The Year Resets Today- from the desk of Phoenix Law & Associates

New Financial Year, New Employer Sponsored Visa Salary

Today is the day Australia’s migration system quietly resets itself. Salary thresholds move. Visa charges move. Review fees move. The 2026–27 Migration Programme opens for business with a different shape than the one it replaces. None of this happened with a press conference. All of it happened on schedule, exactly as the Federal Budget foreshadowed in May. For anyone with a visa application in train, a sponsored employee on the books, or a decision to make about when to lodge, 1 July is not a date to notice in hindsight — it is the date that determines which rules apply to you.

If you have a sponsored employee, a pending application, or a strategic decision to make in light of today’s changes, we encourage you to contact our office for tailored advice. CALL  +61731800908 | email – info@phoenix-law.com.au | Level 8, 320 Adelaide Street, Brisbane

KEY TAKEAWAY

From today, employer-sponsored visa salary floors rise by roughly 3.9 %  most visa application and review charges move up under standard indexation, superannuation must be paid on payday rather than quarterly, and the 2026–27 Migration Programme opens with a markedly different mix of places than the year just closed. Almost none of these changes carry a grace period. The rule that matters is the date of lodgement — not the date you started preparing.

The System’s Annual Reset Button

Every Australian visa programme runs on the same clock as the Commonwealth’s books. On 1 July each year, salary thresholds linked to wage growth re-index, government charges that are reviewed annually move, and a fresh allocation of permanent places becomes available under that year’s Migration Programme. In most years, this is a routine administrative event — a few hundred dollars here, a percentage point there, barely worth a client alert.

This year is different, not because any single change is dramatic, but because of how many land on the same day, against the backdrop of a Federal Budget that was explicit about its direction. The Budget handed down on 12 May 2026 confirmed an unchanged headline of 185,000 permanent places, but with a markedly reweighted internal structure — more places for people already onshore, fewer for offshore applicants, and a substantially expanded allocation for employer-sponsored migration. Today is the day that structure becomes operative.

Salary Thresholds Rise — and the Date You Lodge Decides Which Figure Applies

The most consequential change taking effect today is the annual indexation of the income thresholds that underpin employer-sponsored migration. Under Migration Regulation 5.42A, the Core Skills Income Threshold (CSIT) and Specialist Skills Income Threshold (SSIT) are indexed automatically each year against Average Weekly Ordinary Time Earnings — no fresh legislative instrument is required, which is precisely why this change arrives without fanfare and without exception.

THRESHOLD2025–26 (UNTIL 30 JUNE)2026–27 (FROM 1 JULY)APPLIES TO
Core Skills Income Threshold (CSIT)$76,515$79,499Subclass 482 Core Skills Stream, Subclass 186 (ENS)
Temporary Skilled Migration Income Threshold (TSMIT)$76,515$79,499Subclass 494 (Regional), Subclass 187 (RSMS)
Specialist Skills Income Threshold (SSIT)$141,210$146,717Subclass 482 Specialist Skills Stream

The increase amounts to approximately 3.9 per cent — broadly consistent with national wage growth, but enough to matter at scale. The governing rule is simple and unforgiving: the threshold that applies is the one in force on the date the nomination application is lodged — not the date negotiations began, not the date Labour Market Testing was completed, and not the date the visa is ultimately decided. A nomination lodged on 30 June is assessed against the old, lower figure even if it is decided weeks later. A nomination lodged today is assessed against the new figure, regardless of when preparation started.

For employers with borderline salaries

If a sponsored role — or a current 482 holder approaching a new nomination — sits between $76,515 and $79,499, that salary is no longer compliant for any nomination lodged from today. Meeting the CSIT or SSIT is also only a floor: the nominated salary must independently meet the Annual Market Salary Rate for the occupation and location, which in markets like Sydney and Melbourne frequently sits well above the statutory minimum.

The Quiet Compliance Change: Superannuation on Payday

Running alongside the salary threshold increase is a separate, equally significant compliance shift for every employer — not just sponsors. From 1 July 2026, employers must pay superannuation guarantee contributions at the same time as wages, generally within a short number of business days, rather than on the previous quarterly cycle. For businesses sponsoring overseas workers, this adds a cash-flow and payroll-system dimension to an already growing compliance load, and it sits alongside the Department’s existing sponsorship obligations around timely and correct remuneration. Non-compliance with superannuation obligations can also be relevant to a sponsor’s standing under the broader sponsorship obligations framework.

Employer-sponsored migration is the standout winner of this reset: the allocation has grown substantially year-on-year, reflecting the Government’s stated preference for channelling permanent places toward people already contributing to the Australian workforce. Regional visa allocations, by contrast, have been reduced significantly for 2026–27, a reallocation that regional employers and Subclass 494 hopefuls should factor directly into planning rather than assuming continuity with last year’s settings.

For skilled independent applicants, today also marks the point at which SkillSelect resets under the new programme year’s allocations, following the final, typically highest-volume invitation round of the outgoing year. Applicants who missed that round, or who are newly entering the points test pool, are now competing for places under a freshly opened — and differently sized — annual cap.

185,000 TOTAL PERMANENT PLACES129,590 ONSHORE ALLOCATION55,110 OFFSHORE ALLOCATION58,040 EMPLOYER-SPONSORED PLACES

WHAT YOU SHOULD BE DOING THIS WEEK– Practical Steps for the New Financial Year

If You Are an Employer Sponsoring Overseas Workers

›         Audit current and pipeline nominations against the new CSIT and SSIT immediately. Any role sitting below $79,499 (or $146,717 for specialist roles) is no longer compliant for nominations lodged from today.

›         Check payroll systems are ready for payday superannuation. The shift from quarterly to payday contributions is a live compliance obligation, not a future one, and intersects with your standing sponsorship obligations.

›         Reassess regional sponsorship strategy in light of the reduced 2026–27 regional allocation, particularly for Subclass 494 pipelines.

If You Have a Skilled or Points-Tested Application in Progress

›         Do not assume your current points score will remain competitive. With a Points Test review foreshadowed, lodging an Expression of Interest under the existing rules sooner rather than later removes one layer of uncertainty.

›         Check your skills assessment validity before relying on it under the newly opened programme year — many are time-limited and cannot be revived after expiry.

If You Are Preparing a Partner, Parent, or Family Application

›         Confirm the current visa application charge before lodging via the Department’s Visa Pricing Estimator — do not rely on figures quoted earlier in the year.

›         Treat decision-readiness, not cost-saving, as the priority. A higher charge on a complete, well-evidenced application remains a far better outcome than a lower charge on one that is refused.

DO NOT

Do not assume that because a change is described as “routine annual indexation,” it carries no consequence for you. A salary threshold increase of under 4 per cent can move a sponsored employee from compliant to non-compliant overnight. A visa charge increase of a few hundred dollars can be the difference that matters for a family already stretched by the cost of a multi-year application.

How Phoenix Law & Associates Can Assist

Phoenix Law & Associates advises employers, skilled applicants, and families across the full migration spectrum, and we are actively assisting clients through this year’s particularly dense 1 July reset. For employer sponsors, that means an immediate audit of salary compliance against the new CSIT and SSIT, and a review of payroll readiness for payday superannuation. For skilled applicants, it means strategic advice on EOI timing in light of the foreshadowed Points Test review. For families, it means ensuring that applications lodged under the new financial year’s charges are genuinely decision-ready, not simply lodged in haste.

If you have a sponsored employee, a pending application, or a strategic decision to make in light of today’s changes, we encourage you to contact our office for tailored advice. CALL  +61731800908 | email – info@phoenix-law.com.au | Level 8, 320 Adelaide Street, Brisbane. #EmployerSponsors #VisaHolders #phoenixlaw #brisbanelawyers #MultilingualLawyers #MigrationLaw #AustralianVisa

The Expanded Character Test: What Visa Holders Need to Understand Now

The migration provisions of the Combatting Antisemitism, Hate and Extremism (Criminal and Migration Laws) Act 2026, which commenced on 22 January 2026, are now fully operational. With $13.6 million allocated in the Budget for implementation, these are not paper changes — they are being actively administered.

