Company Specific Labour Agreement in Australia: A Complete Employer Guide

For some Australian businesses, the standard skilled visa pathways are simply too narrow.

You may have a genuine role available.
You may have searched for Australian workers.
You may be offering fair pay, proper conditions and long-term stability.

Yet the occupation may not fit neatly into the standard skilled occupation lists, or your business may need concessions that are not available through a regular employer-sponsored visa.

This is where a Company Specific Labour Agreement, often called a CSLA, may become relevant.

This guide explains how Company Specific Labour Agreements work in Australia, when they may be appropriate, what evidence employers need, what concessions may be requested, and how this pathway connects with the Skills in Demand (Subclass 482) visa, the Employer Nomination Scheme (Subclass 186) visa, and regional visa options.

What Is a Company Specific Labour Agreement in Australia?
When Should Employers Consider a CSLA?
CSLA vs Standard 482 Sponsorship
Eligibility Requirements for a CSLA
What Occupations Can Be Included in a CSLA?
Evidence Required for a Strong CSLA Application
Can a CSLA Include Concessions?
Salary Requirements and Worker Protections
Does a CSLA Lead to Permanent Residence?
CSLA vs DAMA
CSLA vs Industry Labour Agreements
Common Reasons CSLA Applications Are Refused or Delayed
Processing Times for CSLA
Step-by-Step CSLA Application Process
Is a CSLA Right for Your Business?
Frequently Asked Questions About CSLAs
Next Steps: Speak With an Immigration Lawyer

What Is a Company Specific Labour Agreement?

A Company Specific Labour Agreement is a negotiated agreement between an individual employer and the Australian Government, generally used where standard temporary or permanent visa programs are not available. (Immigration and Citizenship Website)

For the right business, it can be a powerful pathway.
For the wrong business, it can be time-consuming, evidence-heavy and unlikely to succeed.

Here is what a Company Specific Labour Agreement is not:

It is not a general industry arrangement.
It is not automatically available simply because a business is struggling to recruit.
It is not a shortcut around standard employer sponsorship requirements.

It is designed for exceptional cases where:

The employer has a genuine skills need.
The need is not already covered by an industry labour agreement.
A Designated Area Migration Agreement (DAMA) is not available.
The occupation is not available under standard skilled visa programs, unless there is a strong and compelling business case. (Immigration and Citizenship Website)

In practical terms, a CSLA asks the Department of Home Affairs to consider the particular circumstances of your business.

That may include the nature of the role, the shortage in the Australian labour market, the location of the business, the commercial harm caused by the shortage, the recruitment already attempted and the safeguards in place to protect Australian workers.

When Should an Employer Consider a CSLA?

A Company Specific Labour Agreement may be worth exploring when the business has a real and ongoing need for overseas workers, but the usual visa options do not fit.

This may happen where:

The occupation is not on the relevant skilled occupation list.
The role is highly specialised or niche.
The business operates in a regional or difficult labour market.
The employer has tried repeatedly to recruit locally without success.
The business needs limited concessions to standard visa criteria.
There is no suitable industry labour agreement.
A DAMA is not available or does not cover the occupation.
The business needs a structured sponsorship solution for multiple roles over time.

Before considering a CSLA, employers should first check whether the position may be sponsored through the standard Skills in Demand (Subclass 482) visa pathway. You may find our guide on whether business owners can sponsor themselves on a 482 visa useful if the business structure or ownership is part of the issue.

A CSLA is usually not the first pathway to consider. It is more often the pathway considered when the ordinary pathways have been properly assessed and do not work.

CSLA vs Standard 482 Sponsorship

A standard 482 sponsorship pathway through the Standard Business Sponsorship is usually simpler.

The employer sponsors a worker in an eligible occupation, meets the salary and market salary requirements, satisfies sponsorship obligations and the worker applies for the visa.

A Company Specific Labour Agreement is different. It requires the employer to first negotiate the terms of the agreement.

The Department of Home Affairs’ current labour agreement information confirms that labour agreements can allow approved businesses to sponsor skilled overseas workers through visa programs including the Skills in Demand (Subclass 482) visa. (Immigration and Citizenship Website)

The broad sequence is usually:

Employer prepares and lodges a labour agreement request.
The business case and evidence are assessed.
The terms of the agreement are negotiated.
If approved, the employer can nominate workers under the agreement.
The worker applies for the relevant visa.

