Struggling to sponsor overseas-qualified pharmacists or technicians? We make the visa process simpler and faster, so you can focus on running your pharmacy—especially in hard-to-staff regional areas.
With deep expertise in both healthcare and migration, we help you sponsor new hires or retain current staff, ensuring a smooth and compliant process. Trusted by pharmacy groups across Australia, our confidential and centralised service supports single, multiple, or ongoing sponsorships—handled professionally and locally.
Depending on the sponsoring workplace’s location’s eligibility, we can assist with the following pharmacy roles:
If you are looking for employer sponsored migration services for any of the above roles, get in touch with us.
While the most suitable visa option to sponsor your desired pharmacy candidate may vary depending on factors such as your business needs, the nominee’s qualifications, and governing body’s regulations, below are the most common employer-sponsored pharmacy visas we process:
We recommend contacting us to discuss the most suitable pathway for both you and your nominated candidate.
Here are some of the benefits you as the employer can benefit from through employer sponsored visa options:
The Australian government recognises the challenges faced by the healthcare industry—including pharmacies—in finding qualified staff locally, and understands the value of accessing global talent. Skilled visas continue to be prioritised to help businesses, particularly those in regional areas through additional concessions and priority, serve their communities better, grow, and expand.
If you own a pharmacy store, group, or facility, you may be able to benefit from available skilled pharmacy visa options if you meet the following criteria:
Each business is assessed on a case-by-case basis. So, if you’re interested in sponsoring a pharmacy staff member’s visa, get in touch with us to explore your eligibility and available options.
Sponsoring a staff member’s visa is a multi-step process. While some exemptions may apply, below is a typical breakdown of the steps involved for an employer wishing to sponsor staff under any pharmacy-related visa stream.
We recommend getting in touch with us to assess your situation and provide guidance specific to your business needs.
Ensure that the staff member you wish to sponsor meets the eligibility criteria. This may include holding relevant certifications and licences, meeting English language requirements, having sufficient work experience, and possessing a good health and character record (with no adverse history).
Apply for and obtain Standard Business Sponsorship (SBS), which authorises your business to sponsor overseas workers. An approved SBS is generally valid for five years.
Provide evidence that you have made genuine efforts to recruit Australian citizens or permanent residents for the role (e.g. pharmacists, pharmacy technicians, or sales assistants). Exemptions may apply.
Submit a nomination application for your selected candidate, confirming the role and location, and demonstrating that the position as well as nominated candidate meets eligibility for sponsorship.
Once the nomination is lodged (or approved), your candidate can submit their visa application—along with any eligible dependents—under the relevant visa subclass.
Once the visa is granted, your nominated staff member must commence employment within: 90 days of the visa grant date (if they are already in Australia), or 90 days of arrival (if the visa was granted offshore). Exceptions may apply in limited circumstances.
At VIS Healthcare, we specialise in full-service pharmacy migration support. Depending on your situation, you have the flexibility to choose only the services relevant to your specific sponsorship needs.
Our migration services are available across Australia, whether you’re sponsoring one candidate or managing multiple ongoing applications. By working with a single, trusted provider, you streamline the entire process ensuring consistency, confidentiality, and secure handling of your sensitive business information under one centralised system.
We collaborate with trusted pharmacy recruitment partners to ensure a smooth and efficient process from identifying candidates to finalising their sponsorship.
We consult with you and/or your selected candidate to determine the most suitable employer-sponsored visa pathway, providing a clear breakdown of the process, timelines, and associated costs.
We can assist in thoroughly reviewing both your documents and those of your nominated staff to ensure they meet the visa application requirements. If any additional documentation is needed, we’ll advise you on the necessary steps to strengthen your application & maximise the chances of a successful outcome.
Every sponsoring business must hold a valid Standard Business Sponsorship (SBS) approval. If your business is not yet an approved sponsor, we can prepare and lodge your SBS application on your behalf.
We assist with launching job advertisements and preparing compliant Recruitment Activity Statements (RAS) to meet migration law requirements and demonstrate genuine efforts to hire locally.
