Work Visa Lawyers Receives Two South Australian NIV Nomination Approvals for Entrepreneurs and Innovative Investors

Work Visa Lawyers has received two South Australian state nomination approvals for clients under the National Innovation Visa (NIV) subclass 858.

Both nominations were for high-calibre applicants with strong achievements and the potential to contribute to South Australia’s economy, innovation ecosystem and future growth.

To protect our clients’ privacy, we will not share identifying details. However, these outcomes are an important reminder that South Australian state nomination for the National Innovation Visa is possible for the right applicant with the right strategy, evidence and preparation.

What is the National Innovation Visa?

The National Innovation Visa subclass 858 is a permanent visa pathway designed for exceptionally talented people who can make a strong contribution to Australia.

This can include:

• Entrepreneurs
• Innovative investors
• Global researchers
• Innovators
• High-performing professionals
• Creative talent
• Other people with exceptional and outstanding achievements

The NIV is attractive because it can provide a direct pathway to Australian permanent residency. It does not operate like a points-tested skilled visa, and it is not an employer-sponsored visa.

Instead, the focus is on the applicant’s achievements, recognition, leadership, future potential and ability to contribute to Australia.

Please check our NIV page for more details about the NIV and to complete our free NIV assessment.

What is NIV state nomination?

For the National Innovation Visa, applicants generally need to submit an Expression of Interest (EOI) and be invited by the Department of Home Affairs before they can apply for the visa.

State nomination can be very important because it may strengthen the applicant’s position in the EOI process. If a candidate receives NIV state nomination, they receive Priority 2 under the NIV priorities.

A state nomination shows that a State or Territory government sees value in the applicant’s achievements and potential contribution. For South Australia, this may include applicants who can contribute to the local economy, innovation, investment, research, commercialisation, business growth or other priority areas.

State nomination is not the same as a visa grant. However, it can be a major step forward in the NIV process.

South Australia and the National Innovation Visa

South Australia is seeking talented people who can contribute to the state’s future. This may include established and emerging leaders across different categories, including entrepreneurs and innovative investors.

For entrepreneurs, South Australia may be interested in people who have built or scaled businesses, developed innovative products or services, attracted investment, created jobs, or shown strong commercial potential.

For investors, the focus may be on people who can support innovation, business growth, venture capital, emerging industries or the broader South Australian economy.

Each case is different. A strong application should clearly explain not only what the applicant has achieved, but also why those achievements matter to South Australia.

Queensland and the National Innovation Visa

Queensland is another interesting state to try for state nomination for the National Innovation Visa. If you are an entrepreneur or an innovative investor and invest in Queensland, you might receive a Queensland National Innovation Visa nomination.

• High-value entrepreneurs who commit AUD $1 million to new ventures in Queensland
• Innovative investors who invest AUD $5 million in Queensland’s innovation ecosystem

You can check more information about Queensland NIV nomination on the following two pages or by completing our free NIV assessment.

State nomination or straight to EOI for the National Innovation Visa?

A common question we receive is:

“Should I apply for state nomination first, or should I go straight to the Expression of Interest for the National Innovation Visa?”

The honest answer is that state nomination is not for everyone.

For high achievers considering the NIV, the best strategy often depends on the applicant’s profile.

When NIV state nomination may be suitable

State nomination may be more suitable for:

• Entrepreneurs
• Innovative investors
• Applicants with strong ties to a particular State or Territory in Australia
• Applicants whose future plans clearly align with a State or Territory’s priorities

For these applicants, the NIV process may involve three stages:

1. State nomination
2. Expression of Interest
3. National Innovation Visa application

This is why state nomination can be important for some applicants. It may help show that a State or Territory recognises the applicant’s achievements and potential contribution.

Our two recent South Australian state nomination approvals show that this pathway can be possible for the right entrepreneurs and investors with strong evidence and a clear strategy.

When going straight to NIV EOI may be better

For some NIV candidates, state nomination may not be the best pathway.

Professionals and researchers with high achievements in selected sectors may be better placed to go straight to the Expression of Interest stage.

For these applicants, the process may involve two stages:

1. Expression of Interest
2. National Innovation Visa application

This may be more suitable where the applicant’s achievements are strong at a national or international level, but their case is not strongly connected to one particular Australian State or Territory.

Other states such as New South Wales, Victoria and Tasmania are also open for the NIV state nomination.

Choosing the right NIV pathway

The key point is that there is no single pathway that works for everyone.

Entrepreneurs and investors may benefit from considering state nomination, especially where they can show a strong connection or potential contribution to South Australia.

Professionals, researchers and other high-achieving applicants may need a different strategy and may be better placed going straight to EOI.

This is why it is important to assess the applicant’s achievements, industry, future plans, evidence and connection to Australia before deciding on the best NIV strategy.

Complete our free NIV assessment

If you are an entrepreneur, investor, researcher, innovator or high-achieving professional, you can complete our free National Innovation Visa assessment.

Our team can review your profile, achievements and potential pathway.

Complete the free NIV assessment

We are proud to support talented people who can bring innovation, investment, leadership and long-term value to Australia.

About Work Visa Lawyers

Work Visa Lawyers is an Australian immigration law firm based in Adelaide, South Australia. The business was founded in 2011 by Chris Johnston, Principal Immigration Lawyer, and has been assisting clients with Australian migration matters for 15 years.

We are proud to be recognised as one of the leading migration law firms in Australia. Our team assists clients across a wide range of visa matters, including skilled visas, employer-sponsored visas, partner visas, appeals, Global Talent visas and the National Innovation Visa.

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Work Visa Lawyers also creates regular migration content for social media and YouTube to help people better understand Australian visa options. Our YouTube channel has over 93,000 subscribers, more than 300 videos and over 4 million views. Across all our social media platforms, we have more than 200,000 followers.

On our YouTube channel, we also have many testimonial videos from successful Global Talent Visa clients. The Global Talent Visa was the former pathway before the introduction of the National Innovation Visa, and many of those client stories show the type of high-achieving applicants Australia has attracted through talent and innovation-based visa pathways.

Disclaimer: This article provides general information only and does not constitute legal or migration advice. Each case depends on individual circumstances.

Far North Queensland DAMA Explained: A Practical PR Pathway for Skilled Workers and Employers

What is the Far North Queensland DAMA?

The Far North Queensland DAMA, also called the FNQ DAMA, is a regional migration agreement that helps approved employers in Far North Queensland sponsor skilled and semi-skilled overseas workers.

DAMA stands for Designated Area Migration Agreement.

In simple terms, the FNQ DAMA gives eligible employers in the region access to more flexible visa settings than standard skilled visa programs. This can be very helpful where local businesses cannot find enough Australian workers to fill important jobs.

For skilled workers, the FNQ DAMA may create a practical pathway to live and work in Queensland, with a possible pathway to permanent residency.

If you prefer video content, you can also watch the video version of this guide on the Work Visa Lawyers YouTube channel:

However, it is important to understand one key point: you cannot apply for the FNQ DAMA on your own without an employer sponsor. You need an eligible employer in the Far North Queensland region who is willing to sponsor you.

Why is the FNQ DAMA important?

Many people who want permanent residency in Australia face common problems, such as:

• they are over 45 years old
• their English test score is not high enough
• their occupation is not on a standard skilled occupation list
• they work in a semi-skilled role
• they cannot find a visa pathway through the usual 482, 186, 189, 190 or 491 visa options

The FNQ DAMA may help some workers and employers because it can provide concessions, depending on the occupation and the labour agreement.

A concession means that a standard visa rule may be relaxed. This does not mean approval is automatic. The employer and worker must still meet the relevant criteria.

Which areas are covered by the Far North Queensland DAMA?

The FNQ DAMA covers parts of Far North Queensland, including the Cairns region and surrounding areas.

The designated area includes locations such as Cairns, Douglas, Mareeba, Tablelands, Cassowary Coast, Cook, Croydon, Etheridge, Torres, Northern Peninsula Area and the Weipa Town Authority area.

This region is known for tourism, hospitality, agriculture, marine industries, health care, construction and regional services. It is also close to major natural attractions such as the Great Barrier Reef and tropical rainforests.

What visas can be used under the FNQ DAMA?

The FNQ DAMA is not a visa by itself. It is a labour agreement pathway that can support different employer sponsored visas.

The main visa options may include:

Subclass 482 Skills in Demand visa

This is a temporary employer sponsored visa. Under the FNQ DAMA, a 482 visa may give a worker the opportunity to work in Far North Queensland and later move towards permanent residency if the requirements are met.

Subclass 494 Skilled Employer Sponsored Regional visa

This is a provisional regional employer sponsored visa. It may provide a pathway to the subclass 191 Permanent Residence Skilled Regional visa after the required period, if the worker meets the rules.

Subclass 186 Employer Nomination Scheme visa

This is a permanent employer sponsored visa. Under the FNQ DAMA, some workers may be able to access a pathway to the 186 visa after working in the region for the required period.

The right pathway depends on the occupation, employer, worker’s background, visa history and the terms of the employer’s labour agreement.

Key benefits of the FNQ DAMA

1. Age concessions

Many standard skilled visa pathways become difficult once a person turns 45.

The FNQ DAMA may allow age concessions for eligible occupations. In many cases, workers in Skill Level 1 to 4 occupations may have access to an age concession up to 55. Some Skill Level 5 occupations may have an age concession up to 50.

This can be very important for experienced workers who have strong skills but are no longer eligible for standard skilled migration pathways because of age.

2. English language concessions

English tests such as IELTS and PTE can be challenging, especially for non-native English speakers.

The FNQ DAMA may provide English language concessions for some occupations. This can make the pathway more accessible where a worker has the practical skills needed for the job but does not meet the usual English score required under standard visa settings.

However, English requirements still apply. Some jobs may also require higher English because of licensing, registration, safety or workplace communication needs.

3. Salary concessions

Employer sponsored visas usually require the salary to meet the relevant income threshold and market salary rules.

Under the FNQ DAMA, some eligible occupations may have access to salary concessions. In some cases, the required salary may be set at 90% of the standard income threshold, provided the employer can show the salary is consistent with local market rates and the worker is not being underpaid.

This can help regional employers where standard salary thresholds do not reflect the local labour market.

4. Work experience concessions

The FNQ DAMA may also provide concessions to work experience requirements for some occupations.

This can assist workers who have the skills needed for the role but may not meet the full work experience requirement under a standard skilled visa pathway.

5. Broader occupation options

One of the strongest features of the FNQ DAMA is the broader occupation list.

Standard skilled visa lists can be restrictive. Some important regional jobs are not available on the usual skilled occupation lists, even though local employers urgently need workers.

The FNQ DAMA includes a broad range of skilled and semi-skilled occupations. Examples may include roles in hospitality, tourism, trades, health care, agriculture, marine industries and regional services.

Possible occupations may include chefs, cooks, child care workers, aged or disabled carers, diesel motor mechanics, motor vehicle parts interpreters, night auditors, diving instructors, outdoor adventure guides and other roles that may not always have a simple pathway under standard skilled migration.

The occupation list can change, so employers and workers should always check the current FNQ DAMA occupation and concessions list before making decisions.

Do you need a skills assessment for the FNQ DAMA?

A skills assessment is an important part of many FNQ DAMA applications.

Not every occupation has the same skills assessment requirement. The requirement depends on the occupation, the relevant occupation group, the visa pathway and the skills assessing authority listed for that occupation.

For many FNQ DAMA occupations, the relevant skills assessing authority is VETASSESS. VETASSESS assesses a broad range of skilled and semi-skilled occupations under DAMA arrangements, including many occupations used in regional Australia.

This is a very important point for workers and employers. In many FNQ DAMA cases, the worker may be able to start preparing or applying for the relevant VETASSESS skills assessment once they have a form of employer offer or sponsorship. This may help avoid delays later in the employer sponsorship and visa process.

This can be different from some other DAMA arrangements. For example, in South Australia, some DAR skills assessments are employer-led and can only be requested after the employer has an executed DAMA Labour Agreement. This is why it is important not to assume that all DAMAs follow the same process.

A skills assessment may look at your qualifications, employment history, duties, skill level and whether your experience is relevant to the nominated occupation. For some occupations, work experience and supporting documents will be very important.

Workers should prepare early, including:

• updated CV
• qualifications and transcripts
• employment references
• payslips or tax documents
• evidence of duties performed
• registration or licensing documents, if relevant
• identity documents

A positive skills assessment can be very helpful, but it does not guarantee a visa grant. The employer must still meet the DAMA endorsement, labour agreement and nomination requirements, and the worker must still meet the visa criteria.

Before starting, always check the current FNQ DAMA Occupation and Concessions List to confirm whether a skills assessment is required and which skills assessing authority applies to your occupation.

How does the FNQ DAMA process work?

The FNQ DAMA process is mainly employer-led. This means the employer must take the first steps.

Step 1: Employer endorsement

The employer must first seek endorsement from the Designated Area Representative for the FNQ DAMA.

The employer generally needs to show that:

• the business is operating in the designated region
• the position is genuine and full-time
• the business has a genuine need for the worker
• the business cannot fill the position with an Australian citizen or permanent resident
• the employment conditions will be fair and equivalent to Australian workers in the same role

Step 2: Labour agreement request

After endorsement, the employer can request a DAMA labour agreement through the Department of Home Affairs.

This agreement sets out the approved occupations, number of positions and any concessions that may apply.

Step 3: Nomination of the worker

Once the labour agreement is in place, the employer can nominate the overseas worker for an approved position.

The worker may be in Australia or overseas, depending on their situation and visa eligibility.

Step 4: Visa application

After nomination, the worker applies for the relevant visa.

The worker must still meet visa requirements, which may include skills, qualifications, English, health, character and any occupation-specific requirements.

For some FNQ DAMA occupations, the worker may need a positive skills assessment before the visa can be granted. Because many FNQ DAMA skills assessments are completed through VETASSESS, workers and employers should check this requirement early to avoid delays.

Can the FNQ DAMA lead to permanent residency?

Yes, the FNQ DAMA may provide a pathway to permanent residency, but it is not automatic.

Depending on the visa pathway, a worker may be able to move towards permanent residency through:

• the subclass 186 Employer Nomination Scheme visa after the required period of work in Far North Queensland; or
• the subclass 494 visa pathway to the subclass 191 Permanent Residence Skilled Regional visa after meeting the relevant requirements.

For some workers, this may mean a clearer pathway to permanent residency than a standard skilled visa pathway.

However, every case is different. Your occupation, age, English level, work experience, employer, visa history and family situation can all affect your options.

Who may benefit from the FNQ DAMA?

The FNQ DAMA may be useful for:

• employers in Far North Queensland who cannot find suitable local workers
• skilled workers who have a job offer in the region
• workers over 45 who may need an age concession
• workers in semi-skilled occupations
• workers with occupations not available on standard visa lists
• regional businesses in tourism, hospitality, agriculture, trades, health, childcare and related industries
• employers looking for a structured pathway to retain overseas workers long-term

Important warning! you need an employer sponsor

The FNQ DAMA is not a visa you can apply for independently.

A worker must have an eligible employer in the Far North Queensland region who is willing to sponsor them.

If you are a worker, the first practical step is usually to find an employer in the region who needs your occupation and is open to sponsorship.

If you are an employer, the first step is to check whether your business, location, occupation and position may be eligible under the FNQ DAMA.

Frequently asked questions about the Far North Queensland DAMA

Is the FNQ DAMA the same as a visa?

No. The FNQ DAMA is not a visa. It is a labour agreement framework that can support employer sponsored visa options such as the 482, 494 and 186 visas.

Can I apply for the FNQ DAMA without an employer?

No. You need an eligible employer in the Far North Queensland designated area who is willing to sponsor you.

Does the FNQ DAMA have an age limit?

The FNQ DAMA may offer age concessions for some occupations. Some workers may be eligible up to age 50 or 55, depending on the skill level and visa pathway.

Does the FNQ DAMA have lower English requirements?

Some occupations may have English language concessions. However, this depends on the occupation and the labour agreement. Some roles may still require higher English due to registration, licensing or safety requirements.

Can the FNQ DAMA lead to PR?

Yes, the FNQ DAMA may provide a pathway to permanent residency through the 186 visa or the 494 to 191 pathway, depending on the worker’s situation and employer sponsorship.

What jobs are available under the FNQ DAMA?

The FNQ DAMA includes a broad range of occupations, including skilled and semi-skilled roles. These may include jobs in hospitality, tourism, agriculture, trades, childcare, health, marine industries and regional services.

How Work Visa Lawyers can help

The FNQ DAMA can be a valuable pathway, but it is also detailed and highly specific. Employers must follow the correct process, and workers must meet the visa requirements.

Work Visa Lawyers can assist with:

• checking whether an occupation may fit the FNQ DAMA
• advising employers on DAMA sponsorship steps
• reviewing worker eligibility
• preparing employer sponsored visa strategies
• assisting with 482, 494 and 189 visa options
• helping employers and workers understand possible PR pathways

If you are an employer in Far North Queensland or a skilled worker with a possible sponsor, contact Work Visa Lawyers to discuss your options.

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Disclaimer: This article provides general information only and is not legal advice. Australian migration law changes regularly. You should seek professional advice before making decisions about your visa or sponsorship strategy.

Understanding the DAMA Visa Pathway in Australia: A Practical Guide for Employers and Skilled Workers

For many regional Australian employers, finding suitable workers can be difficult.

Some businesses advertise locally, train staff, and still cannot fill important roles. This is where a Designated Area Migration Agreement, commonly called a DAMA, may help.

