Care providers can sponsor overseas workers through the standard 482 and 186 visas for CSOL roles (like registered nurses and allied health), and through the Aged Care Industry Labour Agreement (ACILA) for frontline direct-care roles — which offers concessions on salary, English and skills that the standard program doesn’t.
Workforce shortages in care aren’t easing, and for many providers overseas recruitment has moved from “nice to have” to “business-critical.” The good news: the migration system now has routes built for exactly these sectors. Here’s how they fit together in 2026.
Start with the standard pathways
For many allied health roles (physiotherapists, occupational therapists, speech pathologists) and registered nurses, the 482 Skills in Demand (Core Skills stream) does the job — provided the occupation sits on the Core Skills Occupation List and the salary clears the Core Skills Income Threshold ($79,423 from 1 July 2026) plus the market rate. After two years, those workers can transition to permanent residency via the 186 — a powerful retention tool where turnover is costly.
The Aged Care Industry Labour Agreement (ACILA)
Some frontline roles don’t fit the standard streams or salary settings. That’s where the Aged Care Industry Labour Agreement comes in. Introduced in 2023, ACILA operates under the Labour Agreement stream of the 482, with a pathway to the 186, and covers three direct care occupations:
Aged or Disabled Carer (ANZSCO 423111)
Nursing Support Worker (ANZSCO 423312)
Personal Care Assistant (ANZSCO 423313)
| Requirement | Standard 482 (Core Skills) | Under ACILA |
| Salary floor | $79,423 (from 1 Jul 2026) + market rate | ~$51,222 or market rate, whichever is higher |
| English | IELTS 5.0 each band | IELTS 5.0 (4.5 for CALD community-language); 5.5 for the 186 |
| Work experience | 1 year | No post-qualification experience for the 482; Cert III applies |
| Skills assessment | Occupation-dependent | Via ANMAC or Australian Community Workers Association |
| PR pathway | 2 years with the sponsor | 2 years in a direct-care role — work can be on any visa |
| Age (for 186 PR) | Under 45 (Direct Entry) | No age concession — under 45 still applies |
To use it, a provider first negotiates a Memorandum of Understanding (MoU) with a relevant union — the Australian Nursing and Midwifery Federation, the Health Services Union or the United Workers Union — which also satisfies labour market testing. The provider must be endorsed under the agreement before nominating.
Skills assessment Occupation-dependent Via ANMAC or Australian Community Workers Association
PR pathway 2 years with the sponsor 2 years in a direct-care role — work can be on any visa
Age (for 186 PR) Under 45 (Direct Entry) No age concession — under 45 still applies
The lower salary floor is a concession to reach genuinely hard-to-fill roles — not a licence to underpay. Aged care wages are still governed by the Aged Care Award and the market rate, and underpayment is both a Fair Work issue and a sponsorship breach.
NDIS and disability providers
Direct disability support can often be reached through the Aged or Disabled Carer occupation under ACILA. For roles or regions the standard program doesn’t cover, Designated Area Migration Agreements (DAMAs) and the 494 Skilled Employer Sponsored Regional visa can open additional options for providers outside the major capitals. Which instrument fits depends on the role, your location and your organisation — this is very much a “get advice first” area.
The compliance stakes are higher in care
Care providers already operate under intense regulatory scrutiny, and migration compliance adds another layer: salary parity, equivalent terms, and payroll that matches your nominations (now subject to ATO data-matching). Workers must also clear background checks — police checks and NDIS Worker Screening — before commencing, which needs to be built into your lodgement timeline. For NDIS and aged care providers, a sponsorship breach isn’t just a migration problem; it can feed into your wider regulatory standing.
Retention is the real prize
The providers who win the workforce race treat sponsorship as a pipeline, not a one-off: 482 (or ACILA) to get people in, 186 to keep them, and a compliance framework that holds up to audit. Mapped well, it turns migration from a recurring scramble into a genuine workforce strategy.
Key takeaways
Allied health and registered nurses ? standard 482 Core Skills ? 186.
Frontline direct-care roles ? ACILA, with concessions on salary, English and experience.
ACILA needs a union MoU first, and has no age concession for the 186.
NDIS/disability and regional ? Aged or Disabled Carer, DAMAs, or the 494.
Build compliance and screening into the timeline from day one.
Frequently asked questions
Can aged care providers sponsor overseas workers for permanent residency?
Yes — through the 186, including after two years in a direct-care role under ACILA. Note there is no age concession for the permanent visa; the worker must generally be under 45.
What roles does the Aged Care Industry Labour Agreement cover?
Three direct-care occupations: Aged or Disabled Carer, Nursing Support Worker and Personal Care Assistant.
Do we need a union agreement to sponsor aged care workers?
To use ACILA, yes — you must enter a Memorandum of Understanding with a relevant union, which also satisfies labour market testing. Standard 482 sponsorship of nurses or allied health does not require this.
Can allied health professionals be sponsored?
Yes — physiotherapists, occupational therapists and similar roles are generally sponsored through the standard 482 Core Skills stream and 186, where the occupation is on the CSOL.
Is there a lower salary threshold for aged care sponsorship?
Under ACILA, the floor is around $51,222 or the market rate (whichever is higher) — but the market rate and the Aged Care Award still apply, so it is not a pathway to lower wages.
How can NDIS providers sponsor disability support workers?
Often via the Aged or Disabled Carer occupation under ACILA, or through a DAMA or the regional 494, depending on the role and location.
Let’s map the right mix for your organisation. Tolic Lawyers is a boutique Parramatta practice specialising in employer-sponsored migration for the allied health, aged care, NDIS, construction and hospitality sectors — with employment law expertise built in.
Book a workforce sponsorship consultation and we’ll map the right mix of 482, 186 and sector agreements for your organisation. Book a consultation· toliclawyers.com.au · Parramatta, NSW · Australia-wide.
Disclaimer
The information provided in this blog is for general informational and educational purposes only and does not constitute legal advice. Migration, employment, and other areas of law are complex and constantly changing, and the information contained in this article may not apply to your individual circumstances