This makes the CSLA process more strategic, but also more demanding.

Who Is Eligible for a CSLA?

There is no simple checklist that guarantees approval.

However, an employer will generally need to show that the business is genuine, financially viable, compliant, and facing a workforce need that cannot reasonably be met by Australian workers.

The business case usually needs to address:

The nature of the business.
The occupation or occupations requested.
Why the roles are essential.
Why Australian workers are not available.
What recruitment has already been attempted.
Why standard visa pathways do not work.
Whether any concessions are requested.
How the employer will train and employ Australians.
How overseas workers will be protected.
Why the agreement is in the national interest or supports the Australian labour market.

The Department of Home Affairs states that employers must show an exceptional need that cannot be met by Australian workers, including evidence of niche skills, many and diverse recruitment efforts, and detailed job descriptions. (Immigration and Citizenship Website)

This is where many applications become weak.

It is not enough to say, “We cannot find staff.”

The stronger question is:
Can we prove, with evidence, that this business has made genuine efforts to recruit locally and that the requested overseas workers are necessary for the business to operate, grow, or continue delivering critical services?

What Occupations Can Be Included?

For a Company Specific Labour Agreement, the requested positions generally need to sit within ANZSCO skill levels 1 to 4. In Category 3 regional areas, positions equivalent to ANZSCO skill level 5 may be considered in exceptional situations. (Immigration and Citizenship Website)

Employers should carefully map each role to the most appropriate occupation classification.

This is not just a technical step.

The occupation classification affects how the role is understood, what skill level applies, what evidence may be expected, and whether the worker appears to meet the required skill standard.

For classification research, employers can refer to the Australian Bureau of Statistics’ ANZSCO classification. Jobs and Skills Australia also publishes the Occupation Shortage List, which may assist in understanding broader labour market conditions, although it does not replace the employer’s own evidence.

What Evidence Is Needed for a Strong CSLA Request?

A Company Specific Labour Agreement request is evidence-led.

The strongest requests usually include a clear business case supported by documents, data and a practical workforce plan.

Common evidence may include:

Business registration documents.
Financial statements or management accounts.
Organisational charts.
Position descriptions.
Employment contracts or draft contracts.
Evidence of market salary rates.
Recruitment advertisements.
Records of applications received.
Interview notes or recruitment outcomes.
Evidence from recruiters or industry bodies.
Workforce planning documents.
Training plans for Australian workers.
Evidence of compliance with workplace laws.
Explanation of why standard visa options are not suitable.

Employers should also be prepared to explain why the requested number of overseas workers is reasonable.

Overseas workers are generally expected not to exceed one-third of the employer’s total workforce, unless a higher proportion can be strongly justified, and the employer must show a plan to train and employ Australians so the business does not need a future labour agreement. (Immigration and citizenship Website)

That is an important point.

A CSLA is not meant to replace Australian recruitment permanently. It is a temporary solution for a genuine workforce need.

Can a CSLA Include Concessions?

Yes, concessions may be requested.

However, they must be justified carefully.

The Department of Home Affairs states that concessions may extend to English language, age (where relevant), salary and work experience. The employer must give strong reasons for each concession requested. (Immigration and citizenship Website)

Possible concessions may include:

English language concessions.
Age concessions for permanent residence pathways.
Salary concessions in limited circumstances.
Work experience concessions.
Regional pathways through Subclass 494 where available.

This does not mean concessions are easy to obtain.

A concession request should never be treated as a wish list.

It should be supported by commercial reality, labour market evidence, industry context and safeguards for workers. The Department of Home Affairs also states that concessions will not be applied if they create inconsistent employment conditions and salary requirements between overseas workers and Australians in equivalent roles. (Immigration and Citizenship Website)

That means the agreement must still protect Australian standards.

Salary, Market Rates, and Worker Protection

Employers must take salary seriously.

A Company Specific Labour Agreement does not allow a business to underpay overseas workers.

