The Aristos Group

Howard Johnson

Australia’s Fastest Growing Jobs

Top 3 Industries On The Rise

Community Services & Development led as the fastest-growing industry according to SEEK (www.seek.com.au) with 8.7% year-on-year growth in 2019. National Australia Bank (NAB) Economist Kaixin Owyong says this is due to momentum in the National Disability Insurance Scheme (NDIS), which is creating fresh demand for talent.

 

The Healthcare & Medical industry came in second place with year-on-year growth of 7.8%. “The increase is largely due to growing demands of the aging population,” Owyong says.

 

The Mining, Resources & Energy industry came in third place, largely due to the upturn in mining in 2019. Job seekers in this sector saw a 4.5% increase in opportunities on SEEK compared to 2018.

 

Specialisations on the rise:

  • Risk Consulting in the Insurance & Superannuation industry was the fastest-growing specialisation on SEEK in 2019 – it grew by 54.1% year-on-year, which is likely due  to the aftermath of the Hayne Royal Commission, which put a spotlight on risk in the financial services sector.
  • The speech therapy specialisation came in second with a 53.8% year-on-year lift.
  • Healthcare was also home to the third fastest-growing specialisation – Residents & Registrars. Job ads for this role rose by 37.2% year-on-year. “Population growth is putting pressure on hospitals, and this is leading to greater demand for these roles,” Owyong says.

 

We can help you take advantage of these trends in the first instance Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Australian Industries where jobs are booming

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BLOG SERIES – WORKING IN THE UNITED ARAB EMIRATES (UAE) – PART 9

How does the process of terminating employment contracts work in the UAE?

There are two types of contracts in the UAE: limited and unlimited. And each of them has a set number of steps for their termination, again depending on if it is resignation, arbitrary dismissal or the end of a contract.

Limited contract:

A limited contract cannot exceed two years’ term and it must mention the notice period ranging from a minimum of one month to a maximum of three months.  Either party can singly terminate the original contract or a renewed contract provided they comply with the legal consequences of early termination which include:

  • Notifying in writing at least one month in advance but no longer than three months.
  • Honouring the contract obligation for the duration of the notice.
  • Compensating the other party to the level that was agreed to by both the parties, provided this does not exceed the equivalent of three months’ gross wages.

A limited contract can be terminated on the following basis:

  • If the term of the contract expires and is not renewed.
  • If both, the employer and employee mutually agree to end it.
  • If a worker commits any of the violations as mentioned under Article 120 of the Labour Law.
  • Unlimited contract.

In case of unlimited contracts, an employment relationship is terminated in one of the following instances:

  • Both, the employer and employee mutually agree to terminate the contract.
  • When either party decides, at any time, to terminate the contract provided that the terminating party abides by the legal notice requirements and continues to honour his obligations for the duration of the notice period, which cannot be less than one month and no longer than three months.
  • When either party acts unilaterally to terminate the contract, without complying with the legal notice and without reasons of default by the other party – in this case, the terminating party bears the legal consequences of early termination.

Termination without notice:

An employment contract, whether limited or unlimited can be terminated without notice period by either party in accordance of the UAE Labour Law.  An employer can terminate an employment contract without notice and deprive the employee of his end of service gratuity, if the latter:

  • Adopts a false identity or nationality or if he or she submits forged documents or certificates.
  • Is appointed under a probationary period and dismissal occurred during or at the end of said period.
  • Commits an error causing substantial material loss to the employer provided that the latter advises the labour department of the incident within 48 hours from having knowledge of the same.
  • Violates instructions concerning safety of the place of business provided that such instructions are displayed in writing at conspicuous places or verbally informed to an illiterate employee.
  • Fails to perform his or her basic duties under the employment contract and persists in violating them despite formal investigation with him or her in this respect and warning him or her of dismissal if the same is repeated.
  • Divulges any secrets of the establishment where he or she is employed.
  • Is awarded final judgement by the competent court in respect of an offence prejudicing honour, honesty or public morals.
  • During working hours, is found drunk or under the influence of prohibited drugs.
  • In the course of his work, commits an assault on the employer, the manager or any of his colleagues.
  • Absents himself without lawful excuse for more than 20 intermittent days or for more than seven successive days during one year.

