What Are the Key Migration Changes in 2024-25?
The Department of Home Affairs has introduced significant changes aimed at improving job mobility and enhancing the protection of visa holders against potential exploitation. The changes primarily impact conditions for employer-sponsored visa holders, allowing greater flexibility for workers to change jobs and ensuring they have more time to find a new employer if their sponsorship ends.
1. Extended Job-Seeking Periods
One of the most notable changes is the extension of the job-seeking period for TSS and subclass 494 visa holders. Under the previous regulations, workers had just 60 days to find a new sponsor if they left their job. This has now been extended to 180 days, giving sponsored workers more time to find a new employer without risking their visa status. This flexibility helps reduce the pressure on workers and allows them to find roles that are better suited to their skills and aspirations.
For healthcare employers, this extension can be a positive development, as it gives international workers more security when accepting positions. Knowing they will have a longer window to secure new employment if needed, international professionals may be more willing to take up roles in Australia’s healthcare sector.
2. Greater Flexibility for Employment
Another key update allows temporary visa holders to work for multiple employers during their job-seeking period. Previously, visa holders were limited in terms of employment during their 60-day window. Now, during the extended 180-day period, they can work for any employer in any job. This offers greater flexibility for healthcare workers to take on short-term or part-time positions while looking for permanent sponsorship.
Healthcare providers benefit from this flexibility as they can hire temporary or locum healthcare professionals while they undergo the formal sponsorship process. This change enhances staffing solutions during critical periods, such as those faced by rural or regional healthcare facilities where workforce shortages are more pronounced.
3. Stronger Protections Against Worker Exploitation
The changes also focus on protecting visa holders from potential exploitation, ensuring that employers meet all legal obligations regarding working conditions and wages. This is particularly important in sectors where international workers may be vulnerable due to limited knowledge of their rights in Australia. The government is committed to enforcing these protections through increased oversight and penalties for non-compliant employers.
For healthcare providers, this means it is essential to ensure that all visa sponsorship arrangements fully comply with Australian employment laws. Working with experienced migration agents or legal professionals can help employers navigate these regulations and avoid any potential issues.
How These Changes Impact Healthcare Providers
These changes offer several advantages for healthcare providers looking to hire international talent, particularly in regional and rural areas where workforce shortages are more acute.
1. Enhanced Job Security for International Workers
By extending the job-seeking period and allowing greater flexibility in employment, the changes make Australia a more attractive destination for international healthcare workers. This could lead to an increase in the number of skilled professionals considering Australia as a viable option for long-term employment in the healthcare sector.
Healthcare providers can position themselves as desirable employers by offering competitive compensation packages and clear pathways to permanent residency. The added job security provided by these visa changes may also help to retain workers who might otherwise have left the country due to job instability.
2. Easier Access to Short-Term Staffing Solutions
The flexibility allowing workers to take on multiple jobs during their job-seeking period can help address immediate staffing needs. Healthcare providers, particularly those in regional areas, can use this period to hire temporary or locum staff while going through the longer-term sponsorship process. This offers an opportunity to fill critical gaps in healthcare services without needing to commit to permanent sponsorship immediately.
3. Increased Emphasis on Compliance
With the increased protections for workers, healthcare providers must be diligent in ensuring that they comply with all regulations regarding employment conditions. This includes ensuring that workers are paid fairly and that their working conditions meet Australian standards. Failure to comply can result in significant penalties, as the government ramps up its efforts to protect visa holders from exploitation.
Healthcare employers should review their compliance practices regularly to ensure that they meet all legal requirements. Engaging with migration professionals who specialise in employer-sponsored visas can help ensure that healthcare providers are meeting their obligations under the law.
Strategic Considerations for Healthcare Providers
Healthcare providers who rely on international workers should consider several strategic factors when adapting to these changes:
1. Workforce Planning
With the extension of job-seeking periods and increased job flexibility, healthcare providers have an opportunity to rethink their workforce planning strategies. Temporary or locum staffing options can be integrated more effectively into long-term staffing plans, allowing healthcare organisations to manage workforce fluctuations with greater agility.
2. Attraction and Retention
The increased job security and flexibility offered to visa holders will make Australia a more attractive destination for international healthcare workers. Healthcare providers should take advantage of this by developing attractive recruitment strategies that highlight the benefits of working in Australia, including clear pathways to permanent residency.
Additionally, providing strong support systems for international staff—such as orientation programs, ongoing professional development, and assistance with navigating the visa process—can help to improve retention rates and ensure that healthcare organisations are able to maintain a stable workforce.
3. Compliance and Risk Management
As the government increases its focus on protecting visa holders from exploitation, healthcare providers must ensure that their employment practices are fully compliant with Australian laws. This includes regularly reviewing employment contracts, ensuring that workers are paid in accordance with legal requirements, and maintaining transparent records of all employment arrangements.
By working closely with legal and migration experts, healthcare providers can minimise the risks of non-compliance and avoid potential penalties that could harm their reputation and financial standing.
Conclusion
The recent changes to Australia’s employer-sponsored visa programs represent a significant step towards creating a more flexible and secure environment for international workers. For healthcare providers, these changes offer new opportunities to attract and retain skilled international talent, particularly in regional and rural areas where workforce shortages are most acute.
By taking advantage of the extended job-seeking periods, increased job flexibility, and enhanced protections for workers, healthcare providers can strengthen their workforce and ensure that they are well-positioned to meet the growing demand for healthcare services in Australia.
Working with migration experts, such as SOLVi Migration, can help healthcare organisations navigate these changes and develop effective strategies for attracting and retaining international talent. Now is the time to reassess your workforce planning and ensure that your organisation is ready to take advantage of the opportunities these visa changes present.
About Rhea Fawole
Rhea’s passion to establish SOLVi Migration cane from 12 years of working in senior roles at the Australian Immigration Department, including in the Immigration Minister’s office. She also gained an abundance of government liaison and Australian government policy experience in other agencies.
SOLVi Migration has been founded with a vision to collaborate with Australian businesses and skilled workers who want to migrate to Australia.