In January 2022, Australia introduced a significant modification to its work policy for individuals on certain visas, notably affecting those on Working Holiday Maker (WHM) visas and some Bridging visas. This policy change, originally set to expire at the end of 2022, was extended until June 30, 2023, providing greater flexibility for these visa holders.
Under this revised policy, individuals holding any category of WHM visas, regardless of their arrival date in Australia, or those possessing a Bridging visa with the specific condition 8547, experienced a relaxation in the previously strict 6-month work limitation with a single employer. This amendment meant that any employment undertaken before July 1, 2023, did not count towards this six-month cap, allowing visa holders to engage in extended employment durations with the same employer beyond this date.
Entering 2024, the Australian government, spearheaded by the Minister for Immigration, Citizenship and Multicultural Affairs, decided to maintain this exemption. This decision aligns with ongoing consultations regarding the Working Holiday program's settings and reforms, part of a broader Migration Strategy initiative.
The 2024 continuation of this policy stipulates that Working Holiday Makers can be employed by the same employer for over six months without seeking special approval under certain conditions. These include working in different locations with no single location exceeding a six-month period, involvement in plant and animal cultivation throughout Australia, and employment in specified industries like aged care, disability services, and construction, with some geographical restrictions. Additionally, the policy covers sectors deemed critical, such as agriculture, food processing, healthcare, and tourism, with specific commencement dates for each sector.
However, for scenarios not explicitly covered by these guidelines, WHM visa holders must still obtain permission to extend their employment beyond six months with the same employer.
Pros:
The policy offers greater work flexibility for WHM visa holders, allowing them to extend their employment with a single employer beyond six months under certain conditions.
The amendment supports critical sectors like healthcare, agriculture, and tourism, ensuring these industries have adequate workforce.
The policy encourages geographic mobility, allowing visa holders to experience different parts of Australia.
Cons:
The varied conditions and sector-specific rules may create confusion and require careful adherence to ensure compliance.
Extended employment periods could potentially lead to exploitation if not monitored adequately.
The temporary nature of the policy may create uncertainty for visa holders and employers regarding future regulations and their impact.
Under this revised policy, individuals holding any category of WHM visas, regardless of their arrival date in Australia, or those possessing a Bridging visa with the specific condition 8547, experienced a relaxation in the previously strict 6-month work limitation with a single employer. This amendment meant that any employment undertaken before July 1, 2023, did not count towards this six-month cap, allowing visa holders to engage in extended employment durations with the same employer beyond this date.
Entering 2024, the Australian government, spearheaded by the Minister for Immigration, Citizenship and Multicultural Affairs, decided to maintain this exemption. This decision aligns with ongoing consultations regarding the Working Holiday program's settings and reforms, part of a broader Migration Strategy initiative.
The 2024 continuation of this policy stipulates that Working Holiday Makers can be employed by the same employer for over six months without seeking special approval under certain conditions. These include working in different locations with no single location exceeding a six-month period, involvement in plant and animal cultivation throughout Australia, and employment in specified industries like aged care, disability services, and construction, with some geographical restrictions. Additionally, the policy covers sectors deemed critical, such as agriculture, food processing, healthcare, and tourism, with specific commencement dates for each sector.
However, for scenarios not explicitly covered by these guidelines, WHM visa holders must still obtain permission to extend their employment beyond six months with the same employer.
Pros:
The policy offers greater work flexibility for WHM visa holders, allowing them to extend their employment with a single employer beyond six months under certain conditions.
The amendment supports critical sectors like healthcare, agriculture, and tourism, ensuring these industries have adequate workforce.
The policy encourages geographic mobility, allowing visa holders to experience different parts of Australia.
Cons:
The varied conditions and sector-specific rules may create confusion and require careful adherence to ensure compliance.
Extended employment periods could potentially lead to exploitation if not monitored adequately.
The temporary nature of the policy may create uncertainty for visa holders and employers regarding future regulations and their impact.