An employee can terminate an employment contract without notice period if:

  • The employer has failed to meet contractual or legal obligations towards the worker (for example, if he fails to pay wages for a period exceeding 60 days)
  • The employee has filed a court complaint against an employer who has failed to secure employment of the worker (for example, in case of a business shutdown or if the business has been inactive for a period exceeding two months)
  • The final ruling for a labour complaint referred to the Labour court by Ministry of Human Resources & Emiratisation is in favour of the worker.
  • Arbitrary dismissal
  • Arbitrary or unfair dismissal takes place when an employer terminates an employee or forces him to resign without any justifiable reasons.

According to Article 122 of the UAE Labour Law, arbitrary termination of an employee happens when an employee is fired for reasons not related to work performance, or when the employee files a valid complaint against an employer, which made the latter terminate him maliciously.

Article 122 – The termination of the employment of the worker by the employer shall be deemed arbitrary should the cause of termination not be related to the work, in particular should the termination of the employment of the worker be made by reason of the filing by the latter of a serious complaint before the pertinent authorities or a valid claim against the employer.

Article 120 of the UAE Labour lays out the reasons for which termination without notice is lawful.  They are that the employer may dismiss the worker without prior notice in any of the following cases:

  • Should the worker assume false identity or nationality, or submits false certificates or documents.
  • Should the worker be appointed under probation, and the dismissal occur during or at the end of the probation period.
  • Should the worker commit an error resulting in colossal material losses to the employer, provided that the Labour Department is notified of the incident within 48 hours of the knowledge of the occurrence thereof.
  • Should the worker violate the instructions related to the safety at work or in the work place, provided that such instructions be written and posted in a prominent location, and that he is notified thereof should he be illiterate.
  • Should the worker fail to perform his main duties in accordance with the employment contract, and fail to remedy such failure despite a written investigation on the matter and a warning that he will be dismissed in case of recidivism.
  • Should he divulge any of the secret of the establishment where he works.
  • Should he be convicted in a final manner by the competent court in a crime of honour, honesty or public ethics.
  • Should he be found in a state of drunkenness or under the influence of a narcotic during work hours.
  • Should he assault during the work the employer, responsible manager or co-worker.
  • Should he be absent without valid cause for more than twenty non-consecutive days in one year, or for more than seven consecutive days.

If an employee believes that he has been dismissed illegally, he can complain to Ministry of Human Resources and Emiratisation (MoHRE). The ministry will try to solve the issue amicably. If an amicable settlement is not reached, the case will be referred to the respective court.  As per Article 123 of the UAE Labour Law, if arbitrary dismissal is proven, the court will order the employer to pay a compensation to the employee.

  • Should the worker be arbitrarily dismissed, the competent court may order the employer to pay a compensation to the worker. The court shall assess such compensation, taking into account the type of work and the extent of damage incurred to the worker as well as the duration of employment and after the investigation of the work conditions. In all cases , the amount of compensation shall not exceed the wage of the worker for a period of three months calculated on the basis of the last due wage.
  • The provisions of the preceding paragraph shall not breach the right of the worker to the gratuity entitled thereto and the compensation in lieu of notice provided for herein.
  • The court will assess the value of compensation taking into account the type of work, the extent of damage incurred to the employee and the duration of the employment. In all cases, the amount of compensation must not exceed the wage of the employee for a period of three months, calculated on the basis of the last wage the worker is entitled to.
  • In addition to compensation, the employee can claim his gratuity, notice period dues or any other unpaid dues he is entitled to from his employer.)

Grace period:

After termination of employment contract and cancellation of the work visa, the terminated employee is granted a 30-day grace period from the date of cancellation, where he can either obtain a new residence permit or leave the country. Illegal residents are liable to be fined and/or deported.

We hope this helps and if you are interested in working in the UAE then Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Know your employment rights in the UAE

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Boris is likely to end £30,000 immigration threshold post-Brexit

Post-Brexit immigration regime likely to mean an end to the controversial £30,000 salary floor

Boris Johnson’s new post-Brexit immigration regime is likely to mean an end to the controversial £30,000 salary floor for skilled workers, government sources have confirmed.  The independent migration advisory committee (MAC) is expected to report shortly on whether the threshold should be retained.  Downing Street will then spell out more details of an “Australian-style points-based system” – of which salary is expected to form just one element.  Government sources said it would be more “nuanced” than an across-the-board salary floor.

The £30,000 limit is currently applied to those seeking tier 2 visas – the main entry-route to the UK’s labour market for skilled workers from non-EU countries. A lower limit of £20,800 is applied to younger workers.  “The £30,000 minimum salary threshold for tier 2 visas was unnecessarily and arbitrarily high. It would have strangled the pipeline of talented younger people at the start of their careers, especially in key economic sectors such as the NHS and the creative industries.  Family visas only require a minimum salary threshold of £18,600 to be able to bring some family members to the UK.

