 submissions that clearly aligned with current national priorities. The volume may vary, but high-caliber profiles with verifiable impact and international recognition tended to be favored for invitations.

September rounds often continued the pattern of prioritizing strong Priority 1-2 cases, with a healthy share of Tier 1 sector accomplishments in the mix. For applicants, this underscored the importance of tight alignment to NIV priorities and the strength of the documentary evidence supporting exceptional and outstanding achievements.

Your Migration Strategy Matters

As mentioned, we will provide a few tips to strengthen your profile, read through the items below to help you start:

• Prepare with the priorities in mind: Your EOI should explicitly map each achievement to the NIV priority framework. Even if the exact round numbers aren’t published in real time, a well-structured narrative that links your work to Priority 1–4 will improve your positioning in any monthly batch.
• Evidence is king: Gather and curate robust, verifiable documentation—international awards, leadership roles, significant patents or publications, high-level collaborations, and evidence of tangible impact. The stronger the evidence, the more compelling the invitation case becomes.
• Don’t forget the nomination angle: If applicable, state or territory nominations can complement NIV eligibility and increase your exposure to invitation rounds in the right cycle. Aligning any nomination with NIV priorities can be advantageous.
• Stay ready for the full application: An invitation triggers the actual application, which requires comprehensive documentation, references, and detailed narratives. The better prepared the applicant, the smoother the transition from invitation to lodge.

A Sneak Peak Through JS Migration’s Practical Plan

• Do a priority-by-priority audit: Create a one-page map that ties each achievement to Priority 1 through Priority 4. This helps you quickly adjust EOIs if needed and stay focused on what the department is looking for.
• Build a ready-to-submit documents: Assemble core documents now—identity proof, evidence of awards or recognitions, letters of nomination/support, and robust reference letters. Your future self will thank you the moment an invitation lands.
• Monitor and refresh: Regularly update your EOI with new achievements and ensure all attachments reflect your most current profile. Monthly invitation cycles mean timing can tip the balance in your favor if readiness is maintained.
• Consider parallel pathways: If state nominations or other visa streams align with a client’s profile, prepare those tracks in parallel where feasible to maximize opportunities.

If you’re aiming to stand out against other applicants and be ready to lodge the visa application the moment an invitation arrives, contact JS Migration now. We’re passionate about helping you craft your future in Australia.

If you’ve been watching the migration numbers, you know the game: the national cap stays at 185,000, skilled migration remains the main route, and state nominations are opening with tight interim allocations. The good news is; with the right strategy and expert guidance, your profile can rise to the top of the queue.

What’s Changing

The 2025-26 migration cap stays at 185,000 places, with most going to skilled applicants—about 132,200 places, which is roughly 71%. Family Stream sits at around 52,500 places, about 28%. State nomination streams are now active in several states, but they’re operating with interim allocations, so timing matters.

Why This Matters for You

Competition remains strong because the cap didn’t rise. Skilled migrants still have the edge, so a targeted strategy is essential. When states open their nomination rounds, the timing is everything—190 and 491 nominations are being released in different states (like NSW, Victoria, WA, ACT, and others). Some territories, such as the NT, are more restrictive under interim quotas, and WA may tighten further due to inter-state dynamics.

Regional Migration

If you’re aiming for New South Wales, interim allocations are open for 190 and 491, but the numbers are limited, so acting quickly helps. Victoria is open for 190/491 nominations, presenting a strong option if you can submit timely EOIs. Western Australia has an active interim allocation and can be favorable for in-demand occupations, though competition is high. In the ACT, the occupation list has been updated, so it’s important your role matches state criteria. The Northern Territory is operating under tighter interim quotas, so plan carefully and prepare thoroughly.

Practical Steps for Aspiring Migrants Like You

Now is the time to lodge and refresh your Expression of Interest so you’re ready when invitations start rolling in. Double-check that your occupation appears on the relevant state lists and meets each set of criteria. If you’re targeting a state with open nominations, secure your foothold early. Build a compelling profile with solid skill assessments, work history, language results, and complete documentation to speed up processing.