A DAMA is not one single visa. It is a labour agreement pathway that allows eligible employers in certain designated areas to sponsor skilled and semi-skilled overseas workers where standard visa options may not meet local workforce needs.

For skilled workers, DAMA can be attractive because some DAMA arrangements may provide:

• a pathway to permanent residency
• access to more occupations than standard skilled visa programs
• possible concessions for English, work experience, salary or age
• age concessions up to 55 years old for some occupations and visa pathways

This can make DAMA especially important for workers who may be over 45, or who work in occupations that are not always available under the standard skilled migration program.

Some examples of occupations that may be available under certain DAMA lists include truck drivers, aged or disabled carers, chefs, cooks, bakers, child care workers, enrolled nurses, motor mechanics, diesel motor mechanics and carpenters.

However, occupation availability depends on the specific DAMA region. It must always be checked before applying.

What is a DAMA?

DAMA stands for Designated Area Migration Agreement.

The Department of Home Affairs describes a DAMA as a formal agreement between the Australian Government and a state, territory or regional authority.

In simple terms, DAMA may help a regional employer sponsor an overseas worker when the standard skilled visa pathways do not fit the business need.

DAMA is designed to respond to local labour shortages. It can give approved employers access to more occupations and, in some cases, negotiated concessions that are not available under standard skilled visa programs.

How does the DAMA pathway work?

A DAMA has two levels.

First, there is a head agreement between the Australian Government and a Designated Area Representative, also called a DAR.

Second, an employer in that region may apply for access to the DAMA. The employer usually needs endorsement from the DAR before lodging a labour agreement request with the Department of Home Affairs.

This means DAMA is employer-led.

A skilled worker cannot apply for DAMA by themselves. The worker needs an eligible employer sponsor in a DAMA region.

Can a skilled worker apply for DAMA directly?

No.

This is one of the most common misunderstandings about DAMA.

A worker cannot simply apply for a “DAMA visa” on their own. The employer must be eligible, the business must usually be located in a DAMA region, and the occupation must be available under the relevant DAMA.

For workers, the better question is not:

Can I apply for DAMA?

The better question is:

Do I have an eligible employer sponsor in a DAMA region, and is my occupation available under that DAMA?

Which visas can be used under a DAMA?

Depending on the relevant DAMA and the employer’s labour agreement, the pathway may involve one or more employer sponsored visa programs.

These may include:

Skills in Demand visa subclass 482

The subclass 482 visa is a temporary employer sponsored visa. It may allow an approved employer to sponsor a worker for an eligible occupation.

Skilled Employer Sponsored Regional subclass 494 visa

The subclass 494 visa is a regional employer sponsored visa. It may provide a pathway to permanent residency through the subclass 191 visa if the worker meets the relevant requirements later.

Employer Nomination Scheme subclass 186 visa

The subclass 186 visa is a permanent employer sponsored visa. Some DAMA labour agreements may allow eligible workers to transition to permanent residency through subclass 186.

The visa pathway depends on the specific DAMA, occupation, employer approval and worker eligibility.

Is DAMA a pathway to permanent residency?

DAMA can be a pathway to permanent residency in some cases, but it is not automatic.

Some DAMA arrangements may allow eligible workers to move towards permanent residency through the subclass 186 visa or the subclass 494 to subclass 191 pathway.

A major advantage of some DAMA pathways is the age concession. In some cases, workers may be able to access permanent residency pathways up to 55 years old.

This can be important because many standard skilled visa pathways have stricter age limits.

However, the age concession depends on the DAMA, occupation, visa subclass and worker eligibility. It should not be assumed for every worker or every occupation.

What concessions may be available under DAMA?

Some DAMAs may include concessions for:

• age
• English language
• salary thresholds
• work experience
• skills requirements
• occupations not available under standard visa programs

These concessions are not automatic.

They depend on the specific DAMA, nominated occupation, employer, worker and visa pathway.

This is why employers and workers should not assume that one DAMA is the same as another. Each DAMA can have different occupations, locations, requirements and concessions.

Examples of DAMA occupations

DAMA occupation lists vary by region.

Some examples of occupations that may appear in DAMA lists include:

• Truck Driver
• Aged or Disabled Carer
• Chef
• Cook
• Baker
• Child Care Worker
• Enrolled Nurse
• Motor Mechanic
• Diesel Motor Mechanic
• Carpenter
• Hospitality Worker
• Agricultural or Horticultural Mobile Plant Operator
• Forklift Driver
• Hotel or Motel Manager

These examples are not a complete list. They also do not mean the occupation is available in every DAMA region.

Employers and workers must check the specific DAMA occupation list for the relevant location.

Where are DAMAs available in Australia?

The Department of Home Affairs currently lists 13 DAMAs in Australia.

Each DAMA is managed by a Designated Area Representative, also known as a DAR. The DAR website usually explains which regions are covered, which occupations may be available, and how employers can access that DAMA.

The 13 DAMAs currently listed by the Department of Home Affairs are:

• Adelaide City Technology and Innovation Advancement, South Australia
• South Australia Regional, South Australia
• East Kimberley, Western Australia
• Far North Queensland, Queensland
• Goulburn Valley, Victoria
• Great South Coast, Victoria
• Northern Territory
• Orana, New South Wales
• Pilbara, Western Australia
• South West, Western Australia
• The Goldfields, Western Australia
• Townsville, Queensland
• Western Australia DAMA

Employers should check whether their business is located in a covered DAMA region and whether the occupation they need is included in that specific DAMA.

Skilled workers should also check whether their occupation is available under the relevant DAMA and whether the employer is eligible to sponsor under that agreement.

Important: DAMA regions, occupation lists, concessions and requirements can change. Always check the latest Department of Home Affairs information and the relevant DAR website before making decisions.

DAMA pathway for employers

For employers, the DAMA process usually involves:

1. checking whether the business is in a DAMA region
2. checking whether the occupation is available
3. preparing evidence of genuine labour shortage
4. applying for endorsement from the Designated Area Representative
5. lodging the labour agreement request with the Department of Home Affairs
6. nominating the worker
7. supporting the worker’s visa application

Employers must still show that Australians are considered first.