The Act introduced new section 501(6A), which means the following conduct can now ground a visa refusal or cancellation — with no criminal conviction required:

  • Hate-motivated conduct directed at a person because of their race, religion, nationality, or other protected characteristic.
  • Membership of, or association with, a prohibited hate group — regardless of when that membership occurred, and regardless of whether the group was listed as prohibited at the time.
  • Making or endorsing statements involving the dissemination of ideas based on superiority over or hatred of a racial, religious, or ethnic group — including statements shared, reposted, or amplified online.

The threshold for ministerial action in relation to temporary safe haven visas (section 500A) has also been lowered from “would engage” to “might engage” in the relevant conduct. This moves the operative test from a finding of probability to a finding of possibility, significantly widening the scope for ministerial consideration.

“The new character grounds do not require a conviction, a charge, or even a formal investigation. They require the Department to be satisfied — on balance — that the conduct occurred. Visa holders and applicants should take this seriously now, before it becomes relevant.” — Phoenix Law & Associates — June 2026 Commentary

What Visa Holders Should Do

  • Review any existing or past group memberships — particularly of organisations with a political, religious, or ideological character — and consider whether any could be relevant to the new listing framework.
  • Be conscious of public statements and social media activity. Statements made on any platform — including private groups, messaging apps, and shared or reposted content — may be relevant.
  • If you have received any character-related notice from the Department, seek legal advice immediately. The timeline for responding to a Natural Justice letter is short, and the stakes of an incorrect response are severe.

Permanent Exclusion Risk:

A finding under section 501(6A) may trigger Special Return Criterion 5001, which operates as a permanent exclusion from Australia. This is not an outcome that can generally be reversed through a subsequent application. Early legal advice is always more effective than engagement after the fact.

How Phoenix Law & Associates Can Assist This Week

The three developments covered in this briefing all have time-sensitive dimensions. The 189 round runs this week. The salary threshold change takes effect at the start of next month. The character provisions are already live.

Phoenix Law & Associates is available to assist with Expression of Interest reviews and pre-invitation strategy for Subclass 189 applicants; nomination lodgement planning and salary compliance for employer sponsors ahead of the 1 July threshold increase; and confidential advice for visa holders with any exposure to the new character grounds under section 501(6A).

We also continue to assist clients across the full range of family visa pathways — partner, parent, and prospective marriage visas — where the Department’s April 2026 evidentiary expectations continue to apply.

If you have questions arising from this week’s briefing, contact our office to arrange a consultation. The migration environment rewards those who engage early.

CALL NOW +61731800908 or email – info@phoenix-law.com.au | Level 8, 320 Adelaide Street, Brisbane. #Subclass189Visa #phoenixlaw #brisbanelawyers #MultilingualLawyers #MigrationLaw

  PHOENIX LAW & ASSOCIATES — IMMIGRATION & VISA LAW Weekly
Immigration Briefing 5 June 2026  |  Client Alert & Commentary  |  Australia Immigration Intelligence  

Employer Sponsors PLEASE NOTE WELL

Salary thresholds for Subclass 482 and 186 visas rise from 1 July 2026. Nominations lodged before 30 June are assessed under current lower thresholds.

Salary Thresholds Rising from 1 July: The Nomination Timing Decision

Effective 1 July 2026, the minimum salary thresholds for employer-sponsored skilled visas will increase as part of annual indexation under Regulation 5.42A of the Migration Regulations. The updated figures reflect a 3.9 per cent increase on current thresholds.

Threshold2025–26 (Current)2026–27 (from 1 July)Increase
CSIT — Core Skills Income Threshold (Subclass 482 Core / 186 / 494)$76,515$79,499+$2,984
SSIT — Specialist Skills Income Threshold (Subclass 482 Specialist Skills stream)$141,210$146,717+$5,507

Critical Lodgement Date:

The threshold that applies is determined by the date the nomination application is lodged — not the date of assessment, and not the date the visa is granted. A nomination lodged before 1 July 2026 is assessed against current lower thresholds even if decided later. A nomination lodged on or after 1 July 2026 must meet the new higher figures.