We prepare and lodge your nomination application, helping you nominate your preferred candidate for the required position under the relevant visa stream.
We represent your nominated staff, managing the preparation and lodgement of their visa application (including eligible dependants), and liaise with the Department of Home Affairs throughout the process until a decision is made.
If your sponsored employee has completed their initial visa period and is eligible for permanent residency, we can assist you in sponsoring them for the next stage of their visa journey—transitioning to permanent residency.
When assessing the total cost of sponsoring pharmacy staff, there are three key components to consider:
These are fees payable to the Department of Home Affairs throughout the different stages of the sponsorship and visa application process. This includes visa application charges for both the primary applicant and any dependants. These costs are the responsibility of the sponsoring business.
Each party is responsible for the documents required from their end. Employers cover the cost of necessary business-related documentation, while the nominated candidate is responsible for ensuring their personal documents meet eligibility criteria—such as qualifications, English language competency, health, and character.
This refers to the professional service fees for managing and facilitating the migration process. At VIS Healthcare, we understand that every case is different. That’s why our fees are tailored based on factors such as:
All migration support fees are payable by the sponsoring business.
To receive a personalised breakdown of costs relevant to your situation, please get in touch with us.
We have a proven track record of successfully managing visa applications for various pharmacy staff across Australia. Here are some of our success stories:
Although you may be hiring an overseas-registered pharmacist, there are two key aspects to consider:
The associated governmental fees and migration fees are payable by the sponsoring business. Sponsored employees are responsible for just their personal documents to meet eligibility and application criteria such as necessary certifications, English language competency, health, and character.
We recommend contacting us to assess your sponsored visa option and best option to your unique business requirements.
While the length of employment for sponsored staff depends on the specific visa type, most temporary skilled visas are valid for up to 2 years, with the potential to transition to permanent residency after another 2 years.
Although the Department of Home Affairs does not enforce a strict minimum employment period, the significant investment involved in sponsorship and ethical considerations generally create an expectation of a fair and reasonable employment term. If a sponsored employee chooses to leave during their visa validity period, it is not a straightforward process. The responsibility falls on them to secure a new employer within a limited timeframe—one who meets all eligibility criteria, is willing to restart the sponsorship process, and pays the required market salary.
In our experience, when provided with fair conditions and a supportive environment, sponsored staff usually remain with their original employer for the full duration of their visa.
To sponsor a pharmacist or pharmacy technician or assistant for an Australian visa (like the 482 Skills in Demand visa or the 494 Skilled Employer Sponsored Regional visa), your business needs to provide a range of documents to prove its legitimacy, financial viability, and the genuine need for the position.
We provide our clients with a detailed checklist tailored to their situation and are always available to clarify any uncertainties.
To determine the correct salary for a sponsored pharmacist, pharmacy technician, or assistant, Australian migration regulations require assessment of two key benchmarks:
1. The Temporary Skilled Migration Income Threshold (TSMIT):
This is the minimum base salary set by the Department of Home Affairs for employer-sponsored visas such as the 482, 494, and, where applicable, the 186 ENS.
Exceptions may apply.
2. The Annual Market Salary Rate (AMSR):
This refers to the typical salary paid to an Australian worker performing the same role, in the same location, with similar qualifications and experience. Our team at VIS Healthcare can help determine an accurate AMSR based on your specific position.
You must pay the higher of the two figures—TSMIT or AMSR—to comply with visa regulations. This requirement ensures that sponsored overseas workers are not underpaid or exploited in return for visa sponsorship.
If you’re unsure of the appropriate salary range, we encourage you to get in touch for a personalised assessment.
While the personal document criteria may vary, to be eligible for a nomination for sponsorship, pharmacists must possess the following:
You must:
You must notify the Department of Home Affairs within 28 days.
Yes, generally. Since all stores share the same ABN, they are the same legal entity. However, you must notify the Department of Home Affairs within 28 days of any permanent change to their primary work location. You also need to ensure the Annual Market Salary Rate (AMSR) for the new location is met, if it differs. Temporary shifts do not require notification.
Still have questions? Get in touch with us.
