{"id":6655,"date":"2026-05-22T08:22:27","date_gmt":"2026-05-22T08:22:27","guid":{"rendered":"https:\/\/fictionpad.com\/blog\/?p=6655"},"modified":"2026-05-22T08:22:27","modified_gmt":"2026-05-22T08:22:27","slug":"switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule","status":"publish","type":"post","link":"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/","title":{"rendered":"Switching Employers on an Employer Sponsored Visa in Australia: The 60-Day Rule"},"content":{"rendered":"<p>Leaving or changing a sponsoring employer on an <b>Employer Sponsored Visa<\/b> is possible, but it must be handled carefully. The rule many workers still call the \u201c60-day rule\u201d has changed. Since 1 July 2024, certain sponsored visa holders may have up to 180 days at a time, capped at 365 days in total during the visa grant period, to find a new approved sponsor, secure another visa, or leave Australia. During that permitted period, a worker may be able to work for another employer, but a new sponsorship nomination is still central to a proper employer transfer. Always check your visa grant letter and VEVO before acting.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-6a103b4278838\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-6a103b4278838\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#Why_the_60-Day_Rule_Still_Confuses_Sponsored_Workers\" >Why the 60-Day Rule Still Confuses Sponsored Workers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#What_Counts_as_an_Employer_Sponsored_Visa\" >What Counts as an Employer Sponsored Visa?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#The_Current_Rule_180_Days_Not_60_Days\" >The Current Rule: 180 Days, Not 60 Days<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#What_Happens_When_Your_Sponsored_Job_Ends\" >What Happens When Your Sponsored Job Ends?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#Can_You_Work_for_Another_Employer_During_the_180_Days\" >Can You Work for Another Employer During the 180 Days?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#How_to_Switch_Employers_the_Right_Way\" >How to Switch Employers the Right Way<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#What_If_You_Want_to_Change_Occupations_Too\" >What If You Want to Change Occupations Too?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#Can_Your_Employer_Cancel_Your_Visa\" >Can Your Employer Cancel Your Visa?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#Common_Mistakes_to_Avoid\" >Common Mistakes to Avoid<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/#Final_Thoughts\" >Final Thoughts<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Why_the_60-Day_Rule_Still_Confuses_Sponsored_Workers\"><\/span><b>Why the 60-Day Rule Still Confuses Sponsored Workers<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>For years, many temporary sponsored workers were told they had only 60 days after their sponsored employment ended. That created real pressure. A redundancy, failed probation, workplace dispute, or resignation could suddenly turn into a visa risk.<\/p>\n<p>That older rule is still searched online because many people use the phrase \u201c60-day rule\u201d when researching <a href=\"https:\/\/sscs.com.au\/employer-sponsored-visa\/\" target=\"_blank\" rel=\"noopener\"><b>employer sponsored visa australia<\/b><\/a> options. The current position is different for many holders of Subclass 482, Subclass 494, and older Subclass 457 visas. From 1 July 2024, visa conditions 8107, 8607, and 8608 changed, giving affected workers more time to deal with job loss or a sponsor change.<\/p>\n<p>The extra time is useful, but it is not open-ended. Sponsored workers still need to manage dates, employment records, nomination steps, and visa conditions with care.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Counts_as_an_Employer_Sponsored_Visa\"><\/span><b>What Counts as an Employer Sponsored Visa?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>\u201cEmployer Sponsored Visa\u201d is a broad term. In Australia, it can refer to several visa pathways where an employer nominates or sponsors a worker. The most common temporary pathway is Subclass 482.<\/p>\n<p>The Subclass 482 visa changed in December 2024. The Skills in Demand visa replaced the older Temporary Skill Shortage visa for new applications, while earlier TSS applications continue to be assessed under the rules that applied at lodgement.<\/p>\n<p>This article focuses mainly on temporary sponsored workers, especially Subclass 482 holders, because this is where employer transfer and time-limit questions most often arise. Permanent employer-nominated visas, such as Subclass 186 after grant, are different because the visa holder may already have permanent residence.