What This Means for Employers

Employers currently mid-way through a recruitment process — particularly those who have advertised a role at a salary close to the existing $76,515 CSIT — face a straightforward decision: complete Labour Market Testing and lodge the nomination before 30 June or accept that the minimum salary for the sponsored role will need to increase in July.

The interaction with Labour Market Testing requirements is important. LMT must generally be completed before a nomination can be lodged. If advertising was completed at the current threshold rate and the nomination cannot be submitted before 1 July, the LMT itself may need to be re-run at the higher advertised salary. Employers should review their recruitment timelines this week.

Do Not Overlook:

Meeting the CSIT or SSIT is a minimum floor — not a safe harbour. Employers must also demonstrate that the nominated salary equals or exceeds the Annual Market Salary Rate (AMSR) for the occupation in the relevant location. In high-wage markets like Sydney and Melbourne, the AMSR regularly exceeds the CSIT.

CALL NOW +61731800908 or email – info@phoenix-law.com.au | Level 8, 320 Adelaide Street, Brisbane. #Subclass189Visa #phoenixlaw #brisbanelawyers #MultilingualLawyers #MigrationLaw

Applying for a visa can be a daunting and complex process, especially given the ever-changing immigration laws and regulations. In such circumstances, consulting with a migration lawyer is not just advisable but often crucial. Here, we delve into the importance of seeking the expertise of a migration lawyer when navigating the visa application process.

  1. Legal Expertise and Knowledge
    Migration lawyers specialize in immigration law and possess a deep understanding of the legal complexities surrounding visa applications. They stay abreast of the latest updates in immigration regulations, policies, and procedures, ensuring that applicants receive accurate and up-to-date advice tailored to their specific circumstances. This legal expertise is invaluable in navigating the intricate maze of visa requirements and ensuring compliance with relevant laws.
  2. Personalised Guidance
    Every visa application is unique, with each applicant facing their own set of challenges and considerations. Migration lawyers provide personalized guidance, taking the time to understand the individual circumstances of their clients and crafting strategies tailored to their needs. Whether it’s addressing potential eligibility issues, mitigating risks, or exploring alternative visa options, a migration lawyer can offer invaluable insights and advice to maximize the chances of a successful application.
  3. Mitigating Risks and Challenges
    Visa applications can be fraught with risks and challenges, from incomplete documentation to unforeseen legal hurdles. Migration lawyers help applicants identify and mitigate these risks, ensuring that their applications are thorough, accurate, and compliant with all relevant requirements. By anticipating potential pitfalls and addressing them proactively, migration lawyers help minimize the likelihood of delays, rejections, or other adverse outcomes.
  4. Navigating Complex Cases
    Some visa applications involve complex legal issues or unique circumstances that require specialized expertise to navigate effectively. Whether it’s addressing criminal convictions, previous visa denials, or other complicating factors, migration lawyers have the experience and knowledge to handle even the most challenging cases. They can devise creative solutions, advocate on behalf of their clients, and navigate complex legal processes to achieve the best possible outcome.
  5. Legal Representation and Advocacy
    In certain situations, visa applicants may encounter disputes, appeals, or other legal proceedings that require professional representation and advocacy. Migration lawyers act as advocates for their clients, representing them before immigration authorities, administrative tribunals, or courts as necessary. Their legal expertise and advocacy skills are invaluable in defending the rights and interests of visa applicants and ensuring that they receive fair treatment under the law.
    Conclusion
    Navigating the visa application process can be a daunting task, with numerous legal, procedural, and logistical hurdles to overcome. Consulting with a migration lawyer provides applicants with the expertise, guidance, and support they need to navigate this complex landscape successfully. From providing legal advice and personalized guidance to mitigating risks and advocating on behalf of their clients, migration lawyers play a vital role in ensuring the smooth and successful outcome of visa applications. Whether applying for a temporary visa, permanent residency, or citizenship, seeking the assistance of a migration lawyer can make all the difference in achieving one’s immigration goals.

