04 October 2022
#Immigration Law, #Workplace Relations & Safety
There are approximately two million temporary migrants in Australia, making up 10 per cent of our nation’s total workforce.
Foreign workers can be international students, working holiday makers, or employer-sponsored visa holders. When employing hospitality staff, it is vital for any business owner to understand that not all visas are the same; some visas provide full working rights, others have work limitations, and some completely prohibit a person to work.
In order to avoid costly litigation and serious penalties, it is important that businesses have adequate policies and procedures to ensure all hires and existing employees are working under the correct visa status for the role.
The Migration Amendment (Reform of Employer Sanctions) Act 2013 introduced serious penalties for any person or business that allows a non-citizen to work, or who refers a non-citizen to work, in circumstances where they do not have appropriate work rights.
As we enter a period of increased migration following the COVID-19 pandemic, it is vital that employers take steps today to remain compliant.
Foreign workers are central to the success of Australia’s hospitality industry, bringing new flavour, perspectives and a much-needed helping hand to any business. Similarly, Australian employers also play a vital role in the lives of foreign workers, creating a memorable overseas experience and financially supporting their stay.
Creating a compliant and watertight approach to hiring and managing foreign workers is simple, with the right legal help. By implementing processes and procedures from the beginning, hospitality businesses can hire and manage foreign workers confidently and with peace-of-mind that their business is well-protected.
If you have any questions about visa applications or compliance issues, please contact us below or send us your enquiry here.
Author: Rebecca Macmillan
The information in this article is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavour to provide accurate and timely information, we do not guarantee that the information in this article is accurate at the date it is received or that it will continue to be accurate in the future.