The Fair Work Ombudsman confirms that visa holders and migrant workers have the same workplace rights and protections as other employees in Australia. Employers should also ensure pay and conditions comply with the relevant award, enterprise agreement, contract and market salary expectations. (fairwork.gov.au)

For skilled visa nominations, salary thresholds also matter.

For nomination applications lodged from 1 July 2025 to 30 June 2026, the Core Skills Income Threshold is AUD 76,515. From 1 July 2026, published professional updates report that the threshold is expected to increase to AUD 79,499 for new nomination applications. (Immigration and Citizenship Website)

Employers should always check the current salary threshold before lodging, because the relevant amount may change depending on the date of application.

For further workplace compliance guidance, employers can review the Fair Work Ombudsman’s page on pay and wages.

Can a CSLA Lead to Permanent Residence?

In some cases, yes.

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.

A Company Specific Labour Agreement may include a permanent residence pathway through the Employer Nomination Scheme (Subclass 186) visa. For regional businesses, the Skilled Employer Sponsored Regional (Subclass 494) visa may also provide a pathway to permanent residence.

However, this depends on the terms of the agreement.

Employers should not assume that permanent residence will automatically be available. It should be requested and considered as part of the labour agreement strategy.

If permanent residence is part of your workforce retention plan, you may also want to read our guide to ENS 186 visa processing times.

CSLA vs DAMA

A DAMA, or Designated Area Migration Agreement, is a labour agreement for a specific regional area.

A Company Specific Labour Agreement is negotiated for a specific employer.

The right pathway depends on the business location, occupation, workforce need and available concessions.

A DAMA may be more suitable if:

Your business is in a designated area.
The DAMA covers your occupation.
The available concessions suit your workforce need.
The regional authority supports the application.

A Company Specific Labour Agreement may be more suitable if:

No DAMA applies.
The occupation is not covered by the DAMA.
The business has a highly specific need.
The required terms must be negotiated directly for that employer.

If your business is regional, it is worth comparing both pathways carefully before choosing one. Our DAMA visa guide explains the DAMA pathway in more detail.

CSLA vs Industry Labour Agreement

An industry labour agreement is designed for a particular industry.

A Company Specific Labour Agreement is designed for a particular employer.

If your industry already has an agreement that covers the role, the Department of Home Affairs may expect you to consider that pathway before asking for a tailored CSLA. The official CSLA criteria state that a company-specific agreement is for cases where a genuine skills need is not already covered by an industry labour agreement. (Immigration and Citizenship Website)

This matters because a CSLA is not intended to duplicate an existing solution.

Before preparing a request, employers should review whether an industry labour agreement, DAMA, project agreement or standard skilled visa pathway already covers the need.

Common Reasons CSLA Requests Become Difficult

Company Specific Labour Agreement requests often become difficult when the evidence does not match the seriousness of the request.

Common issues include:

The role is not clearly defined
The position description is too vague, too broad, or does not match the occupation requested.
Recruitment evidence is weak
The employer has advertised briefly, used limited channels, or cannot show why local candidates were unsuitable.
The business has not explained why standard pathways do not work
A CSLA should not be requested simply because it feels more flexible.
The concession request is not justified
Every concession needs a strong, specific reason.
The workforce plan is underdeveloped
The employer must show how it will train and employ Australians over time.
The salary evidence is incomplete
The business must be able to show fair and lawful remuneration.
The request appears to serve convenience rather than necessity
A CSLA should be framed around genuine workforce need, not preference.

How Long Does a CSLA Take?

Processing times can vary significantly and may extend from several months to over a year, depending on the complexity of the request.

The timeline depends on the complexity of the request, the quality of the evidence, whether concessions are requested, whether further information is required and how quickly the employer can respond.

Employers should plan well ahead.

A CSLA is not usually the best option for an urgent hire who needs to start immediately. It is better suited to businesses that can plan strategically and prepare a strong evidence base.

Once the agreement is approved, the employer may still need to complete the nomination and visa stages for each worker.

Step-by-Step CSLA Process

A careful process usually looks like this:

Step 1: Assess Whether a CSLA Is Appropriate

Before preparing a request, the employer should assess all available visa options.

