If you’ve ever worked in an Advertising agency it’s more than likely you’ve worked alongside someone enjoying a working holiday visa. UK candidates were particularly prominent in CRM, digital and strategic roles over recent years, providing a turbo-boost of skills to local teams. From March this year the Federal Government changed the way Working Visas are managed in Australia. The 457 Visa is no longer and in its place is the Temporary Short Stay Visa (TSS). To understand the impact to Marketing and Advertising Industry we’ve consulted with migration experts Visa Essentials to outline how the new TSS visa will impact the employment of international talent.

Along with the new TSS Visa, the Australian Government also made changes to the Occupation List for visas. Do Marketing & Advertising roles feature on the list?

There’s still opportunity for international Marketing and Advertising professionals to work in Australia. The occupations of Sales & Marketing Manager, Advertising Manager, Advertising Specialist & Marketing Specialist remain eligible. However, it should be noted that these roles are only on the ‘short term list’ occupations and thus only available for 2 year TSS grants. 

What should employers consider if they would like to sponsor a candidate on a TSS Visa?

The key for employers is to allow extra time for the process of sponsorship. Companies that have previously employed overseas candidates would have fairly streamlined processes in terms of the visa process, however businesses now need to demonstrate that they have made effort to recruit an equivalent local candidate. Businesses should start “labour market testing” (evidence of attempts to recruit locally) as soon possible in the process. It’s also advisable to gain formal advice at this early stage so that you make sure your labour market testing is compliant with DOHA’s policy guidance.

Is it still worthwhile sponsoring an overseas candidate?

The recent changes to working visa’s do tend to suggest that the Australian Government would like businesses to think twice before employing overseas labour but there are instances where overseas talent can deliver significant business advantages such as overseas networks, market knowledge and advanced technical skills. For the right candidate it can still be a worthwhile process that is entirely manageable.

If you have a staff member already on a 457 Visa are there any impacts?

Existing 457 Visa holders can continue to keep their visa until it expires. If they want to stay beyond that time they need to consider if they can apply for a PR Visa. Alternatively, they will have to apply for a TSS Visa one the 457 Visa expires.

Anyone that held a 457 or had a pending application at 18 April 2017 are able to use the old law in relation to the PR transitional pathway (ie. 2 years with sponsor), until March 2022.

Whilst there are some significant changes to the Temporary Short Stay Visa, there still remains opportunity to work with international talent in the marketing and advertising sector. Businesses should seek guidance through the process, consider early labour market testing and more time to work through the process.