Employer Nomination Scheme (Subclass 186): Your Pathway to PR
Current as at 3 July 2026. Fees and thresholds reflect the 1 July 2026 settings (FY2026-27). The charge in force at lodgement and the threshold in force at nomination apply — confirm the current figures at immi.homeaffairs.gov.au before you lodge.
The Employer Nomination Scheme (subclass 186) is a permanent visa. Where the Skills in Demand (482) gets a skilled worker into a role temporarily, the 186 is how an employer keeps that worker for good — a direct route to permanent residence built around a genuine, ongoing position. For 2026-27 it is the pathway of the year: the Employer Sponsored category was lifted to 58,040 places, the largest allocation in the permanent Migration Program, and the 186 sits at the heart of it.
This guide explains how the 186 works, the two streams you can nominate under — Direct Entry and Temporary Residence Transition — and how to choose between them. It is general information, not advice on your specific circumstances, but it should help both employers and workers understand the route.
How the 186 works
Like the 482, the 186 is a two-part process. The employer nominates a full-time, ongoing position (generally at least two years) and the worker applies for the visa against that nomination. The visa, once granted, is permanent: the holder can live and work in Australia indefinitely, sponsor eligible family members, access Medicare, and apply for citizenship once the residence requirement is met. The core question for most applicants is which stream to use.
Direct Entry vs Temporary Residence Transition
| Feature | Direct Entry stream | Temporary Residence Transition (TRT) stream |
|---|---|---|
| Who it suits | Workers new to the sponsor or coming from offshore, without a long 482 history with the employer | Workers already employed by the sponsor on a 482 (or older 457) visa transitioning to PR |
| Work experience | Generally at least three years of relevant work experience | A qualifying period of full-time employment with the sponsor while holding the temporary visa (see below) |
| Skills assessment | Generally required | Generally not required where the qualifying employment period is met in the nominated occupation |
| Occupation list | Occupation must be on the applicable occupation list (CSOL) | Builds on the occupation already approved for the temporary visa nomination |
| Age | Generally under 45 at application, subject to exemptions | Generally under 45, subject to exemptions (some long-standing temporary residents may fall within exemptions) |
Requirements are set by the Migration Regulations and departmental policy and are subject to exemptions and transitional arrangements. The qualifying-employment period and age exemptions in particular have been the subject of policy change — confirm the current settings before you rely on them.
Direct Entry: for workers without a long 482 history
Direct Entry is the route where the worker has not built up substantial employment with the sponsor on a temporary visa. Its distinguishing features are a higher work-experience bar (generally three years of relevant experience), a skills assessment requirement, and the need for the occupation to be on the applicable occupation list. It is the natural choice for a valued worker being brought straight into a permanent role — for example a senior hire recruited from offshore — rather than one who has already spent years with the business on a 482.
Temporary Residence Transition: rewarding an established relationship
The TRT stream is designed for workers who are already part of the business. Broadly, it rewards a worker who has completed a qualifying period of full-time employment with the sponsoring employer while holding a 482 (or older 457) visa, in the nominated occupation. Its attraction is that a separate skills assessment is generally not required, and the applicant is essentially continuing an occupation the Department has already accepted. This is why so many employers plan the 482-to-186 bridge from the very first temporary nomination.
A note on the qualifying period. The length of employment required to access TRT, and the associated settings, have been subject to policy adjustment. Because the exact period and any transitional rules can change, confirm the current requirement before you calendar a TRT lodgement — the difference of a few months can determine eligibility.
What it costs
| Cost | Amount (from 1 July 2026) | Notes |
|---|---|---|
| Visa application charge — primary applicant | $6,140 | Rose ~25% on 1 July 2026 (was $4,910) |
| Additional applicant 18+ / under 18 | $3,070 / $1,535 (indicative) | Confirm on the Home Affairs fee calculator |
| Nomination application | ~$540 (indicative) | Whether this rose on 1 July 2026 was not re-verified — confirm current fee |
| SAF levy — one-off, turnover under $10M / $10M or more | $3,000 / $5,000 | Long-standing statutory amounts; paid by the sponsor at nomination |
The SAF levy for a permanent nomination is a one-off amount (unlike the per-year levy on the 482) and is paid by the sponsor. Figures marked indicative should be confirmed against immi.homeaffairs.gov.au before you budget. You can model the full picture — visa charge, levy, and third-party costs like skills assessments and medicals — with our fee estimator.
Salary and the market rate
The 186 is tested against the same income framework as the temporary program: the nominated earnings must meet the relevant income threshold (the Core Skills Income Threshold, $79,499 from 1 July 2026) and the Annual Market Salary Rate for the role and location — whichever is higher. Because the threshold is indexed each 1 July, a 482 holder heading to a 186 nomination will be tested against the figure in force at that later nomination, not the one that applied when they first arrived. Budget for the higher number. We cover the threshold mechanics in detail in our companion post, New Skilled Salary Thresholds: CSIT $79,499 and SSIT $146,717 Explained for Employers.
Choosing your stream: a short guide
- Worker has spent a qualifying period with you on a 482? TRT is usually the simpler and cheaper path — no fresh skills assessment in most cases.
- Bringing someone straight into a permanent role, or the 482 history is short? Direct Entry, with a skills assessment and the three-year experience bar.
- Occupation dropped off the list since the original 482? TRT can be valuable because it builds on the already-approved occupation — one reason to plan the transition early.
- Approaching age 45? Check the exemptions carefully; timing can be decisive.
Frequently asked questions
Do I need a skills assessment for the 186?
Generally yes for Direct Entry, and generally no for TRT where you have completed the qualifying employment period in the nominated occupation. Because scope and exemptions change, confirm the requirement for your occupation before lodging.
Can I go straight to a 186 without ever holding a 482?
Yes — that is what the Direct Entry stream is for. You will generally need three years of relevant experience, a skills assessment and an occupation on the applicable list.
Is the 186 permanent from day one?
Yes. The subclass 186 is a permanent visa. There is no provisional stage, unlike some regional pathways. It leads towards eligibility for citizenship once the residence requirement is met.
Plan the pathway, not just the visa
We act for both employers and sponsored workers on the subclass 186 Employer Nomination Scheme and the wider employer-sponsored program — from stream selection and skills-assessment strategy to nomination drafting and salary benchmarking. If you are weighing Direct Entry against Temporary Residence Transition, or mapping a 482 worker’s route to permanent residence, book a consultation and we will chart the timing and evidence before you lodge.