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_Current_Rule_180_Days_Not_60_Days\"><\/span><b>The Current Rule: 180 Days, Not 60 Days<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The key change is simple: many sponsored workers now have more time after their sponsored job ends.<\/p>\n<p>If <a href=\"https:\/\/en.wikipedia.org\/wiki\/Employment\" target=\"_blank\" rel=\"noopener\">employment<\/a> with the sponsor ends, the worker may have up to 180 days from the date they finish working to find another approved sponsor, be granted a different visa, or leave Australia. The total time away from the sponsored employment conditions cannot exceed 365 days across the visa grant period.<\/p>\n<p>That means the old \u201c60-day rule\u201d is now out of date for many affected sponsored visa holders. Still, workers should not assume every visa has the same condition. The visa grant letter and VEVO record are the first things to check.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Happens_When_Your_Sponsored_Job_Ends\"><\/span><b>What Happens When Your Sponsored Job Ends?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The 180-day period usually starts from the date the worker finishes employment with the sponsoring employer. This may be the final day after notice, the redundancy end date, or the termination date.<\/p>\n<p>The former sponsor has duties too. Sponsors must notify the Department within 28 calendar days if the sponsored worker\u2019s employment ends or is expected to end.<\/p>\n<p>For workers, the safest first step is to make a clear timeline:<\/p>\n<p>Record the final day of employment.<\/p>\n<p>Save resignation, redundancy, or termination letters.<\/p>\n<p>Check VEVO for visa conditions.<\/p>\n<p>Track every day spent outside the sponsored employment arrangement.<\/p>\n<p>Start sponsor discussions early.<\/p>\n<p>The risk is not usually the first week after employment ends. The risk builds when a worker assumes the visa remains safe without tracking time, nomination status, and visa expiry.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Can_You_Work_for_Another_Employer_During_the_180_Days\"><\/span><b>Can You Work for Another Employer During the 180 Days?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This is one of the most common questions.<\/p>\n<p>The rule changes were designed to reduce the <a href=\"https:\/\/fictionpad.com\/blog\/how-financial-consultants-shape-long-term-wealth-strategies-for-everyday-investors\/\" target=\"_blank\" rel=\"noopener\">financial<\/a> pressure on sponsored workers who lose a job or need to leave a poor workplace. During the permitted period, affected visa holders may be able to work for other employers, including in roles outside the most recent nomination.<\/p>\n<p>Even so, temporary work during the 180-day window should not be confused with a completed sponsor transfer. If a worker wants a new business to become the sponsoring employer, the new employer generally needs a new approved nomination. Home Affairs guidance confirms that a visa holder cannot start working for a different employer as their sponsor until that employer has a new approved nomination.<\/p>\n<p>This is where many workers get caught. A job offer alone is not the same as an approved nomination. A signed contract alone is not the same as a sponsor transfer.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Switch_Employers_the_Right_Way\"><\/span><b>How to Switch Employers the Right Way<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A clean employer switch usually involves several steps.<\/p>\n<p>First, the worker confirms the visa subclass, expiry date, nominated occupation, and conditions through VEVO. This avoids acting on old assumptions.<\/p>\n<p>Second, the new employer checks if it is approved to sponsor workers. If not, it may need to apply for sponsorship approval before the nomination can progress.<\/p>\n<p>Third, the new employer prepares and lodges the nomination. The role, salary, duties, location, and occupation must match the rules that apply at the time.<\/p>\n<p>Fourth, the worker waits for the correct approval before treating the new employer as the sponsoring employer.<\/p>\n<p>Fifth, the worker keeps records of all key dates, including the old employment end date, nomination lodgement date, approval date, and any visa application date if a new visa is needed.<\/p>\n<p>The main point is order. Sponsored workers should avoid resigning too early unless they understand the timing. New employers should avoid promising a start date that immigration steps cannot support.