DAMA is not a shortcut to avoid local recruitment. It is intended to support genuine labour shortages where employers cannot find suitable Australian citizens or permanent residents for the role.

DAMA pathway for skilled workers

For skilled workers, DAMA is employer-sponsored.

Before relying on DAMA, workers should ask:

• Is my occupation on the relevant DAMA list?
• Do I have an eligible employer sponsor?
• Is the employer in a DAMA region?
• Do I meet the skills, experience and English requirements?
• Is there a permanent residency pathway for my occupation?
• Is an age concession available for my occupation and visa pathway?

A worker should not assume that an occupation available in one DAMA is available in all DAMAs.

Common DAMA mistakes

Some common mistakes include:

• thinking DAMA is one visa
• assuming workers can apply directly
• assuming every DAMA has the same occupation list
• assuming concessions are automatic
• assuming every DAMA pathway leads to permanent residency
• failing to check employer eligibility before planning the visa pathway

DAMA can be useful, but it needs careful checking because each region has different requirements.

Final thoughts

DAMA can be a valuable pathway for regional employers and skilled workers.

For employers, it may help fill genuine workforce shortages where standard visa options are limited.

For skilled workers, it may provide access to employer sponsorship, regional work opportunities and, in some cases, a pathway to permanent residency with age concessions up to 55.

However, DAMA is not automatic. The employer, region, occupation, visa subclass and worker eligibility all matter.

Need help with a DAMA or employer sponsored visa?

DAMA applications can be complex because the requirements depend on the region, occupation, employer, worker’s background and the specific labour agreement.

If you are an employer looking to sponsor workers under a DAMA, or a skilled worker trying to understand your visa options, Work Visa Lawyers can help you assess your situation and plan the next steps.

Book an appointment with one of our immigration lawyers or registered migration agents to discuss your DAMA or employer sponsored visa pathway.

This article provides general information only. Migration law can change, and every case is different. You should seek advice from a registered migration agent or immigration lawyer about your specific situation.

Navigating the Australian immigration system can feel overwhelming. With constant policy updates and strict application rules, having the right professional by your side is essential. This July 2026, Work Visa Lawyers is thrilled to celebrate 15 years of providing expert legal and migration assistance to clients worldwide.

Founded by Principal Immigration Lawyer Chris Johnston in 2011, Work Visa Lawyers has steadily grown into one of Australia's largest and most respected migration firms. Operating from our main office in Adelaide, South Australia we have seen the migration landscape change dramatically over the past decade and a half. However, our commitment to providing clear, simple, and effective advice has never wavered.

A Pioneer in Immigration Education and Digital Trust

One of the main reasons Work Visa Lawyers is recognized as a top-tier firm is our dedication to education. Chris Johnston doesn't just practice migration law, he helps shape it. With 20 years of hands-on experience, he regularly teaches training classes for the Migration Institute of Australia (MIA).

We are also proud to be one of Australia's original immigration content creators. Today, Work Visa Lawyers boasts a massive online community of over 200,000 followers across YouTube, TikTok, Facebook, Instagram, and LinkedIn. With hundreds of educational videos and millions of views, our team works tirelessly to translate complex Australian immigration laws into easy-to-understand guidance for people all over the world.

The Advantage of Choosing Both a Lawyer and an Agent

When looking for migration companies to assist you, it is important to understand the difference between the types of professionals available. A Registered Migration Agent (RMA) completes specialized coursework to provide administrative help with your visa. An immigration lawyer has an accredited law degree, is admitted to practice by a Supreme Court, and has the authority to represent you in complex legal appeal cases, such as Judicial Reviews at the Federal Circuit and Family Court of Australia, Federal Court of Australia and in some cases, even the High Court of Australia.

At Work Visa Lawyers, our team includes some of the best immigration lawyers and Registered Migration Agents in Australia. This means we can handle everything from a straightforward student visa application to highly complex legal challenges, including appeals, visa cancellations, character issues, and health waivers.

Comprehensive Services for Every Pathway

Over our 15-year history, we have successfully managed a massive variety of visa subclasses. We assist businesses, corporate HR teams, and individuals with Australian work visas. This includes Employer-Sponsored pathways like the 186 ENS visa, the 494 regional visa, and navigating the transition from the 482 temporary visa to permanent residency. We are also highly experienced with the Designated Area Migration Agreements (DAMA) across various regions in Australia.

Beyond work visas, we provide dedicated support for family and partner visas (subclasses 820/801 and 309/100), citizenship applications, and the National Innovation Visa (formerly the Global Talent Visa 858). 

If you face a visa refusal, we are fully equipped to handle appeals at the Administrative Review Tribunal (ART), Federal Circuit and Family Court of Australia or even seek Ministerial Intervention where eligible.

Whether you are looking for the best immigration lawyers or migration agents in Adelaide/South Australia to handle a local state-sponsored visa, or you need national experts to assist with corporate migration, Work Visa Lawyers has the historical footprint, digital authority, and trusted expertise to secure your future in Australia.

Book an appointment today if you need any assistance with your visa application.

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MIA Regional Migration Conference GC 2026: DAMA Growth Shows Targeted Regional Visas are the Future

The Migration Institute of Australia Regional Migration Conference was held on the Gold Coast on 8 May 2026.

The conference was sold out, so a full room of migration professionals, government representatives and regional migration stakeholders – all there to talk about regional migration. The beachside setting and the impressive Langham Hotel created a great environment for an important discussion about the future of regional migration in Australia.

I have taken the time to review all my notes from the sessions – the Department of Home Affairs, State Governments, and here are some summaries – with some takeaway comments as well.

Regional Migration — Setting the Scene

Presenter: Sean Choong MMIA, National President, Migration Institute of Australia

The conference opened with Sean Choong, National President of the MIA.

He acknowledged the important role that regional migration plays in supporting industries, building communities and helping regional towns remain viable. Regional migration is not just about visas. It is also about people, businesses, families and the future of communities across Australia.