The Conservative manifesto omitted the promise to cap net migration below 100,000 a year – a pledge that had shaped the party’s policy since it was adopted by David Cameron in 2010.  Responding to news that the £30,000 limit was likely to be dropped, the shadow home secretary, Diane Abbott, said it showed that the UK economy needed a broad range of workers.  “We always said their plans were unworkable, as many employers in the private and public sector need what the government insists on calling ‘low-skilled workers’. But all workers need decent pay, reasonable conditions, a right to a family life and trade union rights, wherever they are from. We will continue to fight for them,” she said.

The MAC was asked by the government last June to examine the question of salary thresholds and how a points-based system might work. In 2018, it recommended the retention of salary thresholds.  The threshold is already waived in some sectors, including in the NHS.

Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

UK: Boris Johnson promises stricter immigration changes

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Australian Labour Agreements – All You Need To Know

Australian Labour Agreements – All You Need To Know

Labour agreements enable approved businesses to sponsor skilled overseas workers when there is a demonstrated need that cannot be met in the Australian labour market and standard temporary or permanent visa programs are not available. 

Labour agreements are developed between the Australian Government represented by the Department of Home Affairs (the department) and employers. They are generally in effect for five years and provide for visas to be granted under one or both of the following visa programs: 

There are five types of labour agreements:

There are nine industry agreements in place:

  • dairy
  • fishing
  • meat
  • minister of religion
  • on-hire
  • pork
  • restaurant (fine dining)
  • advertising
  • horticulture

Steps in the process:

Step

Action 

1

Read Information about requesting a labour agreement (114KB PDF) and determine if you meet the minimum requirements and are in a position to lodge an online request for a labour agreement with all required supporting documentation.

2

Lodge your labour agreement request online using the Labour Agreement Request form in ImmiAccount. If you don’t have an ImmiAccount you will need to create one – ImmiAccount.

3

Attach required supporting documentation to your online Labour Agreement request.

On receipt of a complete labour agreement request:

  1. The department will assess the information you have provided and advise you of the outcome.
  2. If they are satisfied and approve your request for a labour agreement, they will send you a labour agreement document for review and signature.
  3. When you and all parties have the signed the document and returned it, the labour agreement comes into effect.  The department will send you a copy of confirmation when the agreement is in effect.

If you already have an existing labour agreement in place and you wish to renew it, you will need to lodge a new labour agreement request in ImmiAccount.

If you would like to make a change to your existing labour agreement email the department quoting your current PRID.

Ensure that you lodge your request and allow for at least three months in advance. Failing to do so may result in the cessation of your current agreement before a new agreement is approved.

 

Assessment process:

Labour agreements are assessed on a case by case basis and actual processing times can vary due to individual circumstances however may take up to 6 months.  Additional time may be taken depending on:

  • whether you have lodged a complete application, including all necessary supporting documents
  • how quickly you respond to any requests for more information

If a request for further information is received, you have 7 to 14 calendar days to respond.

If the labour agreement is approved and it is in effect, you can sponsor workers from overseas on their visa application. The labour agreement usually lasts for up to 5 years.

Any nominations or visa decisions cannot be made until a decision is made on the labour agreement request.  

Note: Processing times listed on the website and in ImmiAccount are for visa subclasses only—not for labour agreements.

Labour agreement sponsor obligations:

The labour agreement will tell you the number of workers from overseas you can nominate in each year for the first 3 years. It will also tell you which visas allow you to sponsor workers from overseas.

As the employer, you need to complete a nomination application for a worker from overseas through ImmiAccount. The worker then puts in their individual visa application.  You must meet all labour agreement and visa requirements for the whole time of the agreement and the visa

Requesting a change:

You can ask for a change to the number of workers from overseas you nominate in any year of your agreement by writing to us. You will need to provide the following information with your request:

  • an updated workforce plan, including any retrenchment or redundancies of Australian workers
  • evidence of all recruitment activities in the immediate 6 months before your request
  • evidence of salary for each occupation in your agreement for an Australian employee and an overseas worker

Copies of labour agreement templates:

For company specific templates, the agreement template is below – noting that it will be adapted dependant on negotiations with the relevant employer.

Industry labour agreement templates are as follows:

Note: Templates for DAMA or Project labour agreement are not available on the departments’ website.

For assistance with your Labour Agreements and finding employees to fill them Contact us for a confidential discussion.

Australian Labour Agreements

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Australian Skilled Independent Visa Subclass 189 – All You Need To Know

How To Obtain Skilled Independent Visa Subclass 189

If Australia is your dream country and you want to stay and live in Australia then a skilled Independent Visa subclass 189 is the best option for you. This visa permits you to stay in Australia legally without any issues. It is for the skilled employee who holds employment on Australia’s skilled occupation list. The skilled occupation list is already characterized by the Australian government. Positions like architects, engineers, physicians, construction managers, programmers, social workers, welders, electricians, nurses, dentists, teachers, carpenters are involved in Australia’s skilled occupation list.

To apply for the Skilled Independent Visa Subclass 189, you need to complete the skills assessment that shows you have required qualifications and skills for specific occupations and your occupation must be from the skilled occupation list.

Requirements for Skilled Independent Visa Subclass 189:

  • You must hold a subclass 444 visa
  • You need to fulfil the health requirement
  • You need to fulfil the character requirement
  • You need to fulfil taxable income requirement
  • You must be under 45 years.
  • You need to attain at least 6 points in speaking, writing, reading and listening to the International English Language Testing System.
  • Have expertise in occupation from the skilled occupation list.

 

To apply for Skilled Independent Visa Subclass 189, you need to:

  • Submit the Expression of Interest
  • Meet the Skilled Migration basic requirement
  • Follow the Australian polices and Australian rules

The main Advantage of 189 Visa Australia is that you can stay, work and study in Australia legally.  If you are eligible for Australian citizenship then you can apply for Citizenship.  You can also include your relatives and family members in your application and you can take advantages of the Medicare system.

There are two streams in the Skilled Independent Visa Subclass 189 and they are the following:

Points-Tested stream:

This stream allows skilled employees to stay and work permanently anywhere in Australia. For this stream, you don’t require a nominator or sponsor.

The requirements for Points-tested stream are:

  • You must be under 45 years
  • You need to fulfil taxable income requirement
  • You need to fulfil the character requirement
  • You need to provide Expression of Interest
  • You need to complete the Skills assessment
  • You need to fulfil the health requirement
  • You need to provide evidence of English language proficiency
  • You need to achieve the required marks in point test
  • You need to fulfil special return and public interest criteria

 

New Zealand stream:

New Zealand stream is for New Zealand citizens who have demonstrated contribution and commitment to Australia. This stream allows to work and stay in Australia permanently without any issue. The main condition to apply this visa is that you must have a subclass 444 visa and you must have stayed in Australia for a minimum of 5 years.

The requirement for New Zealand stream are:

  • You must have a subclass 444 visa
  • You need to provide evidence of English language proficiency
  • You must have stayed in Australia for a minimum of 5 years
  • You need to fulfil taxable income requirement
  • You need to fulfil the character requirement
  • You need to fulfil the health requirement
  • This is for New Zealand citizens
  • You need to fulfil special return and public interest criteria
  • You need to demonstrate the income of last year

 

Requirements  to obtain Skilled Independent Visa Subclass 189:

  • Your occupation must be on the Skilled Occupation List
  • You need to fulfil all requirements
  • Complete and submit the Skills Assessment
  • Provide EOI (Expression of interest) through skill-select
  • Find a sponsor and finish the required paperwork
  • Apply visa 189 online through DHA
  • Receive 189 Visa Australia

For more information Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Australian Immigration News Video December 2019 - Changes 491 visa & 494 visa Regional Rush & more!

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BLOG SERIES – WORKING IN THE UNITED ARAB EMIRATES (UAE) – PART 8

Deportation From The UAE

There two types of deportation, legal and administrative. Legal deportation is issued under a court order, while administrative deportation is issued by Federal Identity and Citizenship Authority and lifted under an application to General Directorate of Residency and Foreigners’ Affairs in the related emirate.

Judicial deportation – Legal deportation is issued under a court order against a foreigner who is sentenced for a felony by a custodial punishment. Article 121 of Law No. 3 of 1987 on penal code, amended by virtue of Federal Law No. 34 of 2005, amended by virtue of Federal Decree-Law No. 7 of 2016 provides that a foreigner, who is sentenced for a felony by a custodial punishment or for crimes involving sexual assault, shall be deported from the State.

In other misdemeanours, the court may order that he must be expelled from the country or that the expulsion be as an alternative penalty to the custodial punishment.

Administrative deportation – Administrative deportation is issued by Federal Identity and Citizenship Authority against a foreigner for the sake of public interest, public security or public morals. This type can be removed under an application to be submitted to General Directorate of Residency and Foreigners’ Affairs in the related emirate.

According to the Ministerial Decision No. 360 of 1997, promulgating the executive regulation of Law No. 6 of 1973 on Entry and Residency of Foreigners, amended by Decree Law No. 17 of 2017, the federal public prosecutor or his legal representative and chairman of Federal Authority for Identity and Citizenship or his representative may issue a deportation order against a foreigner, even if he/she holds a valid entry permit or residency visa, if that deportation order is required for the sake of public interest, public security, public morals or public health, or if that foreigner does not have an apparent means of living.

Order of deportation issued to a foreigner may include the members of his family, who depend on him for their living.

Grace period to settle interests of the deported person – If a foreigner against whom a deportation order has been issued has interests in the country that need to be settled, he shall be granted a grace period after providing a bail. Federal Authority for Identity and Citizenship shall define the duration of that grace period, which shall not exceed three months.

Lifting administrative deportation – A foreigner who has been deported administratively may not return to the country except with special permission from Ministry of Interior, as per Article 28 of Law No. 6 of 1973 on Entry and Residence of Foreigners.

The application for obtaining the special permit referred to above shall be submitted to the naturalisation and residency administration concerned with receiving the applications for entry permits and visas, provided that the application shall contain all information related to the previous residency permits, the reasons for deportation, and circumstances which occurred thereafter. Justifications for entry may be mentioned in the application, supported with documents and necessary evidence.

Lifting legal deportation – A foreigner, against whom a legal deportation order is issued, may apply to the public prosecution to cancel the deportation order. He/she may state reasons for his application and submit supporting documents. The application is sent to a special committee to take a decision on lifting the deportation order. In Dubai, you can apply online to cancel deportation via the website of Public Prosecution.

What is the Blacklist? – According to the Executive Regulation of Law No. 6 of 1973 on Entry and Residence of Foreigners, the blacklist includes the names of individuals prohibited to enter or leave the UAE due to committing a crime, their liability for civil rights or for being dangerous to the public security.

Entering names in the blacklist or cancelling names shall be based on a letter issued by the authorities concerned for the following categories:

  • Individuals banned from entrance
  • Persons who previously committed crimes and ordered by the competent court to deport the country
  • Persons deported under administrative orders of Ministry of Interior according to Article 23 of Law No. 6 of 1973 on Entry and Residence of Foreigners
  • Persons whose activities are reported by International Criminal Cooperation Department
  • Persons who were proved to be suffering from AIDS or other diseases that Ministry of Health and Prevention deems dangerous to the public health
  • Persons deported from the GCC countries for criminal reasons.

How do you get off the blacklist? – Individual names recorded in blacklists can be lifted according to the following conditions:

  • Individuals listed under a competent court decision shall be subject to procedures and rules included in articles 102, 103 and 104 of the Ministerial Resolution No. 360 of 1997
  • Individual names listed under a decision by Minister of Interior or his/her authorised representative according to article 23 of Law No. 6 of 1973 on Entry and Residence of Foreigners will be lifted under a decision issued by the same minister
  • Individual names listed under an order by International Criminal Cooperation Department will be lifted in the same way of listing.
  • Individuals banned from leaving
  • Every individual against whom an order is issued by the public prosecutor or its representative, regarding a case being investigated
  • Every individual against whom an order is issued by a competent court, regarding a case being considered
  • Any person liable for paying government funds, in which case, the leaving ban order will be issued by the competent Minister or his authorised representative.

How do you get off the banned from leaving list?

  • Names of individuals banned from leaving the UAE can be lifted from the blacklist under a written order by the Public Prosecutor or his/her representative after receiving a written notice from the same entity which issued the ban order
  • Names of individuals banned from leaving the UAE under a competent court decision will be lifted from the blacklist under a written order from the same court
  • Names of individuals liable for paying government funds will be lifted from the blacklist under a written order from the authority concerned stating justification and reasons. In this case, the ban lifting order has to be issued by Minister of Interior or his authorised representative.

What is an administrative list? – The administrative list includes names of persons banned from entering the UAE due to cancellation of their residence visas and persons banned from leaving because of escaping from their sponsors.

Administrative list includes the following:

  • Maids and other similar individuals, who cancelled their residence visas before expiration of their labour contracts
  • Persons who absconded from their sponsors and were reported to the police
  • Persons against whom an administrative deportation order was issued.