Contact Phoenix Law & Associates – WE SPEAK YOUR LANGUAGE – https://www.phoenix-law.com.au/ Call 1800GETHELP. Level 8, 320 Adelaide St, Brisbane #BrisbaneLawyers #japaneselawyers #ChineseSpeakingLawyers #conveyancingbrisbane #BusinessLaw #FamilyLaw #family #Australia #romanian #pashtu

重要なお知らせ：2024年7月1日からビザ条件8107、8607、および8608に変更が適用されます！

オーストラリア政府は、特定のビザを保有している労働者の権利と生産性を向上させるために、ビザ条件8107、8607、および8608に重要な変更を加えます。以下は、2024年7月1日から適用される主要な更新情報です。

施工開始日:　2024年7月1日**

対象ビザ

  • 一時就労（技能）ビザ（サブクラス457）
  • 一時技能不足ビザ（サブクラス482）
  • 技能雇用主スポンサー地方（暫定）ビザ（サブクラス494）

主な変更点

就職移行期間の延長:
スポンサーとなる雇用主との雇用が終了したビザ保持者は、新しい雇用主を見つけるか、他のビザを申請するか、オーストラリアを出国するための手配をするための期間が延長されます。具体的には、

  • 一度に最長180日間、または
  • ビザの有効期間内で最大365日間

柔軟な就労:
移行期間中、ビザ保持者はスポンサー以外の他の雇用主のために働くことができ、関連するノミネーション申請における職種として選択されていない職業でも働くことができます。この変更により、ビザ保持者は新しいスポンサーやビザの手配をする間も雇用を維持するための柔軟性が提供されます。

スポンサーの通知:
スポンサーは、ビザ保持者の辞職やスポンサーシップの終了など、重要な変更があった場合、28日以内に当局に通知する必要があります。これにより、当局はビザ保持者の現在の雇用状況を常に把握することができます。

職業の一貫性:
ビザ保持者は、現在のスポンサーの下で働く間、指定された職種に留まらなければなりません。また、職種に関連する必要なライセンスや登録を守る必要があります。これにより、ビザ保持者がその分野の仕事で必要とされる専門的な技術基準を維持することが保証されます。

適用範囲:
これらの変更は、既存のビザ保持者と2024年7月1日以降にビザを取得する人の両方に適用されます。特に、2024年7月1日以前にスポンサーとの雇用を終了した期間は、新しい期間には含まれません。

これらの更新は、現在のオーストラリアの労働市場（労働力不足）を反映し、しかも特定のビザ保有者のビザ条件における重要な変化を意味し、ビザ保持者に対してより多くの柔軟性と安全性を提供する一方で、スポンサーがその義務を果たすことを確保することとなります。ご自身のビザがこの変更条件の適用範囲内であるかどうか等、ビザに関するご質問は当所まで。

Important Update: Changes to Visa Conditions 8107, 8607, and 8608 Starting 1 July 2024

The Australian Government has implemented significant changes to visa conditions 8107, 8607, and 8608, aimed at enhancing worker rights and productivity. Here’s an overview of the key updates that took effect from 1 July 2024:

Effective Date:
1 July 2024

Impacted Visas:

Temporary Work (Skilled) visa (subclass 457)

Temporary Skill Shortage visa (subclass 482)

Skilled Employer Sponsored Regional (provisional) visa (subclass 494) Key Changes:

Extended Time for Job Transition:
Visa holders who cease employment with their sponsoring employer now have increased flexibility to secure new employment or make alternative arrangements. They will have:

  • Up to 180 days at a time, or
  • A maximum of 365 days in total across the visa grant period

During this time, they can find a new sponsor, apply for a different visa, or arrange to depart Australia.

Work Flexibility:
During the transition period, visa holders can work for other employers, including in occupations not listed in their most recent sponsorship nomination. This change provides greater flexibility for visa holders to maintain employment while they secure a new sponsorship or visa arrangement.

Sponsor Notification:
Sponsors must inform the Department of any significant changes within 28 days. This includes situations where a visa holder resigns or when the sponsorship arrangement ceases. This ensures the Department is kept up-to-date with the current employment status of the visa holder.