Department of Home Affairs Regional Migration Update

Presenters:
Andrew Figg, Regional Director QLD/NT, Department of Home Affairs
Peter van Vliet, Chief Executive Officer, Migration Institute of Australia — moderator

Andrew Figg from the Department of Home Affairs provided updates on regional migration and processing.

The Migration Program planning level for the next year remains at 185,000 places, matching the current year.

The Department also discussed its continued focus on state-wide Designated Area Migration Agreements, including for Queensland and Tasmania.

Processing updates included:

• around 77,000 subclass 186 Employer Nomination Scheme applications on hand 
• priority processing under Direction 105, including for some health, teaching and regional occupations 
• around 106,000 partner visa applications in the processing queue, which is more than twice the annual planning level of 40,500 places 

The Department also noted that there are around 106,000 partner visa applications in the processing queue. This is more than twice the annual planning level, with partner visa allocations planned at 40,500 places per year. This raises the long-running concern that partner visas are effectively constrained by planning levels, but we will not go into that issue in detail in this article.

There were also some interesting statistics in relation to DAMA activity for the year:

• Queensland: 521 labour agreements and 1,021 visa grants 
• New South Wales: 234 labour agreements and 390 visa grants 
• Victoria: 200 labour agreements and 210 visa grants 
• Northern Territory: 567 labour agreements and 1,035 visa grants 
• South Australia: 509 labour agreements and 913 visa grants 
• Western Australia: 800 labour agreements and 1,500 visa grants 

The DHA has told us that the Regional Migration Review is complete, but the results do not have a release date.

The Department of Home Affairs emphasised that Registered Migration Agents and Lawyers should lodge complete, decision-ready applications to help support faster and more efficient processing.

Beyond the Games: Workforce Demands and Migration Strategy

Presenters:
Tom Tate, Mayor, City of Gold Coast and Brisbane 2032 Organising Committee member
Adam Pennicott, Executive Director, Strategic Partnerships and Initiatives, Department of Trade, Employment and Training
Nitin Rikhi AFMIA, Lawyer, NORPAC Legal Practice Leader, MIA QLD/NT State President — moderator

This session explored how the large workforce demands of major infrastructure projects, including the 2032 Olympics, intersect with migration policy and workforce planning.

Gold Coast Mayor Tom Tate was a passionate advocate for pursuing multiple projects at once and actively attracting investment to the Gold Coast.

He recognised that many states and territories are competing for the same workers, especially in construction and health. He also spoke about the major needs of the Gold Coast as the region prepares for 2032 Olympics-related infrastructure, including stadiums and transport.

Tom valued the Woking Holiday Visa holders -for the work they do in hospitality – and while they save on accommodation – they are willing to spend on experiences like sky diving and scuba diving. 

Adam Pennicott discussed specific workforce needs for the Gold Coast, including in the film industry.

One clear takeaway from this session was that some parts of Australia are very direct and forceful in promoting their workforce needs. This is different from some other areas, where local councils can sometimes be more conservative in how they speak about workforce shortages.

DAMAs in Practice

Presenters:
Sean Malone, Team Leader, Migrant Attraction and Connection Team, Skilled and Business Migration, Department for State Development SA
Geoff Heath, Migration Manager, DAMA and RCB, Cairns Chamber of Commerce
Justine Campbell, Chief Executive Officer, RDA Orana
Kevin Kardirgamar, Director, Occupational Regulation and Migration, Northern Territory
Anke Nagel FMIA, Senior Migration Consultant, PAX Migration Australia, Former QLD/NT State President and recent Chair of the MIA Regional Migration Advisory Panel — moderator

This session focused on Designated Area Migration Agreements, commonly known as DAMAs.

Geoff Heath strongly advocated for the benefits of DAMAs. He highlighted that DAMAs can offer occupations and workforce stability that many regional businesses would otherwise not be able to access.

He also commented on the need for regional area authorities to have a strong local connection and a clear understanding of what is happening on the ground.

Justine Campbell from RDA Orana spoke about the challenges of managing a large and diverse regional area across New South Wales. She also discussed uncertainty around a possible NSW state-wide DAMA.

With New South Wales stretching from popular coastal areas to inland and remote communities, a state-wide DAMA would need to balance very different regional needs. Inland New South Wales may need stronger concessions so it is not directly competing with larger and more attractive coastal regions.

Kevin Kardirgamar provided an update on the Northern Territory DAMA, one of Australia’s longest-running DAMA arrangements.

There are 13 different DAMAs in varous regioal areas of Australia. The more generous occupation lists and concessions on salaries, English and age prove to be the targeted incentives needed for regional areas.

Rather that visa simplification - the Regions need more visas designed to meet the skills needs and with built in concessions to bring more skilled migrants to regional Australia.

A regional visa with concessions that was simpler and cheaper than the DAMA would be even better again.  Regional Australia has heaps of SMEs and family businesses - so the more accessible the visa the better. 

State Pathways in a Tight Market: Where Are the Opportunities?

Presenters:
Aaron Pont, Acting Manager, Migration Queensland
Anne McCotter, Associate Director, Business and Skilled Migration, Investment NSW
Damian Marquardt, Manager, Migration Services, Department of Jobs, Skills, Industry and Regions, Victoria
Louisa Newstead, Director Population Strategy and Migration, South Australia
Kevin Kardirgamar, Director, Occupational Regulation and Migration, Northern Territory
Sean Choong MMIA, National President, Migration Institute of Australia — moderator

This session focused on state and territory nomination pathways in a competitive migration environment.

It was clear that different states and territories have different priorities in their skilled migration programs.

Migration Professionals in Practice: Naghmeh Danai

Presenter: Naghmeh Danai MMIA
In conversation with: Peter van Vliet, Chief Executive Officer, Migration Institute of Australia

In the session Migration Professionals in Practice, Naghmeh Danai MMIA joined Peter van Vliet for a Q&A about the fast-moving and challenging circumstances surrounding humanitarian visa grants for members of the Iranian women’s soccer team.

