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On 1 June 2013 the Migration Amendment (Reform of Employer Sanctions) Act 2013 and the Migration Amendment Regulation 2013 (No. 3) got here into effect.

The Act introduces new civil penalties for Australian employers that appoint workers from overseas who aren’t allowed to work, or appoint overseas employees in breach of labor-related visa situations.

Under the brand new laws, employers are responsible even supposing they do not recognise that a worker is not allowed to work or has work-related visa situations.

Employers can also be in charge even if the illegal employee become stated them through an employment agency.

Executive officials of corporations (directors, secretaries, CEOs and CFOs) will also be responsible if they do now not take all affordable steps to prevent the organisation from employing unlawful workers.

However, if employers can prove that they took “affordable steps at affordable instances” to verify that their people are allowed to work in Australia without breaching their visa conditions, they will not be dependable.

usa job search Employing non-Australian people – the fundamentals

Australian citizens and New Zealand citizens who live in Australia are allowed to paintings in Australia.

People from other countries want to maintain a visa to legally enter or continue to be in Australia.

Some visas do now not allow the visa holder to paintings at all. Other visas have paintings-related situations that restrict the kind or quantity of labor the visa holder can do.

Offences

It is unlawful to permit a non-citizen who does now not keep a visa to work.

It is unlawful to permit a non-citizen who holds a visa to work in breach of a piece-related circumstance in their visa.

It is unlawful to refer a non-citizen for work in the event that they do no longer keep a visa or if it breaches a piece-associated condition of their visa.

Employers who’re visa sponsors have extra responsibilities that are not treated in this text. It is an offence to breach those sponsorship duties.

Penalties and fines for employers

The new civil consequences for employers variety from $1,530 for individuals and $7,650 for groups for a primary infringement observe to a maximum civil penalty of $15,300 for people and $seventy six,500 for agencies.

There also are crook penalties together with imprisonment and huge fines for employers who knew, or have been reckless as to whether the employee turned into no longer allowed to paintings or had paintings regulations.

Required checks

The new laws require Australian employers to take “affordable steps at reasonable times” to verify that their workers are allowed to paintings in Australia without breaching their visa situations.

Australian residents, permanent residents or New Zealand residents

Before employing employees who declare to be Australian citizens, Australian permanent citizens or New Zealand residents, employers need to investigate reliable files that verify the employee’s citizenship reputation.

Workers from distant places

Before employing remote places people, employers have to check their visa info AND work-related visa conditions on the Department of Immigration and Citizenship’s Visa Entitlement and Verification Online (VEVO) pc machine.

Temporary visas – employers have to notice the visa expiry date of employees who keep transient visas and take a look at VEVO again right away after that date to make certain the employees have been granted a new visa and check for any work-associated visa conditions.

Bridging visas are brief-time period visas with no fixed expiry date usually granted at the same time as the visa holder awaits the outcome of a visa software. Employers have to check VEVO often to make sure that workers who preserve bridging visas maintain to keep a visa and take a look at for any paintings-associated visa situations.

Workers referred by contractors or labour hire groups

On 1 June 2013 the Migration Amendment (Reform of Employer Sanctions) Act 2013 and the Migration Amendment Regulation 2013 (No. Three) came into impact.

The Act introduces new civil consequences for Australian employers that appoint
people from remote places who aren’t allowed to work, or appoint foreign places employees in breach of labor-related visa situations.

Before using employees referred via a 3rd birthday celebration, employers must get written verification that they’re allowed to paintings in Australia and whether they have got any work-associated visa situations.

Recordkeeping

The onus is on employers to prove that they took affordable steps to verify that their employees are allowed to work in Australia without breaching their visa conditions.

It is consequently important that employers keep data of all assessments that they do such as the dates they do them and to maintain copies of any related documents consisting of passports that they investigate.

Duties of executive officials

Executive officers of companies must take all affordable steps to make sure the enterprise complies with all laws referring to using non-Australian employees.

All of the organization’s employees, sellers and contractors who’re from foreign places or who are involved in hiring, rostering or supervising employees from distant places ought to accept any necessary schooling to make sure that the employer does no longer rent remote places employees in breach of labor-related visa conditions.

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