How JS Migration Helps

We run deep-dive eligibility checks tailored to your occupation and target state. Our EOIs are strategically aligned with current interim allocations to maximize your invitation chances. We map your profile to the best-fit states and streamline the required documentation. We also design a timeline that aligns with the latest state rounds and federal milestones.

Ready to position yourself for the 2025-26 opportunities? Talk to our migration specialists at JS Migration for a personalized, up-to-date assessment and a plan that fits your occupation, preferred state, and timing.

According to the Auditor-General Report No. 26 (2023-24), the Department of Home Affairs received more than 3,100 complaints about migration agents between 2018–19 and 2022–23, and referred several cases involving fraudulent conduct to the Australian Border Force.

Every year in Australia, hundreds — and likely thousands — of visa applicants fall victim to poor immigration advice or outright scams. If you’re standing at the starting line of your visa journey, you need to ask: How do I know the agent I’ll trust with my documents, my future and my money is legit?

The good news: you can check. And in doing so, you give yourself a far better chance of success.

Here’s your roadmap — with a friendly check-list and a deep dive into what to look for… using real-world examples and specific checks (including how to verify a MARN, what legitimate agents show on their website, and what red flags scream “run the other way”).

Step 1: The Golden Rule – Verify the MARN

The single most important check you can do: whether the person offering immigration help is a registered migration agent with the Office of the Migration Agents Registration Authority (OMARA).

Here’s how:

• Every registered agent has a Migration Agent Registration Number (MARN).
• You can go to OMARA’s “Search the Register of Migration Agents” page and enter the name, business name or MARN.
• If you find them: you’ll see their registration status, expiry date, and details. If you don’t find them — they’re not registered and you should treat that as a major red flag.

Why this matters: It’s illegal in Australia to charge for immigration assistance or advice unless you’re registered (or a lawyer/exempt person). So no registration = no protection.

Step 2: What a Legit Agent’s Website Should Show

Let’s use the team at JS Migration as an example of how a transparent, professional firm presents itself:

• We proudly identify ourselves as a registered and trusted migration agency, and we make sure our full contact details — including our Brisbane office address, phone number, and official email — are clearly available to everyone we assist.
• We describe our services clearly (visa subclasses they support, blog resources, FAQs) rather than vague promises.
• Our website invites questions and offers a consult.

By comparison, an agent with a website that simply says “We’ll get you a visa fast” or “Guaranteed success” — without names, physical address or firm details — is far more likely to be taking shortcuts or worse.

Step 3: Ask for Papers Before Paying Anything

Once you like what you see online and the agent passes the MARN check, make sure they provide you with a written service agreement. That agreement should include:

• The scope of work: what exactly they will do for you
• The fee schedule: how much you’ll pay, when, and for what stages
• Refund policy (if applicable)
• Who in the firm is responsible for your case

If you’re asked to pay large sums without any contract, or to transfer money to a private account, or you’re told “just pay now and we’ll deal with the agreement later” — get out. Legit agents will give clarity up front; dodgy ones try to hide the details.

Step 4: Beware the “Visa Approved Guarantee” Trap

Here’s something many applicants hear: “Pay us now and we’ll guarantee your visa.” Sounds great—but it’s false. Why?

• Even the best agent cannot control final decisions. The visa-granting authority (the Department of Home Affairs) assesses your eligibility.
• Promising “100% success” is a hallmark of deceit. Realistic agents talk about likelihoods, risks, what evidence is needed, not miracles.

Here at JS Migration you’ll find that we talk about strong cases, clear evidence, possible challenges — not “visa approved tomorrow”. That honesty is the mark of a professional.