Naghmeh discussed her central role in facilitating urgent communications during a high-profile and rapidly developing series of events. Her work helped members of the team make successful humanitarian visa claims at a time when speed, coordination and professional judgment were critical.

This session was a strong reminder of the important role migration professionals can play in life-changing situations, particularly where humanitarian protection, public interest and urgent legal pathways intersect.

SA Skills Commission Regional Training Trial: From Framework to First Arrivals

Presenters:
Commissioner Cameron Baker, Chair of the South Australian Skills Commission
Mark Glazbrook MMIA, Chief Executive Officer and RMA, Migration Solutions
Jonathan Granger MMIA, Director and Principal Migration Agent, Granger Australia — moderator

One of the most interesting sessions of the day was about the SA Skills Commission regional training trial.

The session explored the use of the Subclass 407 Training visa as a way to help previously experienced candidates upskill their trade skills or nursing qualifications to meet Australian standards.

Commissioner Cameron Baker outlined the new initiative involving the South Australian Skills Commission and Mark Glazbrook from Migration Solutions.

The pilot has involved trainees in the regional area of Cleve, South Australia.  Starting with Enrolled Nurses and then Motor Mechanics, the program could be expanded. 

This session raised important questions about whether current visa programs could help shape a future national apprenticeship or traineeship visa model.

The reason that this current collaborative pilot project is interesting is that it goes to one of the key needs for the Australian migration program.
Australian needs a Trade Visa or to adapt existing visas to enable high quality vocational courses with full time work placement. 

This would assist to fill known shortages in trades and vocational occupations.

Joint Standing Committee on Migration Inquiry into the Value of Skilled Migration to Australia

Presenters:
Steve Georganas MP, Member for Adelaide and Chair of the Joint Standing Committee on Migration
Peter van Vliet, Chief Executive Officer, Migration Institute of Australia — moderator

Steve Georganas MP provided insights into the current Joint Standing Committee on Migration inquiry into the value of skilled migration to Australia.

He spoke about the important role migration has played in Australia’s development, including its contribution in the 1940s and 1950s.

He also outlined the Committee’s program of travelling around Australia and taking evidence on the value of skilled migration.

His comments in support of multiculturalism and the contribution migrants have made to Australia were warmly received by the audience.

Regional Visa Perspectives

Presenters:
Rebecca Macmillan MMIA, Special Counsel, Thomson Geer Lawyers
Leanne Stevens L MMIA, Chief Executive Officer and Registered Migration Agent, Emergico Migration
Stephanie Hunt MMIA, Corporate Immigration Manager, PAX Migration Australia
Helen Duncan L MMIA — moderator

This session looked at regional visa perspectives, including the subclass 491 Skilled Work Regional visa, the subclass 494 Skilled Employer Sponsored Regional visa, and the transition to the subclass 191 Permanent Residence visa.

The panel discussed some of the benefits of the 491 visa, including its ability to encourage visa holders to live and work in designated regional areas.

The 491 visa can support regional retention because visa holders are generally required to live, work and study only in designated regional areas while holding the visa.

From Problems to Possibilities: The Future of Regional Migration

Presenters:
Marney Richardson MMIA, Director and Registered Migration Agent, Richardson Migration, Former Manager of Migration Queensland, Trade and Investment Queensland
Mateja Rautner MMIA, Principal/Director, Migration Plus, Former member of MIA Regional Migration bodies
Anke Nagel FMIA, Senior Migration Consultant, PAX Migration Australia, Former QLD/NT State President and recent Chair of the MIA Regional Migration Advisory Panel
Con Paxinos FMIA, Director, PAX Migration, Registered Migration Agent, CA, Former MIA SA State President and National Board Member
Chris Johnston MMIA, Lawyer, Work Visa Lawyers, MIA SA State President and Former member of MIA Regional Migration Advisory Panel — moderator

In the final session of the day, I had the honour of moderating the panel From Problems to Possibilities: The Future of Regional Migration.

This expert panel considered some of the major problems in regional migration and possible solutions for the future.

Chris Johnston MMIA, Lawyer, Work Visa Lawyers, MIA SA State President — moderator

The session brought together experienced migration professionals with strong regional migration knowledge. The discussion considered both the problems facing regional migration and the practical reforms that could help make regional visa programs work better for employers, migrants and communities.

Marney Richardson, Director and Registered Migration Agent, Richardson Migration, Former Manager of Migration Queensland, Trade and Investment Queensland spoke about the possibility of the National Innovation Visa helping to drive innovation and investment into regional areas. She also commented on the positive effects of New Zealand’s investor visa program, which has grown significantly, especially following the closure of Australia’s business and investor visa pathways. She noted that United States passport holders have become a major applicant group for New Zealand’s investor program.

Mateja Rautner, RMA and Director, who leads a migration practice in Cairns, raised concerns that state-wide DAMA arrangements may reduce the local knowledge that has been important to the Far North Queensland DAMA. She also expressed concern about the lack of clarity around transition processes.

Anke Nagel, Senior Migration Consultant, PAX Migration Australia, Former QLD/NT State President and recent Chair of the MIA Regional Migration Advisory Panel - spoke about the continued benefits of the Northern Territory DAMA, Australia’s longest-running DAMA. Her comments highlighted how DAMAs can provide practical regional solutions when they are designed with strong local knowledge and industry input.

Con Paxinos,  Director, PAX Migration, Registered Migration Agent and Chartered Accountant
spoke about the continued potential of DAMAs to fill skills gaps in regional Australia. He highlighted that regional employers still need practical visa pathways that reflect real labour market shortages outside the major capital cities.