Occupational Consistency:
Visa holders must remain in their nominated occupation while working for their current sponsor. They must also adhere to any required licenses or registrations relevant to their occupation. This requirement ensures that visa holders maintain the professional standards expected in their field.

Applicability:
These changes apply to both existing visa holders and those granted visas on or after 1 July 2024. Importantly, any periods during which a visa holder ceased working for their sponsor before 1 July 2024 will not count towards the new time periods.

Conclusion:
These updates represent a significant shift in visa conditions, providing greater flexibility and security for visa holders while ensuring sponsors meet their obligations. The extended time for job transition and increased work flexibility will likely be welcomed by many visa holders, offering them more time and options to secure their future in Australia.

It’s not always easy to gain an Australian Visa, so you do need expert advice – if there is a way we will find it. Phoenix Law & Associates speak Japanese fluently – and many other languages. Call 1800GETHELP. Level 8 , 300 Adelaide St, Brisbane #homeconveyancing #JapaneseLawyers #BrisbaneLawyers #Urdu #Hindi #Pashtu #Mandarin #Cantonese #Korean #Japanese #Portuguese #Romanian #FamilyLaw #spanish #immigration

비자 신청 비용 환불: 학생 및 워킹 홀리데이

호주 정부는 예방접종을 마친 학생들과 워킹 홀리데이분들이 가능한 빨리 호주를 여행할 수 있도록 인센티브를 제공하고 있습니다.

따라서 자격을 갖춘 학생 및 워킹 홀리데이/취업 및 휴가 비자를 소유하신 분들은 해당 비자와 관련하여 지불된 비자 신청 비용의 첫 번째 할부금을 환불 받을 수 있습니다.

적임성

학생의 경우 다음과 같은 경우에 해당이 된다면 해당 비자와 관련하여 지불한 비자 신청 비용을 환불 받을 수 있습니다:
• 귀하는 유효한 학생 비자 (500, 570, 571, 572, 573, 574 또는 575)를 소유.
• 2022년 1월 19일에서 3월1일 사이에 해당 비자로 호주로 도착.

워킹홀리데이 분들의 경우 다음과 같은 경우 해당 비자와 관련하여 지불한 비자 신청 비용을 환불 받을 수 있습니다:
• 귀하는 유요한 워킹 홀리데이/취업 및 휴가 비자 (417 또는 462)를 소유.
• 2022년 1월 19일에서 4월 19일 사이에 해당 비자로 호주에 도착.

환불청구
위에 설명된 자격 기준을 충족하면 현 사이트에서 계정을 만들고 로그인을 하실 수 있습니다.

환불청구을 신청하기 위해 서두를 필요는 없습니다. 귀하께서 학생 또는 워킹 홀리데이/취업 및 휴가 비자를 소지하고 비자신청 비용을 지불을 했으며 면제 또는 환불을 청구하지 않은 경우 지정된 기간 내에 해당 비자로 호주에 도착하면 환불 자격이 부여됩니다. 2022년 12 31일까지 언제든지 청구할 수 있습니다.

청구를 진행하기 전에 이름, 생년월일, 여권, 거래 참조 번호 (TRN) 밎 은행계좌 세부 정보와 같은 주요 식별 정보를 가지고 있어야 합니다.

저희는 가능한 빨리 귀하의 환불 요청을 처리하려 최선의 노력을 다할 것이지만, 개개인의 비자 소지자 마다 걸리는 시간이 다를 것입니다. 이러한 이유는 비자 소지자의 개별 사정에 따라 환불처리를 해야하며 정확한 사람에게 환불금을 지급해야 하기 때문입니다.

귀하께 필요한 정보가 더 필요하거나 환불금을 지불할 때 저희가 연락을 드리겠습니다.

환불을 더 빨리 받으시기 원하신다면 환불금을 해외 송금으로 통해 결제를 하기보다는 호주 은행 계좌나 유요한 신용카드로 결제하시는 것을 추천 드립니다.

