How Long Can I Be Unemployed on a Sponsored Visa?

Losing your job while on a sponsored work visa, such as the Skills in Demand (Subclass 482) or Skilled Employer Sponsored Regional (Subclass 494) visa, is stressful. Your visa status is directly linked to your employment with your sponsoring employer, and you cannot remain indefinitely unemployed. Learn the rules and the limited timeframe you have to act is important for protecting your Australian visa.

Your Sponsored Work Visa is Linked to Your Employment

Your sponsored work visa is granted on the Conditions 8107, 8607, and/or 8608 that you are employed by your nominated sponsor in the nominated occupation. If the employment ceases, you are no longer meeting a fundamental condition of your visa.

What is the “Grace Period” for Sponsored Work Visa Holders?

The Department of Home Affairs (DoHA) provides a specific grace period during which you can seek new employment or apply for another visa. This period is an opportunity, but it is not indefinite.

For SC482 visa holders, you typically have 180 days from the date your employment ceases to:
- Find a new eligible employer willing to sponsor you.
- Have a new nomination lodged with the new employer. Read: Subclass 482 & 494 Visa Holders Can Continue Working While Waiting for New Nomination
- Apply for a new SC482 visa (if required) or another visa subclass.
- Make arrangements to depart Australia.
It is important to note that a total maximum period of 365 days is allowed for these transitions during the entire grant period of your SC482 visa.
For SC494 visa holders, similar conditions apply, and you generally have a grace period to find new employment within the designated regional area.

Keep in mind that this grace period is not automatic for all visas, and the clock starts ticking from your last day of employment.

What Are the Employer Obligations?

Your sponsoring employer has legal obligations to notify DoHA if your employment ceases. This notification usually needs to be made within 28 days of your last day of employment. This action by your employer formally alerts DoHA to your change in circumstances.

What About Your Obligations and Risks?

Your top priority during the 180-day grace period should be to actively search for a new eligible employer.
It is your responsibility to maintain a lawful visa status in Australia. If you fail to secure a new sponsor or another valid visa before your grace period ends, your current SC482/494 visa may be cancelled.
The consequences of a visa cancellation are that you will become an unlawful non-citizen, and you will be at risk for detention and deportation from Australia. Additionally, you could face re-entry bans like PIC 4013/4014 and/or the Section 48 Bar, which impacts any future Australian visa applications.

You may request to waive the PIC 4014 ban to the Department of Home Affairs (DoHA) if you have to be in Australia within the 3-year ban period. Engage with an Accredited Specialist in Immigration Law for their professional assistance.

Read our clients’ testimonials on Agape Henry Crux and Accredited Specialist in Immigration Law, Jason Ling.

How Can Agape Henry Crux Help

Losing your job on a sponsored work visa is not an immediate end to your time in Australia. The grace period is designed to give you an opportunity to secure your status. Consult with one of our immigration lawyers who works closely with two of our Accredited Specialists in Immigration Law – Jason Ling or Angela De Silva for tailored advice on the best course of action. The team specialises in handling highly complex matters. You can schedule an appointment with one of our lawyers to seek professional advice by calling 02-8310 5230 or emailing us at info@ahclawyers.com.

Our founder and principal lawyer, Jason Ling, has been recognised in the 2026 edition of The Best Lawyers in Australia™. Agape Henry Crux is named as Best Immigration Law Firm 2025 - Sydney by APAC Insider Awards.

We speak fluent English and Mandarin. If this isn’t your language, we can also help you arrange an interpreter.

This article/presentation (“publication”) does not deal extensively with important topics or changes in law and is not intended to be relied upon as a substitute for legal or other advice that may be relevant to the reader's specific circumstances. If you find this publication of interest and would like to know more or wish to obtain legal advice relevant to your circumstances, please contact our office.

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