This includes standard 482 sponsorship, subclass 186 pathways, subclass 494 regional pathways, DAMA options, industry labour agreements, and other employer-sponsored strategies.

Step 2: Identify the Occupations and Workforce Need

The employer should define the exact roles, duties, locations, salary, skill requirements, and number of workers required.

This stage should also include occupation mapping and evidence of why the roles are essential.

Step 3: Build the Business Case

The business case should explain why the agreement is needed, why standard pathways do not work, what recruitment has been attempted, what concessions are requested, and how the employer will protect both Australian and overseas workers.

Step 4: Prepare Supporting Evidence

This is often the most important stage.

Evidence should be organised, consistent, and directly linked to the claims in the business case.

Step 5: Lodge the Labour Agreement Request

The employer submits the request through the relevant process and waits for assessment.

Step 6: Respond to Requests for Further Information

If further information is requested, the response should be precise and well-supported.

Step 7: Agreement Negotiation and Approval

If successful, the employer enters into an agreement that sets out the approved occupations, numbers, concessions, obligations, and visa pathways.

Step 8: Nomination and Visa Applications

The employer can then nominate workers under the agreement, and each worker must still meet the relevant visa requirements.

Is a CSLA Right for Your Business?

A CSLA may be worth considering if your business has a real and well-documented workforce shortage that cannot be solved through standard migration pathways.

It may not be suitable if:

The occupation is already available through a standard visa pathway.
The employer has not genuinely tested the local labour market.
The business cannot show financial capacity.
The salary is not competitive.
The requested concessions are not well justified.
The business is looking for a quick or simple solution.

The best starting point is not the application itself.

The best starting point is a strategic legal assessment.

At Emerson Migration Law, we help employers understand whether a Company Specific Labour Agreement is realistic, whether another pathway may be stronger, and what evidence would be needed before moving forward.

You can also explore our guide on relocating staff into Australia under the ICT exemption if your business is transferring skilled staff from an overseas related entity.

Frequently Asked Questions About Company-Specific Labour Agreements

What is a Company Specific Labour Agreement in Australia?

A Company Specific Labour Agreement is a negotiated agreement between an individual employer and the Australian Government. It allows the employer to sponsor overseas workers where there is a genuine workforce need that cannot be met through the Australian labour market or standard skilled visa programs.

Who can apply for a Company Specific Labour Agreement?

An Australian employer may request a CSLA if it can show a genuine and exceptional need for overseas workers, strong recruitment efforts, suitable occupations, lawful employment conditions, and a plan to train and employ Australians.

Is a Company Specific Labour Agreement the same as a DAMA?

No. A DAMA applies to a designated regional area. A Company Specific Labour Agreement applies to one employer and is negotiated around that employer’s specific workforce need.

Can a CSLA include occupations not on the skilled occupation list?

Yes, this is one of the main reasons employers consider a CSLA. However, the employer must show why the occupation is needed, why it is not covered by standard pathways, and why Australian workers are not available.

Can a CSLA lead to permanent residence?

It may, if the agreement includes a permanent residence pathway, such as through the subclass 186 visa. This should be considered as part of the agreement strategy.

Can salary concessions be requested?

Salary concessions may be requested in limited circumstances, but they must be strongly justified and must not undermine Australian employment standards.

How many overseas workers can a business sponsor under a CSLA?

This depends on the agreement. The Department of Home Affairs states that overseas workers generally must not make up more than one-third of the employer’s total workforce. (Immigration and Citizenship Website)

Do overseas workers still need to meet visa requirements?

Yes. Even after a CSLA is approved, individual workers must still meet the requirements for the relevant visa.

Speak With an Immigration Lawyer About Your Employer Sponsorship Strategy

A Company Specific Labour Agreement can be a valuable pathway for businesses with genuine workforce needs.

But it is not a formality.

It requires careful planning, persuasive evidence, and a clear understanding of how the request fits within Australia’s skilled migration framework.

If your business is considering a Company Specific Labour Agreement, Emerson Migration Law can help you assess the pathway, compare alternatives, prepare the business case, and manage the process with clarity and care.

To discuss your options, please contact Emerson Migration Law through the form below.