Aged Care Industry Labour Agreement (ACILA): 2026 Guide

Aged Care Industry Labour Agreement (ACILA): Complete 2026 Guide for Employers and Overseas Workers in Australia

The Aged Care Industry Labour Agreement (ACILA) is a specialised migration pathway that allows approved aged care providers in Australia to sponsor overseas workers for essential direct care roles where local workers are not available.

It operates under the labour agreement stream of the Skills In Demand (Subclass 482) visa, with a potential pathway to permanent residence through the Employer Nomination Scheme (Subclass 186) in certain cases.

This is not a broad or flexible sponsorship program. It is a carefully structured agreement designed to respond to real workforce shortages in aged care.

For employers, it provides a lawful and sustainable way to recruit internationally.
For overseas workers, it offers a clear and realistic pathway into Australia’s care sector, with the possibility of long-term stability when planned correctly.

If you are unfamiliar with employer sponsorship in general, you can start here: Employer-Sponsored Migration

What is the Aged Care Industry Labour Agreement (ACILA)?
Labour Agreement Aged Care: Who Can Use ACILA?
Eligible Occupations Under ACILA
How the ACILA Works
Skills and Experience Requirements
English Requirements Under the ACILA
Salary Requirements Under the ACILA
Does ACILA Lead to Permanent Residency?
ACILA vs Standard Employer Sponsorship Pathways
Why the ACILA Matters Now
Common Mistakes with ACILA Applications
When to Seek Legal Guidance
Frequently Asked Questions

Labour agreement aged care: who can use ACILA?

The labour agreement aged care pathway is only available to eligible aged care providers.

To access the aged care industry labour agreement Australia, employers must:

Be an approved or eligible sponsor
Enter into a Memorandum of Understanding (MoU) with the relevant union(s)
Demonstrate genuine recruitment efforts within Australia
Comply with workforce limits and agreement conditions

The MoU requirement is not optional. It is one of the most important elements of ACILA and often the step that delays or prevents applications when handled incorrectly.

Eligible occupations under ACILA

One of the most searched topics is the aged care labour agreement list, and this is where clarity matters.

Under ACILA, only three occupations are currently included:

Aged or Disabled Carer (ANZSCO 423111)
Nursing Support Worker (ANZSCO 423312)
Personal Care Assistant (ANZSCO 423313)

These are all direct care roles.

These are the only occupations currently assessed under the ACILA framework. Importantly, this list is limited.

ACILA does not include:

Registered Nurses
Enrolled Nurses

This is a common point of confusion for employers.

How the ACILA works

The aged care labour agreement Australia follows a structured process:

Employer secures a labour agreement (including union MoU)
Employer becomes or remains an approved sponsor
Positions are nominated under ACILA
Workers apply under the Skills in Demand (Subclass 482) visa

The agreement also includes workforce safeguards:

Overseas workers should not exceed roughly one-third of the workforce
Employers are expected to reduce reliance on overseas labour over time

These safeguards reflect the purpose of ACILA. It is designed to support the sector, not replace local employment.

Skills and experience requirements

The aged care industry labour agreement offers more flexibility than standard migration pathways.

Applicants must have:

A relevant Certificate III (or equivalent)
or
At least one year of relevant work experience

For the temporary visa stage:

No additional work experience is required beyond the above

For the permanent stage:

At least two years of relevant work experience in Australia

This is where careful planning matters.

Many applicants focus on getting into Australia, but the real value of ACILA comes from structuring a pathway that can lead to permanent residence.

English requirements under the ACILA

The labour agreement aged care visa includes important English concessions.

For the Skills in Demand (Subclass 482) visa – temporary:

IELTS overall 5.0
Minimum:
- 5.0 speaking and listening
- 4.5 reading and writing

For the Employer Nomination Scheme (Subclass 186) visa – permanent pathway:

IELTS overall 5.5
No minimum band requirement

These concessions make ACILA more accessible, but they must be applied carefully depending on the employer and agreement terms.

Speak to a Lawyer today

If you are interested in getting more information about a visa, get in touch with Emerson Migration Law for a consultation.

Salary requirements (aged care labour agreement Australia)

The aged care labour agreement Australia includes a reduced salary threshold, but it is not a shortcut to lower wages.

Key rules:

Minimum threshold: $51,222 (Reduced CSIT)
Must meet the Annual Market Salary Rate (AMSR)
Must align with Australian workplace standards

Salary must remain fair and comparable to Australian workers.

For additional context, the Fair Work Ombudsman Aged Care Award provides a clear overview of pay structures within the sector.

Does ACILA lead to permanent residency?

This is one of the most important questions.

Yes, the aged care industry labour agreement can lead to permanent residency through the Subclass 186 visa, but only where:

The agreement includes a PR pathway
The worker has completed at least 2 years of relevant work in Australia
All nomination requirements are met

There is no age concession for permanent residence under ACILA.

For a deeper breakdown of this stage, please visit our dedicated page: 186 Visa Direct Entry Stream Guide

Why the ACILA matters now

The demand for aged care workers in Australia continues to grow.

According to the Australian Institute of Health and Welfare, more Australians are relying on aged care services each year.

At the same time, the Committee for Economic Development of Australia has highlighted the scale of workforce expansion required in this sector.

ACILA exists because the shortage is real.

For employers, this means the pathway is likely to remain relevant.
For workers, it means these roles are in genuine demand.

Common mistakes with ACILAapplications

Most issues with ACILA are not obvious. They come from small misunderstandings.

Common mistakes include:

Assuming all healthcare roles qualify
Misunderstanding the aged care labour agreement list
Treating the union MoU as a formality
Misapplying English or salary concessions
Failing to plan for permanent residency early

These are avoidable, but only with the right strategy.

Frequently asked questions

What is the ACILA?

It is a specialised labour agreement that allows aged care providers to sponsor overseas workers for specific direct care roles.

What is the ACILA list?

The list includes Aged or Disabled Carer, Nursing Support Worker, and Personal Care Assistant.

Can ACILA lead to PR?

Yes, through the Subclass 186 visa in eligible cases.

What is the minimum salary?

The higher of $51,222 or the position AMSR as employers must still meet market salary requirements.

Is ACILA available to all healthcare roles?

No. It is limited to specific direct care occupations.

When to seek legal guidance

The aged care industry labour agreement Australia is not a simple visa process.

It involves:

Legal agreements
Sponsorship compliance
Workforce planning
Long-term migration strategy

If you are an employer exploring international recruitment, or a worker considering this pathway, it is important to ensure everything is structured correctly from the beginning.

Learn more about our approach: Aishwarya Somal – Immigration Lawyer
Or take the next step with confidence: Contact Emerson Migration Law