비자신청 비용 환불에 대한 최신정보를 알고 싶다면 환불 받기 (homeaffairs.gov.au)를 방문해주시길 바랍니다.

International trade, migration or family law? You can rely on us. CALL US NOW +61 (07) 3180 0908 | 1800-GET-HELP |e; info@phoenix-law.com.au |Level 16 300 Adelaide Street, Brisbane QLD.

Devolución de los gastos de solicitud de visado: Estudiantes y portadores de Working Holiday Visa. (Refunds for Students and Working Holiday Makers arriving in Australia )

El Gobierno australiano ofrece un incentivo para que los estudiantes y los portadores del Working Holiday Visa que estén completamente vacunados viajen a Australia lo antes posible.

(If you are an eligible Student or Working Holiday Maker (WHM) visa holder and you arrive in Australia within a specified period you may also be able to claim a refund of the Visa Application Charge. For more information see Working Holiday Makers and Students. For further information about other refund provisions, see Getting a refund. )

Como parte de este incentivo, los titulares de visados de estudiante y del Working Holiday recibirán un reembolso del primer tramo de la tasa de solicitud de visado pagada en relación con ese visado.

Elegibilidad

En el caso de los estudiantes, serás elegible* a la devolución de la tasa de solicitud de visado pagada en relación con ese visado si:

• es titular de un visado de estudiante válido (subclases 500, 560, 570, 571, 572, 573, 574 o 575), y
• llega a Australia con ese visado entre el 19 de enero de 2022 y el 19 de marzo de 2022.

En el caso de los aplicantes del Working Holiday, usted tendrá derecho* a la devolución de la tasa de solicitud de visado pagada en relación con ese visado si:

• eres titular de Working Holiday/Work and Holiday válido (subclases 417 o 462), y
• llega a Australia con esa visa entre el 19 de enero de 2022 y el 19 de abril de 2022.

Cómo solicitar el reembolso

Si cumples con estos criterios de elegibilidad, puedes crear una cuenta y acceder desde esta página:
Visa Refund Portal – Visa Refund Portal (homeaffairs.gov.au)

No es necesario que te apresures a presentar tu solicitud. Siempre que sea titular de un visado de estudiante o del Working Holiday, haya pagado la tasa de solicitud de visado y no haya solicitado ya una exención o un reembolso, y llegue con ese visado dentro de los plazos especificados, podrá solicitar el reembolso. Puede presentar una solicitud en cualquier momento hasta el 31 de diciembre de 2022.

Para recibir el reembolso lo antes posible, es recomendable que lo ingrese en una cuenta bancaria australiana o en una tarjeta de crédito válida, en lugar de hacerlo mediante una transferencia internacional.

Póngase en contacto con nosotros inmediatamente para obtener más informaciones sobre migración y visa. Llame al 07 3180 0908 o 1800GETHELP e ; info@phoenix-law.com.au #visa #brisbane #studentvisa #workingholidayvisa #austrália

Temporary relaxation of working hours for student visa holders –

​​​​​​​​​Due to workforce shortages;

The Treasurer and the Minister announced this week that temporary arrangements have been put in place to relax the 40 hours per fortnight cap on working hours of Student Visa holders to assist with Australia’s economic recovery. The limitation has been lifted for work in any sector of the economy.

This temporary arrangement came into effect immediately in an announcement on 19 January 2022. These arrangements will be reviewed by the Government in April 2022.

While these measures are in place:

  • students must maintain their course enrolment, attendance and satisfactory progress

Home Affairs and the ABF will not:

  • cancel the visas of students working more than 40 hours per fortnight
  • not refer students for breaches of s235 of the Act related to working hours
  • not refer employers or labour-hire companies for investigation for allowing students to work in breach of their visa conditions

Further information is available on the Home Affairs website.    

Or talk to the PHOENIX LAW TEAM now. CALL 1800GETHELP See https://www.phoenix-law.com.au/ or email info@phoenix-law.com.au #phoenixlaw #propertylaw #familylaw #commerciallaw #queenslandlaw #homeaffairs  #immigrationlaw