Step 5: Look for a Human Connection (Not a Hard Sell)

A good migration agent will treat you like a person, not just a transaction. They will:

• Ask about you: your background, your goals, your preferences, your family situation.
• Explain alternatives and ask questions: e.g., “Have you lived in Australia before? Do you have work experience? What are your long-term plans?”
• Give you time, let you think, answer your follow-up questions.

If instead they rush you – “Sign today or lose your chance!”, “Must pay now!”, “We’ve got a special rate” – you’re likely dealing with an agent more interested in sales than your welfare. When someone is pushing you urgently to pay, your future may not be their priority.

Step 6: Double-Check Their History

Before signing on, do a bit of detective work:

• Google the agent’s name + “migration agent” + “reviews” or “complaints”.
• Check LinkedIn or professional networks: is there a legitimate profile, background and experience?
• Read testimonials — but also ask: are they verifiable? Are they specific?
• Look for any disciplinary decision or mention in media of misconduct. (OMARA publishes decisions.)

While very few agents behave badly, even one problem in the past is worth factoring in. The regulatory system has identified that while most agents are ethical, a small cohort is involved in unethical or criminal behaviour.

Step 7: Red Flags – The “Alarm Bells” Checklist

Here are the warning signs. If you spot one or more, you should pause and reconsider:

• They can’t or won’t provide a MARN or show you their registration.
• They promise “100 % visa approval” or “Guaranteed residency”.
• They ask for large sums upfront without clear explanation of services.
• They request payment to a personal bank account or via untraceable methods.
• Their website lacks a real address or full names; only a generic email or social-media contact.
• They say “you don’t need to provide proof” or “we have special access to the Department”.
• Their fees are far lower (or far higher) than market norms — unusually cheap can be just as risky as suspiciously expensive.

Remember: one red flag could be a misunderstanding; two or more is serious risk.

Step 8: What to Do If Something Goes Wrong

If you suspect the migration agent you used is illegitimate, or you’ve suffered from bad advice:

1. Check OMARA: Was the person registered at the time you engaged them?
2. Gather documentation: Invoices, emails, your application copy, payment receipts.
3. Report:
   • If they were registered and you believe they acted unethically: make a complaint to OMARA.
   • If they were not registered: you may report them to the Department of Home Affairs or local consumer protection/authorities.
4. Seek a registered agent now to review your case and help you recover or mitigate damage.
5. Keep all records: you may need them if your visa application is jeopardised.

The cost of ignoring a bad agent can be huge: lost fees, lost time, perhaps even lost visa eligibility.

Step 9: The Emotional Side – Trust Your Instincts

This isn’t just about forms and numbers. It’s about your future — your career, your family, where you live, your dreams.

When you step into an agent’s office or enter a Zoom meeting, you should feel heard, informed, respected. You should walk away from that conversation thinking: I understand what’s going to happen, I know what they’ll do, I know what I’ll need to provide, and I know what I’m paying for.

If instead you walk away feeling confused, unsettled, rushed or pressured — that’s your gut telling you to hold off.

Step 10: Quick Checklist to Carry With You

Before you sign anything or pay anything, ask:

• ✅ Can I find this person or business on the OMARA register?
• ✅ Do they show their name, MARN, office address and business contact?
• ✅ Have they given me a written service agreement explaining what they’ll do and what they’ll charge?
• ✅ Are they realistic about outcomes and transparent about challenges?
• ✅ Did I feel comfortable asking questions and getting clear answers?

If you tick all five — you’re probably on safe ground. If you’re missing one or more, take a step back and ask more questions — or look elsewhere.

Final Thoughts

The best migration journey is not always the fastest or cheapest. It’s the one built on honesty, expertise, and clear communication.

At JS Migration we believe every client deserves clarity before commitment. We’ll show you our MARN, explain what we’ll do for you, give you a service agreement, and treat you like a partner in your journey — not just a file number. Because when it comes to migration, legitimacy isn’t optional. It’s your strongest protection.