In response to the COVID outbreak, governments all around the world have clamped down on borders in order to stem the transmission of the virus. Australia is no exemption. Having a well-developed immigration program means that failure to comply with obligations (for both visa holder and visa sponsors) can have significant ramifications. Despite a shifting immigration landscape, this article attempts to provide some clarity on what can and cannot be done (noting that this article is current as at 30 March 2020).
For organisations and employees who are using 457 / TSS visas, it is important to be aware of the various visa conditions and sponsorship obligations designed to ensure continuity as well as a balanced fairness between the employee, the sponsor and the Australian labour force.
This article focuses on the visa holder side, but we’ve also written a corresponding article for employers (see here).
1. What are the considerations?
Generally speaking, a 457 / TSS visa holder must be aware of three things:
- the expiry date of their visa
- that they must work only in the occupation (the nominated occupation) nominated by the sponsor and
- that they must not cease employment for more than 60 days
2. What does it mean to cease work?
A 457 / TSS visa holder is considered to have ceased employment if the employer, or employee, gives written notice that employment will cease and that date has passed. That is clear enough. But in the time of COVID-19 where shut downs and restrictions wreak havoc with business operations, a sponsor may seek to renegotiate terms of employment. With respect to 457 / TSS visa holders, it is worth considering whether or not visa holders would be in breach of their visa conditions by agreeing to work part-time or seek leave without pay (LWOP).
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LWOP |
Part time work |
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TSS visa holders on unpaid leave (e.g. study or sabbatical leave, recreational or holiday leave without pay, sick leave without pay, maternity and/or paternity leave and / or parental/carer/personal leave), are not considered to be in breach of condition 8607 solely on the basis of this unpaid leave. This is because these visa holders may be considered to continue to be employed by the sponsor (although not working or receiving a salary). Under policy, this period generally should not exceed 3 months unless:
For further information, it is crucial you review the sponsorship obligations in the corresponding employer page. |
While a TSS visa holder is not considered to have ceased work if they commence part-time work arrangements, sponsors must ensure that they are meeting their sponsorship obligations where part-time arrangements are put in place. For further information, see sponsorship obligations in the corresponding employer page.
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3. What are the considerations if you are currently overseas?
From 9pm AEDT 20 March 2020, only Australian citizens, permanent residents and New Zealand Citizens who are usually resident in Australia are permitted to travel to Australia. Immediate family members of the aforementioned and temporary visa holders can only enter if they obtain an exemption prior to travel. You can find more information in relation to travel restrictions here.
In summary, the Commissioner of the Australian Border Force (ABF) may consider an additional exemption in relation to the travel restrictions currently in place for people:
- travelling at the invitation of the Australian Government or a state or territory government authority for the purpose of assisting in the COVID-19 response
- providing critical or specialist medical services, including air ambulance, medical evacuations and delivering critical medical supplies
- with critical skills required to maintain the supply of essential goods and services (such as in medical technology, critical infrastructure, telecommunications, engineering and mining, supply chain logistics, agricultural technology, food production, and the maritime industry)
- delivering services in sectors critical to Australia’s economic recovery (such as financial technology, large scale manufacturing, film and television production and emerging technology), where no Australian worker is available
- whose entry would otherwise be in Australia’s national interest, supported by the Australian Government or a state or territory government authority.
If you think you meet one of the exemptions, you can apply through here.
The following table then sets out the impact of various situations that could occur whilst you are offshore:
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Retain employment |
Cease employment |
Visa expires |
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As long as you maintain your employment, your visa will remain valid until expiry and you can return to Australia once the travel restriction are lifted (or if you meet an exemption). |
If whilst holding your visa your employer ceases your employment, you will have 60 days in which to find a new sponsor (or your visa is liable to cancellation and you will require a further visa to travel to Australia).
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If you are outside of Australia and your visa expires, you would need to obtain a further visa to enter Australia. This can include:
If you need to return to Australia temporarily once travel restrictions are relaxed (for example to collect your belongings), you may consider applying for a Visitor (Subclass 600) visa. Generally speaking, you would need to demonstrate that:
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4. What are the considerations if you are currently in Australia?
Due to the current state of affairs, many businesses are shifting to remote working or even shutting down. Although working remotely is permissible on a 457/TSS visa the following table sets out the impact of various circumstances that could occur whilst you are onshore:
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Retain employment |
Cease employment |
Visa expires |
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As long as you are in Australia and you can maintain your employment, you may remain in Australia for the duration of your current employer sponsored visa. |
If whilst holding your visa your employer ceases your employment, you will have 60 days in which to find a new sponsor (or your visa would be liable to cancellation) or obtain a further visa.
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If you are in Australia and your visa is about to expire, you need to ensure you obtain a further visa to remain onshore. In most cases, this might be as simple as a further TSS visa. However, this may not be possible if your employer chooses not to sponsor you. In these circumstances, you can consider a number of visas which can include:
If you need to remain in Australia temporarily until travel restrictions are relaxed, you may also consider applying for a Visitor (Subclass 600) visa. Broadly speaking, you would need to demonstrate that:
The Department’s current temporary position is to apply the onshore Visitor visa policy expansively during the COVID crisis. It should be noted however, that Visitor visas do not have work rights. |
Please note that whether any of the above can be considered will vary significantly depending on the specifics of the situation. Please speak to your Hannan Tew adviser prior to undertaking any of the above.
Next steps
Due to the fluidity of the situation regarding COVID-19 and Australia’s borders, the above should be seen as a guide only. We strongly recommend you speak to your Hannan Tew adviser if any of the above applies to you. Feel free to contact us by email at [email protected] or phone +61 3 9016 0484 for a confidential discussion.
THIS DOCUMENT DOES NOT CONSTITUTE LEGAL ADVICE OR CREATE AN ATTORNEY-CLIENT RELATIONSHIP. PLEASE CONSULT AN IMMIGRATION PROFESSIONAL FOR UP TO DATE INFORMATION.
