For many skilled workers, a 482 or Skills in Demand (SID) visa is the first step towards building a long-term life in Australia. The Employer Nomination Scheme (ENS) Subclass 186, particularly the Temporary Residence Transition (TRT) stream, remains a key pathway to permanent residency. Recent changes to how work experience is counted have made timing more sensitive, especially for people who change employers or juggle different roles.
This article sets out the main points in straightforward language so you can better understand how the new settings affect your plans. It is general information only and not a substitute for tailored legal advice.
How the 482/SID to 186 TRT pathway works
The 482 and SID visas allow Australian businesses to sponsor overseas workers where local recruitment falls short. Holders of these visas often look to the 186 TRT stream after a period of skilled employment with their sponsor. Under this pathway, applicants usually need a suitable occupation, at least two years of qualifying work with the sponsoring employer, and to meet age, English and other criteria set by the Department of Home Affairs.
Earlier reforms shortened the experience requirement from three to two years and opened access to more occupations. That change was widely welcomed, but the November 2025 amendments have shifted the focus from general experience to very specific, sponsor-linked employment.
What changed on 29 November 2025
From 29 November 2025, only work performed while you are employed by an approved work sponsor counts towards the two years of experience for 186 TRT purposes. Time spent working for a non-sponsoring business no longer contributes, even if you were lawfully employed in the same occupation. This includes periods when you were waiting for a nomination transfer to be approved after moving to a new employer.
The rule also tightens arrangements for certain previously exempt occupations, such as some medical practitioners and senior executives. These applicants can no longer rely on mixed sponsored and non-sponsored work to make up their required experience for applications lodged on or after that date.
Why your timeline now needs closer attention
These changes have made personal visa timelines more complex. Many workers used to think in rough terms: “Once I reach two or three years in Australia, I can apply for PR.” Under the new settings, what matters is not just the total time in the country but whether each month of employment was with an approved sponsor and aligned with the nominated occupation. It is not unusual for people to seek help from visa consultants Sydney when they realise that part of their work history no longer counts the way they expected.
Sponsorship continuity and job changes
SID rules give temporary workers more flexibility to change employers than older frameworks did, which can be helpful if workplace conditions or opportunities shift. The trade-off is that every change comes with paperwork and timing risks. If you start with a new employer before their sponsorship or your nomination is approved, you may be working lawfully for immigration purposes, yet that period might not contribute to your TRT experience requirement.
Keeping track of this can be challenging when you are juggling rosters, family commitments and financial pressures. Many people choose to sit down with a registered migration agent SydneyAustralia to review their work history, sponsorship dates and contract terms so that their expectations line up with the law.
Mapping your pathway with realistic dates
The most practical approach is to turn your plan into a timeline. Write down your visa grant date, each change of employer, and the date each nomination or sponsorship was approved. Then identify the point at which you will actually reach two full years of qualifying sponsored work. That date might be different from what you first assumed, particularly if you have changed jobs.
When the picture gets messy, many people start searching online for migration lawyer near me so they can sit across from someone who can look at payslips, contracts and department records and give specific guidance. That type of review can help you avoid last-minute surprises when your temporary visa is nearing expiry.
Sponsor issues, compliance and risk
The reforms also sharpen attention on sponsors themselves. If a sponsoring business fails to meet its obligations, loses approval or closes, the sponsored worker can be exposed to both visa risk and interruptions to their pathway towards permanent residence. For some, this may mean changing employers and starting a new sponsored period, which affects timing.
Where concerns arise about sponsor compliance, workers often want more detailed legal advice. Engaging a migration lawyer Sydney can be useful in situations involving complex employment structures, multiple worksites, or past compliance action by the Department of Home Affairs.
Working with your employer on a shared plan
Your employer’s willingness to nominate you for 186 TRT is just as important as your own plans. It helps to have clear conversations about when they expect to lodge a nomination, any conditions they may apply, and what they need from you in return. Some businesses prefer to work through a trusted visa agency Sydney that manages sponsorship, nominations and visa applications together, so HR teams are not left to interpret regulatory changes on their own.
Employers also benefit from forward planning. By understanding the 186 TRT rules, they can better retain valued staff, avoid gaps created by sponsorship lapses and anticipate workforce needs across several years.
Regional opportunities and alternative pathways
The shift in TRT rules also pushes some workers to consider alternative options. Regional visas, state-nominated skilled visas and employer-sponsored direct entry streams may suit people whose sponsored experience is fragmented or who face delays on the TRT route. These options come with their own criteria, including points tests, regional residence requirements and age limits, so they need careful comparison.
In some cases, combining employment planning with professional advice from visa consultants Sydney or similar specialists can reveal options that were not obvious at first glance.
Taking a more strategic view
The November 2025 changes have not closed the door on permanent residency for 482 and SID holders, but they do demand a more strategic approach. The key questions are now very specific: who is sponsoring you, from what date, and in which role? By keeping records in order, checking that your sponsor remains compliant, and planning your application around actual qualifying experience rather than rough estimates, you can move through the system with more confidence.
Permanent residency is still achievable for many temporary skilled workers. What has changed is the amount of attention you need to give to the details along the way.
