Industry Labour Agreements in Australia: Full Guide for Employers
Industry Labour Agreements (ILAs) are special arrangements between the Australian Government and specific sectors experiencing ongoing labour shortages. These agreements allow approved employers to sponsor overseas workers in designated occupations when standard visa pathways do not meet the industry's workforce needs.
If you're an employer or HR manager navigating complex migration rules, ILAs can offer a targeted solution. 👉 Book a free discovery call to discuss how your business can benefit.
Key Takeaways
ILAs support industries with chronic labour shortages by allowing access to overseas workers under agreed terms.
Each agreement covers specific occupations, visa subclasses (usually 482, 494, and 186), and may include concessions on age, English, or salary.
Terms are non-negotiable and differ by industry.
Some industries require union MoUs or endorsements from peak bodies.
Most agreements provide a pathway to permanent residency.
What Is an Industry Labour Agreement?
An Industry Labour Agreement is a pre-negotiated immigration arrangement between the Department of Home Affairs and a particular industry or sector. These agreements are created when the standard skilled visa programs don't sufficiently meet workforce needs and where there's evidence of sustained shortages.
Each agreement includes:
A defined list of eligible occupations
Specific visa subclasses available
Minimum salary, qualification, and English language requirements
Details of any concessions available (e.g. lower English or experience)
Employers within these sectors can access the ILA without negotiating individual terms but must meet all the set conditions.
Industries Covered by Labour Agreements & Comparison Table
| Industry | Eligible Occupations | Visa Options | Key Requirements & Concessions | PR Pathway |
|---|---|---|---|---|
| Aged Care | Direct care roles (e.g. Aged/Disabled Carer, Personal Care Assistant) | 482, 186 | MoU with unions, English concessions, skills assessment if overseas-qualified, full-time work | Yes |
| Advertising | Advertising Specialist, Copywriter, Graphic Designer, etc. | 482, 186 | Endorsement from MFA & ACC, $85K min salary, English and experience requirements | Yes |
| Dairy | Senior Dairy Cattle Farm Worker, Dairy Cattle Farm Operator | 482, 186 | Regional concessions, full-time work, minimum experience | Yes |
| Fishing | Deck Hand, Ship’s Master, Master Fisher, etc. | 482, 186, 494 | Sea-time logs, English based on region, safety certs, full-time pay | Yes |
| Horticulture | 31+ occupations (e.g. Growers, Engineers, QA roles) | 482, 186, 494 | English & skill concessions, VETASSESS for some roles, regional allowances | Yes |
| Meat | Skilled Meat Worker (slaughter, boning, slicing tasks) | 482, 186, 494 | MINTRAC skill verification, salary top-ups, regional age exemptions | Yes |
| Pork | Senior Stockperson (Piggery) | 482, 186, 494 | AQF cert or 5 years’ experience, English and regional concessions | Yes |
| Restaurant (Premium Dining) | Chef, Cook, Café/Restaurant Manager, Trade Waiter | 482, 186, 494 | $2M turnover, wine list, English & experience; specialised roles | Yes |
| Minister of Religion | Minister of Religion, Religious Assistant | 482, 186 | Ordination or structured training, vow of poverty exemptions, English concessions | Yes |
| On-hire | Any 482-eligible occupation placed with third party | 482 | Must remain direct employer, 20% above TSMIT, contract requirements | Limited |
How to Apply for an Industry Labour Agreement
If you're an employer wanting to sponsor overseas workers under an ILA, you'll need to:
Confirm eligibility: Ensure your industry has an approved ILA.
Check occupation: Verify that the occupation is included in the agreement.
Meet endorsement or MoU requirements: Some industries (e.g. aged care, advertising) require endorsements or union agreements.
Lodge a nomination: Once approved to access the agreement, you can nominate workers under the relevant visa subclass.
Comply with terms: Employment must be full-time, meet salary thresholds, and conform to Australian employment law.
Helpful link:
Home Affairs – Industry Labour Agreements
Benefits and Risks of ILAs
Benefits
Addresses genuine labour shortages in critical sectors
Streamlined access to skilled workers in niche roles
Permanent residency pathways available in most agreements
Industry-specific terms – more tailored than general skilled migration programs
Concessions available – English language, salary, experience, or age
Risks & Considerations
Fixed terms – no room to negotiate once agreement terms are published
Compliance required – non-compliance can lead to visa cancellation or sanctions
MoUs and endorsements – may add complexity for some industries
Not available for all businesses – only accessible to approved industries
What If Your Industry or Occupation Isn’t Covered?
If your business operates in an industry not currently covered by an Industry Labour Agreement (ILA), or if the occupation you want to sponsor is not listed under an existing ILA, there is still a solution.
You may be eligible to apply for a Company-Specific Labour Agreement – a custom agreement negotiated directly between your business and the Department of Home Affairs.
Company-Specific Labour Agreements: Tailored Solutions for Unique Skill Needs
A company-specific labour agreement is designed for employers who:
Have genuine, ongoing skill shortages not addressed by ILAs or other programs (e.g. DAMA or project agreements),
Require occupations that are not available on the standard skilled occupation lists,
Can make a strong, compelling business case for needing overseas workers.
What You’ll Need to Show
To access a company-specific agreement, your business must demonstrate:
Exceptional need that can’t be filled by the local labour market,
Extensive recruitment efforts that have failed to find suitable Australians,
A detailed position description, including specific tasks and skill levels,
That nominated roles align with ANZSCO skill levels 1–4 (level 5 in rare cases for regional employers).
Workers you nominate must typically meet:
ANZSCO skill and qualification requirements,
Any relevant licensing or registration standards in Australia.
Concessions Available
Depending on your business case, the following visa concessions may be available:
English language requirements,
Salary thresholds,
Work experience (e.g. reducing the number of years required).
You can also request a permanent residency pathway through the:
Employer Nomination Scheme visa (subclass 186) – including age concessions,
Skilled Employer Sponsored Regional (Provisional) visa (subclass 494) – for regional employers.
However, the Department will only grant concessions if they do not create unequal employment conditions compared to Australian workers.
Employer Eligibility Requirements
To apply for a company-specific labour agreement, your business must:
Be registered and operating lawfully in Australia for at least 12 months,
Be financially viable, with evidence from a CPA or chartered accountant,
Have no adverse compliance history or ongoing investigations,
Employ overseas workers in less than one-third of your total workforce,
Have a plan to train and upskill local workers over time.
Stakeholder Consultation Required
You must consult with key stakeholders before submitting your request. These may include:
Relevant industry bodies,
The applicable union(s),
Local community groups (such as schools or health providers, if affected).
Provide stakeholders with details including:
Number and occupations of overseas workers,
Proposed work location(s) and salary,
Concessions requested,
Plans for upskilling Australian workers.
You must allow 10 working days for a response, and follow up with an additional 5 working days if there’s no reply. A detailed summary of this consultation must be submitted with your application.
Temporary Company-Specific Agreements for Hospitality
There is currently a temporary company-specific labour agreement available for the hotel and accommodation industry, including in-house food services. These arrangements were introduced to support post-COVID-19 recovery and are subject to review after 12 months.
For more details, visit the Department of Home Affairs website.
Frequently Asked Questions
How long do Industry Labour Agreements last?
ILAs remain in effect for multiple years but may be updated. Employers must always check the current version to ensure compliance.
Can any employer access an ILA?
Only employers operating within the covered industry—and who meet the set requirements—can sponsor under an ILA.
What visas are available under ILAs?
Most ILAs allow sponsorship under the following visas:
Subclass 482 (Skills in Demand)
Subclass 494 (Skilled Employer Sponsored Regional)
Subclass 186 (Employer Nomination Scheme)
Do ILAs offer permanent residency?
Yes, most provide a pathway to permanent residency via subclass 186, usually after meeting certain conditions (e.g. years of experience in Australia).
What if my industry doesn’t have a labour agreement?
If your industry isn’t covered by an existing Industry Labour Agreement, you may still be eligible to sponsor overseas workers through a company-specific labour agreement. This is a tailored agreement negotiated directly with the Department of Home Affairs, allowing businesses to fill niche roles not addressed by standard programs. You'll need to demonstrate strong evidence of skill shortages and failed recruitment efforts.
Can I nominate an occupation that’s not on the skilled occupation list?
Yes – but only under a company-specific labour agreement. You must show there’s a genuine business need for the occupation and that no suitable Australians are available. The position should match ANZSCO skill levels 1–4 (or level 5 in some regional cases).
What visas can I access under a company-specific labour agreement?
You can typically nominate workers for:
Skills in Demand visa (subclass 482)
Skilled Employer Sponsored Regional visa (subclass 494)
Employer Nomination Scheme visa (subclass 186) for permanent residency
You can also request concessions to English, salary, work experience, and age—if justified.
How long does it take to negotiate a company-specific agreement?
It varies depending on your application quality, stakeholder consultations, and Department processing times. A well-prepared application with strong evidence and stakeholder support will move faster.
Can I get permanent residency for my workers?
Yes. Both subclass 186 and subclass 494 visas offer permanent residency pathways. You can also request age concessions where applicable—especially for regional roles.
Ready to Sponsor Skilled Workers? Let’s Find the Right Path for Your Business
Whether you're in an industry covered by an existing Industry Labour Agreement or you need to negotiate a Company-Specific Labour Agreement for a niche occupation or unmet skills shortage—One Planet Migration can guide you through the entire process.
Our team will help you:
Understand your eligibility and visa options
Navigate endorsement or union consultation requirements
Prepare a strong business case
Access permanent residency pathways for your workers
👉 Book your free discovery call today and take the next step toward solving your workforce challenges—efficiently and compliantly.
Disclaimer:
This article contains general information only and does not constitute legal advice. Although we strive to provide accurate and useful information, the nuances of Australian immigration law demand personalised advice from legal professionals. Given the dynamic nature of migration regulations, it is essential to consult with experienced immigration experts for your specific circumstances.
