Visa Changes You May Have Missed: What Temporary Skilled Workers Need To Know
We’ve had a few questions on this recently from clients and candidates, so we thought we would bring this to light for anyone else who may have missed it.
Mid-2024 brought important updates to visa conditions 8107, 8607 and 8608 as part of the Australian Government’s Migration Strategy. Now that we are at the end of 2025, many employers, marketing teams and recruitment agencies in Sydney are only just realising how these changes impact hiring, sponsorship obligations and candidate mobility.
If you hire globally, or you are a visa holder navigating the marketing or creative job market, here is what you need to know.
Why the visa rules were updated
The updates are part of a commitment to reduce worker exploitation and improve labour mobility. This affects sponsored workers on:
Temporary Work (Skilled) visa subclass 457
Temporary Skill Shortage visa subclass 482
Skilled Employer Sponsored Regional (provisional) visa subclass 494.
These visa subclasses are common across marketing, creative, digital and advertising agencies in Sydney, especially where roles are niche or highly specialised.
More time to find a new employer
One of the most significant changes is the increased time allowed for visa holders who stop working for their sponsoring employer. Under the new 482 visa changes 2024, 457 visa rules and 494 visa changes, temporary skilled workers now have:
Up to 180 days at a time, or
A total of 365 days across the visa period
...to find a new sponsor, apply for a different visa or arrange departure.
Periods of unemployment before 1 July 2024 do not count toward these limits.
For employers in Sydney who engage recruitment agencies or are navigating candidate shortages, this increased flexibility can help fill marketing roles quickly without breaching sponsorship obligations.
Ability to work for other employers
While searching for a new sponsor, visa holders can now legally:
work for another employer, even outside the occupation listed in their approved nomination, and
support themselves while transitioning between roles.
However:
work with the sponsoring employer must cease before taking another job (unless exempt)
if continuing with the original sponsor, the visa holder must remain in the nominated occupation
licensing or registration requirements for the occupation must still be met.
This means a sponsored marketer, designer or digital specialist can take temporary work elsewhere to stay financially stable while securing their next sponsored role.
Employer obligations remain the same
Sponsors must continue to notify the Department of Home Affairs within 28 days of:
a sponsored employee resigning
ceasing sponsorship
any change that affects their sponsorship obligations.
This remains true whether you run a marketing team, creative agency or are hiring through a recruitment agency in Sydney.
What this means for companies hiring in 2025
For businesses looking to hire skilled marketing or digital talent, especially in competitive markets like Sydney:
sponsored candidates are now more mobile
there is less pressure on visa holders to accept unsuitable roles
recruitment timelines may improve because sponsored workers can start sooner when legally eligible
At Stopgap, we help clients understand these rules alongside the real-world hiring landscape. Whether you are a marketing director, agency owner or HR partner, we can support you through compliant and strategic hiring.
What this means for candidates
If you are on a 457, 482 or 494 visa, the new conditions give you stability and breathing space. You can:
change employers more confidently
work outside your nominated occupation while transitioning
take time to find the right marketing, digital or creative role.
Always check any occupation-specific licensing requirements and seek advice from a registered migration agent for individual situations.
FAQs
1. What are visa conditions 8107, 8607 and 8608?
These conditions apply to sponsored workers on the 457, 482 and 494 visas. They regulate how long you can be without a sponsoring employer, whether you can work for another employer and how you must comply with licensing and occupation rules. The visa condition 8107, visa condition 8607 and visa condition 8608 updates from July 2024 significantly improve mobility and protection for skilled migrants.
2. How long can I be unemployed on a 482 visa?
Under the new 482 visa changes 2024, you can now be unemployed for up to 180 days at a time, or 365 days in total across your visa period, while you look for a new sponsor or apply for a different visa.
3. Can I work for another employer on a 482 visa?
Yes. You can work for another employer while seeking a new sponsor, even in a different occupation to your nomination. This applies to 457 and 494 visa holders as well. You must first stop working for your sponsoring employer unless exempt.
4. What are employer obligations under the new sponsorship rules?
Sponsors must notify the Department of Home Affairs within 28 days of any changes, including a visa holder resigning, ceasing employment or any circumstance that affects sponsorship. These obligations still apply to marketing agencies, creative agencies, digital teams and all standard business sponsors.
5. Do the new rules apply to 457 visa holders?
Yes. The changes apply to existing and new visa holders across the 457, 482 and 494 subclasses. Any gaps in employment before 1 July 2024 do not count toward the new time limits.
6. How do these changes affect recruitment in Sydney?
Recruitment in Sydney, especially for marketing, digital and creative roles, may become more efficient. Visa holders can now transition more smoothly, and employers using recruitment agencies in Sydney, marketing recruitment agencies or recruitment marketing agencies may see greater talent mobility and faster hiring cycles.
7. Can I change employers while staying in the same nominated occupation?
Yes. If you continue with your original sponsor, you must remain in the nominated occupation. If you switch employers entirely, you can work in other occupations temporarily while arranging new sponsorship.
8. Where can I get help understanding the new visa rules?
For immigration advice, speak with a registered migration agent. For navigating the marketing, advertising and creative job market, Stopgap can help with insights, recruitment support and up-to-date guidance for both employers and candidates.
It’s also worth noting that the Working Holiday Visa (WHV) program saw changes last year, specifically for UK and Northern Ireland citizens. Under the Australia-UK Free Trade Agreement, eligible applicants now benefit from expanded age limits and simplified pathways, giving young professionals more flexibility to live and work in Australia.
If this applies to you or your team, you can read more here:
