ON-HIRE LABOUR AGREEMENT

Did you know Cox Purtell Staffing Services holds an On-Hire Labour Agreement with the Australian Department of Home Affairs?


This allows us to sponsor overseas skilled workers on a Subclass 482 (Temporary Skill Shortage) work visa, and ‘on-hire’ the employee to any Australian businesses.


What does this mean?


It means we do all the hard work! Once your candidate is selected and if they are eligible for a visa, we will sponsor and hire the candidate on your behalf.

If all required documentation and the application submitted is correct, it can be completed it 1 - 2 weeks.

States we sponsor under the OHLA in: ACT, NSW, VIC, QLD.

WHY USE AN OHLA?

Cost Saving

(if a company needs to get set up to sponsor, it costs them money to do so)

It is a solution for roles that have remained open due to lack of available talent

Candidate is paid by us and contracted out to you. Saves additional admin

Avoid the time consuming process of doing it all yourself

A way to hire and bring in extra talent without adding extra permanent /direct headcount to the business

Solving short/medium and long-term talent requirements (they can be hired for 2 years or less.)

The risks associated with sponsoring someone are carried by Cox Purtell and not your business

Organisations that do not meet the minimum requirements to sponsor, now have a way to do so through Cox Purtell

SOME OCCUPATIONS

  • Accountants
  • Actuary
  • Advertising
  • Analyst Programmer
  • Business Analyst
  • Chief Information Officer
  • Developer Programmer
  • Hospitality Manager
  • Media Specialist
  • Medical Administrator
  • Software Engineer
  • Technologist


To see the full list click here.

MAIN BENEFITS

COMPLIANCE

Cox Purtell handles all sponsorship compliance and notification obligations once onboarded – these can be very extensive, see here.

If not adhered to, non compliance can lead to fines, penalties, sponsorship bars, etc.

Fast

Applications processed under the OHLA will also be processed more quickly than standard 482 applications under the Department of Home Affairs’ processing priorities. Could get employees on the ground and working faster – especially if the company doesn’t first need to get approved as a Standard Business Sponsor, etc.

Payroll

Cox Purtell handles all employment and payrolling-related compliance requirements once onboarded.

Advertising

Cox Purtell handles all Labour Market Testing & advertising requirements which can be complex and a bit of a minefield.


Administration

Employers direct the employees’ day-to-day tasks without spending time and costs on admin and compliance – as Cox Purtell handles it all for them.


Australian Business

Companies need to demonstrate they are actively operating in Australia to meet the requirements to become a Standard Business Sponsor with the Department of Home Affairs. This can be difficult for those that are based overseas and wanting to expand into Australia but have not been able to establish operations and/or start trading without their senior or other key employees first coming over on 482 visas to do so.

Company Size

Some occupations have certain ‘caveats’ relating to company size or turnover (for example recruitment consultants, accountants, customer service managers, sales and marketing managers, etc. See here and here for a full list). These restrictions can be difficult for new or SME companies to satisfy. When sponsoring under Cox Purtell’s OHLA, the Department will assess whether Cox Purtell satisfies those caveats, not the client company so generally you won’t run into issues.

Removal of liability and documentation process

The process of getting approved as a Standard Business Sponsor (and sponsoring directly) involves working through and providing a large number of documents prior to lodgement. Some companies don’t have capacity to spend the time on these (and don’t want the potential liability) themselves while in the initial stages of establishing in Australia – and prefer to have another organisation take it on to reduce their liabilities while focusing on ‘testing out’ the Australian market and growing their client base.

REQUIREMENTS TO NOMINATE


  • Genuine need for the position based on the scale and scope of the business.
  • Labour Market Testing must be undertaken by the sponsor (at least 28 days on 2 national recruitment websites). No exemptions.
  • As of July 1, the minimum salary (excluding superannuation) for the role must be at least $87,780 per annum.
  • The terms and conditions of employment (including salary) are no less favourable than an equivalent Australian worker.
  • Hold required qualifications as prescribed by ANZSCO + 2 years full-time (or part-time equivalent) closely-relevant, post-qualification work experience; in lieu of required qualifications, 5 years’ relevant work experience may suffice.
  • In some occupations, a skills assessment may be required.
  • If not exempt based on nationality, meet English language requirements.
  • Meet health and character requirements.
  • Hold and maintain any required registration/ licenses before undertaking work in the role.
  • Cox Purtell will be the direct employer of the nominee and provide employment contract with candidate + agreement with client relating to contracting/payrolling solutions.


FIND OUT MORE


If you are interested please reach out to Cox Purtell with the following information:

  • Job description for the position you want to fill
  • Proposed salary/salary range for the position
  • CV of proposed candidate if applicable – including current position (and if any positions were undertaken on a part time basis, confirmation of how many hours were worked per week).


Your Business Info:

  • Profile, details; website, location etc.
  • Number of employees
  • Where the position sits within the organisational chart of the business
  • 1 – 2 sentences on why the position is needed within the business/needed for your business growth


Email James Purtell on jamesp@coxpurtell.com.au