BLOG

Possible Australia Migration Changes in 2023-2024

Hi guys and future Australians!

Last week I received a message from our client: “Yulia, the government has published a migration report. Should I read it or are you going to do your expert overview?”

“Of course, I will do it”, – I was smiling and preparing to write this article.

So, guy, it is an important long read, which is likely to affect everyone who depends somehow on migration legislation.

This article is based on a 198-page Australian government report on migration policy and its comparative analysis with other top countries in worldwide migration ranking. All possible changes may be introduced gradually, as the government is set for a phased migration reform.

Probably, it is not a very engaging article, because it is just an essence of facts and government proposals.

In case you would like to know more information and learn about the consequences of these changes or benefits and possible reasons for making such proposals, please jump to my YouTube channel and watch a new video where I share my expert opinion and talk in detail about each point of possible future changes.

Possible Australia Migration Changes in 2023-2024

  • The migration program must operate in the interests of employers and workers.
  • Changing the mobility for temporary visa holders from 60 days to 6 months to find a new employer.
  • Removing requirements for Labour Market Testing – no more position advertising for 28 days.
  • Increasing TSMIT from 53,900 to 70,000 AUD per year before tax + superannuation.
  • Registration for sponsorship and compliance with payment of salaries through ATO to improve monitoring of salaries paid
  • Skilled Australian Levy Government fee to be paid monthly as a subscription rather than a lump sum.
  • Establish an evidence-based approach to identifying skills needs rather than an ANZSCO list with locked codes.
  • Develop targeted training on workplace laws and conditions for migrant workers.

 

Proposed a few new categories of migrants:

  1. a ‘light touch’ high annual salary cohort 90,000AUD +;
  2. a ‘mid-level cohort’ with an annual salary from 70,000 to 90,000 AUD;
  3. subject to further consideration across government, a ‘lower wage cohort’ in sectors experiencing persistent shortages and most at risk of exploitation and displacing Australian workers with similar skills.

 

  • Recalibrating the points test, taking a wider approach to attract highly skilled migrants, and encouraging high-potential international students educated in Australia to remain.
  • Reconsideration of allocation of places to state / territories nominated and regional visas (190 and 491) with possible consolidation of those programs.
  • Potential for English test compulsory for secondary applicants of age 18+ for better settlement into the community.
  • Importance of regional study and community language skills.

 

Suggested three groups of highly skilled migrants that can be considered:

  • in-demand skills: those with top skills in high demand globally (for example, a mid-30s STEM professional who earns 300,000 AUD a year at a large global technology company);
  • high human capital: those with particularly desirable human capital attributes, not necessarily related to specific skills needs (for example, a 26-year-old graduating with a PhD from a top global university); and
  • ‘Exceptions cases’: those who do not ‘fit the mould’ across many standard attributes, but have specific exceptional characteristics (for example, prize-winning academic).

 

Similar to the visa that already exists – overseas graduate visa SC476 – the creation of a non-sponsored temporary offering focused on attracting younger highly skilled. This could include broad, clear eligibility criteria (for example, degree studied) and an accelerated pathway to permanent residence for those who have demonstrated success in the Australian labour market.

  • Automatically graduate visa upon completion of study.
  • Minimise the time for former students to remain in Australia on a temporary visa.
  • GTE to be replaced with GS test – to ensure students come to Australia primarily to study.
  • Direct PR for a very narrow student cohort with high potential – subject and level of study in a top-ranking university.
  • Align English language requirements for student/graduate visas with skilled visas.
  • Review student visa working hours cap.
  • Potential to select students and graduates for permanent residence early.
  • Introduction of lottery scheme: registrations must be made within a set period, after which a number of entrants are randomly selected through an electronic draw and invited to apply for the visa.
  • Introducing cheaper, more attractive temporary parent visas which in the long term may replace other PR visas.
  • Potential requirement of mandatory job offers.
  • Removing the need for nominators and their recommendations.

Biometric data of each applicant can be re-used for the next visa application.

Reconsidering size and role of Business visas because the BIIP has poor economic outcomes.

You can ask me questions at any time.

Just email me at office@yuliamoiseeva.com.au and describe your migration issues!

This website uses cookies to ensure you get the best experience on our website. Using the site, you consent to the use of cookies unless you have disabled them.