How are names lifted off the administrative list? – Department of Entry and Residence Permits may lift names of the following categories from the administrative list after one year from their leave or deportation from the UAE:

  • Domestic helpers added to the list because of cancelling their residence before expiration of their employment contracts.
  • Individuals deported from the UAE according to Article 29 of Foreigner Entry and Residency Law
  • Individuals banned from entering the UAE according to fines reduction regulations provided in the Ministerial Resolution No. 360 of 1997.

Who organises and updates these lists? – The Federal Department of Criminal Police in Ministry of Interior is responsible for preparing, organising and updating blacklists. The General Directorate of Residency and Foreigners’ Affairs is responsible for preparing, organising and updating the administrative lists.

Interested in a new life adventure in the UAE? Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Dubai: Expectation vs reality - BBC NewsAdd Your Heading Text Here

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UK points-based immigration system ‘to be brought in by end of 2020

Points-based immigration system could be in place two years earlier than originally planned

A points-based immigration system could be in place two years earlier than originally planned, according to reports.

Home Secretary Priti Patel is reportedly set to tell her cabinet colleagues that Britain should implement an Australian-style system before the end of the year – to coincide with the end of Britain’s transition period with the EU.  “We need to deliver change and businesses need to be prepared for uncontrolled migration of low-skilled workers to end this year.  “There is a clear drive for talented and skilled workers from around the world to come to the UK, but we also need to see a reduction in the number of unskilled workers entering the UK and that’s why this will be coming to an end.”

The reports come as Boris Johnson called for the UK to be the “investment partner of choice” for Africa and said his government would put “people before passports”.  He said: “Change is coming and our system is becoming fairer and more equal between all our global friends and partners, treating people the same, wherever they come from.  “By putting people before passports, we will be able to attract the best talent from around the world, wherever they may be.”

The prime minister announced an end to UK support in thermal coal mining and coal power plants overseas during a speech at the UK-Africa Investment Summit in Greenwich.  Far fewer of the continent’s 54 leaders are in attendance in London than went to the Russia-Africa event last year, or China’s recent investment summits.  Mr Johnson said the UK conference was “long overdue” and added: “We have no divine right to that business.  “This is a competitive world. You have many suitors.”

The UK’s existing immigration plan drawn up under Theresa May would have provided a temporary extension of EU rules after the Brexit implementation period, which comes to an end on 31 December 2020.  A change like this could impact businesses, as groups like the Confederation of British Industry previously said companies need “at least two years to adapt to any new immigration system”.

Diane Abbott, shadow home secretary, said: “This is an ill-informed and reactionary policy that will damage us all, damaging to everything from the NHS to other public services and some of our key private sector industries.  “Ministers talk about ending uncontrolled migration when they have been in office for 10 years. In reality this is just a new twist in the long Tory campaign against migrants, scape goating them for the terrible effects of Tory policies.”

Liberal Democrat Home Affairs Spokesperson Christine Jardine said: “Decisions like this make it loud and clear that this Conservative Government has no intention of ending the hostile environment. It’s a national embarrassment.  “For business and our economy, such draconian changes to immigration rules is utterly unworkable. To think the Home Office could implement the changes in the time given is a joke.”

Dr Alan Gamlen of Monash University in Melbourne said the Australian system is a “general skilled migration programme, where immigrants applying for a visa are typically selected based on ‘economically relevant characteristics’ like education, language skills and work experience”.  He said: “The exact way points are allocated changes depending on policy and the labour market but typically an applicant picks a ‘skilled occupation’ from a list and needs to score a minimum number of points.”

During the December election, Mr Johnson said the system would mean lower-skilled workers would come to the UK when there was a specific shortage.

Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Points-based immigration system 'to be brought in by end of 2020'

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Australia’s Suite Of Regional Work Visas

Plenty Of Opportunities With Australia’s Suite Of Regional Work Visas

There is an abundance of opportunities with Australia’s suite of Regional Work Visas and “Regional” means anywhere in Australia other than the capital cities Melbourne, Sydney and Brisbane.  What is left is some of the most beautiful and best places in the world to live, work and raise a family.  Here is a breakdown of the visas available:

Skilled regional provisional visas

 

Temporary skilled visas

 

Permanent skilled visas

 

Working Holiday Maker visas

 

Pacific and seasonal work visas

We have some fantastic opportunities in regional areas so check out the jobs page on our website and Contact us for a confidential discussion and refer family, friends and colleagues and be rewarded.

Australian Immigration News Video December 2019 - Changes 491 visa & 494 visa Regional Rush & more!

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