Known Regional Migration Problems and Solutions

Regional Migration Policies Worth Keeping

The panel also discussed the importance of keeping regional migration policies that are already working, including:

• keeping Perth, Adelaide and the Gold Coast classified as regional areas 
• retaining the Subclass 491 visa settings that require visa holders to live, work and study in regional Australia 
• keeping the additional points incentive for regional study 
• inviting more family-sponsored 491 visa applicants, as they may already have family support in regional areas

These points were influenced by discussions of the MIA Regional Migration Advisory Panel, previous MIA Regional Migration Committees, the MIA SA State Committee and the MIA submission to the Regional Consultation.

Conference Close

Presenter: Sean Choong MMIA, National President, Migration Institute of Australia

Sean Choong closed the conference by recognising the success of the sold-out event.

Networking drinks followed, giving attendees the opportunity to continue discussions about the future of regional migration.

Further networking continued at The Star Gold Coast, hosted by Queensland State President Nitin Rikhi.

Learning from Each Other — The Networking

One of the most valuable parts of any conference is the opportunity to catch up with colleagues, meet new people and speak directly with key stakeholders.

This was made even easier by the great Gold Coast weather and three networking events over two days. The Gold Coast also added its own flavour to the conference, with beachfront views and jet fighter planes flying past during the event.

Where Should the Regional Migration Conference Be Held Next Year?

Possible locations discussed included Tasmania, Darwin, Dubbo, Canberra, Adelaide, the Gold Coast and Cairns. From my conversations with members and government representatives, Cairns seemed to be a popular option.

A warm location in winter makes sense for a May conference.

Thanks to the MIA Team

Great conferences like this do not happen by accident.

The presentations were varied, relevant and all connected to the key theme of regional migration. The venue was excellent, with a beachfront setting that added to the overall experience.

Thank you to Peter van Vliet, Madeleine, Bronwyn Marley, Nitin Rikhi AFMIA, MIA QLD/NT State President, and the Queensland MIA Committee for their work in delivering such a successful event.

Some of the MIA Crew from SA

Conclusion

Regional Australia plays a central role in Australia’s prosperity and national capability.

The regions drive mineral exports, grow much of our food, support defence and energy projects, and help maintain Australia’s sovereign capabilities. Across the conference sessions, one message was clear: regional Australia needs skilled workers and stable communities.

Like the rest of Australia, regional communities need doctors, nurses, teachers, construction workers and other essential workers. But they also have specific workforce needs linked to local industries, major projects, agriculture, mining, tourism and infrastructure.

From an engaging conference, my key observations are below.

Standout Regional Migration Sessions

• Mayor Tom Tate and the Gold Coast local panel — a real eye-opener on how some regions strongly commit to growth, infrastructure and attracting skilled workers. The Gold Coast’s use of the Olympics as a focus for long-term planning was particularly interesting. 
• Naghmeh Danai MMIA in Migration Professionals in Practice — a powerful reminder of the life-changing role migration professionals can play, including in securing urgent humanitarian visa outcomes for members of the Iranian women’s soccer team. 

Steve Georganas MP on the value of skilled migration — his strong support for multiculturalism and the contribution migrants have made to Australia was warmly received. His willingness to learn about regional migration and the challenges facing different parts of Australia was also commendable.

What Is Working in Regional Migration?

Targeted regional visas are working, especially the Subclass 491 visa and DAMAs.

The Subclass 491 visa provides regional Australia with a wide range of skilled visa holders. Because of visa condition 8579, 491 visa holders are generally required to live, work and study in regional Australia. This helps regional retention. After several years of living in the regions, building connections and having children in local schools, many migrants are more likely to stay, even after they become permanent residents.

DAMAs also provide practical solutions for specific regional skills shortages. They can assist employers in occupations that may not be available through standard skilled visa pathways, including some lower-skilled but essential roles in areas such as disability care, horticulture and regional services.

The DAMA 494 pathway has helped bring life into what is otherwise a difficult visa. However, DAMA processing is currently too slow. This causes productivity losses and creates pressure for regional employers who are already stressed and overworked.

Working Holiday visa holders also continue to play an important role in supporting agricultural seasons and hospitality needs, helping regional areas with both food production and tourism services.

What Is Not Working in Regional Migration?

The Subclass 494 visa remains one of the most complicated and difficult skilled visas in Australia.

In many cases, it is harder to qualify for than the Subclass 482 visa, even though the 482 visa can be used across Australia, including in major cities. Regional visas should be more attractive and easier to access if the goal is to encourage migrants to consider regional areas. At the moment, the 494 visa often does the opposite.

A practical solution would be to make the 494 visa easier to access, or to align it more closely with the Skills in Demand Subclass 482 visa.

Concerns about the 494 visa have been raised with the Department of Home Affairs and relevant government ministers for many years. Yet the key problems remain unresolved, despite ongoing skills shortages and service gaps across regional Australia.

Where to Now? Regional Cuts and No Clear Direction From the Top

In the week following the conference, further regional visa cuts were announced.

The recent migration allocations indicate that regional 491 and 494 visa places will be cut from 33,000 to 14,110. Reducing 491 visa places means fewer skilled migrants living and working in regional – impacting health services, industries and communities. 

At the same time, the Skilled Independent Subclass 189 visa allocation has increased from 16,900 to 21,090. This is likely to result in more skilled migrants moving to Australia’s largest cities.

Regional Australia needs visa settings that reflect the real challenges faced by communities, industries and employers outside the major capital cities. This includes practical concessions and stronger incentives for migrants to live and work in regional areas.

The Department of Home Affairs has said that the Regional Migration Review is complete, but the results still have not been released.

THE  FUTURE OF REGIONAL MIGRATION is MORE TARGETED VISA PRORAMS

Regional Australia contributes so much to Australia.

The regions grow much of our food, drive mining exports, support tourism, defence, energy and infrastructure, and help maintain Australia’s national capability.

The DAMA figures discussed at the conference also show that targeted regional migration settings can work. Across the states and territories discussed, DAMA activity included 2,831 labour agreements and 5,069 visa grants.

That is not just a visa statistic. It represents regional employers finding workers, businesses staying open, communities being supported and industries continuing to grow.

The success of DAMAs shows that regional visas can help employers and communities when they are designed around real local needs.

But we need to go further.