Sponsor Compliance Retainer

Obligation monitoring. Notifiable events identified and lodged within their deadlines. The single most common breach, removed as a category.

Records, kept audit-ready. Maintained in the prescribed form for the prescribed period, and producible on request without a scramble.

Nominations as you hire. New nominations and renewals prepared and lodged as part of the retainer rather than quoted each time.

Visa expiry tracking. A forward calendar of every sponsored worker’s expiry, with decision points flagged in advance — including when a permanent residence conversation should start.

Employers sponsoring more than a handful of workers, where the administrative load has outgrown whoever picked it up.

Labour-hire and on-hire sponsors, who carry sponsor obligations at a scale most in-house teams were never built for.

Businesses newly approved as sponsors, where nobody has done this before and the obligations are unfamiliar.

Usually one of three arrangements, all of which work until they don’t:

An HR manager doing it alongside their real job. Works until they are on leave when a notification falls due, or until they leave the business and the knowledge goes with them.

A migration adviser engaged per transaction. Fine for lodgements. Nobody is watching the obligations between transactions, which is where breaches happen.

Nothing in particular. More common than it should be, and usually discovered during a monitoring request.

Start with the free compliance health check

Retainers are fixed-fee, scoped in writing, and priced on the number of sponsored workers and the complexity of your arrangements. We quote after the health check, once we know what we are actually taking on.

Departmental charges for nominations and visas sit outside the retainer and are passed through at cost.