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_If_You_Want_to_Change_Occupations_Too\"><\/span><b>What If You Want to Change Occupations Too?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Changing employer and changing occupation are not the same thing.<\/p>\n<p>A worker may move from one sponsor to another in the same nominated occupation if the new nomination is approved. But a move to a different occupation may require a new nomination and, in many cases, a new visa application. This is especially important for workers moving from one job title to another that sounds similar but has different duties.<\/p>\n<p>For instance, a sponsored restaurant manager moving to another restaurant manager role may be a cleaner transfer than a restaurant manager moving into marketing, operations, or business development. Job titles are less important than the real duties performed each day.<\/p>\n<p>Workers planning permanent residence later should be extra careful. A rushed move can affect time with a sponsor, occupation history, and eligibility planning.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Can_Your_Employer_Cancel_Your_Visa\"><\/span><b>Can Your Employer Cancel Your Visa?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Employers cannot cancel a visa. Only the Department can cancel a visa.<\/p>\n<p>That said, a sponsor can end employment, withdraw support, or notify the Department that employment has ceased. Those actions can create visa risk if the worker does not take action inside the permitted time.<\/p>\n<p>Employment rights still apply. Workers are covered by the Fair Work Act regardless of immigration status, and employers must follow workplace laws. Home Affairs also warns employers against using visa status to exploit temporary workers.<\/p>\n<p>This is important because some sponsored workers stay in unsafe or unfair workplaces out of fear. The current 180-day rule gives more space to leave a poor work situation, seek advice, and find a lawful alternative.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Common_Mistakes_to_Avoid\"><\/span><b>Common Mistakes to Avoid<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A sponsored worker changing jobs should avoid three big errors.<\/p>\n<p>The first is relying on the old 60-day rule. The current rule may give more time, but only up to the allowed limits.<\/p>\n<p>The second is starting the new sponsored role too soon. The new employer\u2019s nomination approval is a key step.<\/p>\n<p>The third is ignoring the 365-day total cap. A worker may have more than one employment gap across the visa period, but the total allowed time is limited.<\/p>\n<p>Another common error is forgetting visa expiry. The 180-day period does not extend the visa itself. If the visa expires soon, a new visa strategy may be needed before the deadline.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Final_Thoughts\"><\/span><b>Final Thoughts<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Switching employers on an <a href=\"https:\/\/sscs.com.au\/employer-sponsored-visa\/\" target=\"_blank\" rel=\"noopener\"><b>Employer Sponsored Visa<\/b> i<\/a>n Australia is lawful, but timing is everything. The old 60-day rule has largely been replaced by a more flexible 180-day period for many affected sponsored workers. That gives more breathing room after resignation, redundancy, or dismissal.<\/p>\n<p>Still, the safest approach is practical: check VEVO, confirm the visa condition, track dates, secure a new sponsor early, and do not treat a job offer as a completed sponsor transfer. For any worker whose visa, job, and long-term plans are linked, getting qualified migration advice before resigning or accepting a new role can prevent costly errors.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Leaving or changing a sponsoring employer on an Employer Sponsored Visa is possible, but it must be handled carefully. The rule many workers still call &hellip; <\/p>\n","protected":false},"author":16,"featured_media":6656,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[163],"tags":[],"class_list":["post-6655","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Switching Employers on an Employer Sponsored Visa in Australia: The 60-Day Rule - Fiction Pad<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fictionpad.com\/blog\/switching-employers-on-an-employer-sponsored-visa-in-australia-the-60-day-rule\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Switching Employers on an Employer Sponsored Visa in Australia: The 60-Day Rule - Fiction Pad\" \/>\n<meta property=\"og:description\" content=\"Leaving or changing a sponsoring employer on an Employer Sponsored Visa is possible, but it must be handled carefully. 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