The Subclass 494 visa lets regional Australian businesses sponsor skilled workers to live and work in a designated regional area for up to five years. It also provides a structured pathway to permanent residence via the Subclass 191. It suits employers who cannot source talent locally, and applicants who are open to regional life and want a clear route to PR.
Why choose a 494?
For employers
The program expands access to skilled talent where regional shortages are verified. Becoming (or remaining) an approved sponsor demonstrates you are meeting workforce and compliance obligations under Australian immigration laws & policy.
For applicants
The visa offers a defined permanent residence pathway through the Subclass 191 once you meet the residence, work and taxable-income settings. Eligible family members can be included with work and study rights. Many applicants value the opportunity to build Australian experience in regions where demand is strong and opportunities are less congested.
Limits and obligations to weigh up
You must live, work and (if relevant) study in a designated regional area for the life of the visa (condition 8579). Your role, pay and conditions must align with the approved nomination. If your employment ends, strict timeframes apply: you may have up to 180 consecutive days off your sponsoring employer at a time, capped at 365 days in total across the visa, to secure a new sponsor, move to another visa, or depart. Exceeding that window breaches condition 8608.
Expect active compliance monitoring. The Department can request evidence of where you live and work. Keep accurate records of duties, hours, pay and dates.
Who needs to qualify — sponsor, role, person
The business (sponsor). An Australian employer lawfully and actively operating in a designated regional area must be (or become) an approved sponsor and must be able to sustain the position financially while meeting sponsorship obligations.
The role (nomination). The position must be genuine, located in regional Australia, mapped to an eligible occupation, meet market-rate pay and at least the skilled-visa income threshold (TSMIT), and obtain Regional Certifying Body (RCB) advice. Labour Market Testing is usually required and must be done in the prescribed way.
The person (visa). Typically you will need a suitable skills assessment in the nominated occupation, at least three years of relevant full-time experience, and Competent English (see our guide: English language requirements for Australian visas). Health, character and age settings apply unless a specific exemption fits.
How the process runs
Sponsorship approval. If not already approved, the employer applies to be a Standard Business Sponsor.
RCB advice. The employer seeks RCB advice addressing pay, market rate and regional need.
Nomination. The employer nominates the position with evidence of duties, salary, market-rate analysis, LMT and the regional location.
Visa application. The applicant lodges with skills assessment, experience, English, health and character evidence (family can be included).
You do not need to wait for each decision to lodge the next stage; however, later stages cannot be granted unless earlier ones are approved.
494 vs the 482 visa — when each makes sense
If the role and salary fit the regional framework and you can meet 494 settings, the 494 offers a defined PR pathway via the Subclass 191. If the job is in a metropolitan area or the regional compliance framework does not suit the employer or the applicant, the 482 (Skills in Demand) visa may be the appropriate temporary option, with permanent residence typically via ENS 186 (for eligible cases).
Age and timing — why 494 can be decisive for some
Some applicants are eligible for sponsorship now but will turn 45 before they can satisfy the work-period requirements for the ENS 186 Temporary Residence Transition stream. Provided you are under 45 at the time you apply for the 494 (or an exemption applies), you can be sponsored regionally, complete the regional period, and transition to the Subclass 191 after three years. The 191 does not have an upper age limit at lodgement. For candidates approaching 45, this can be determinative when choosing between a 494 and a 482→186 (TRTS) path.
Where cases go wrong
- RCB and market-rate evidence. Generic salary data or non-compliant adverts.
- Occupation mapping. Duties that do not align with the ANZSCO code.
- Regional compliance. Living or working outside a designated regional area (breach of 8579).
- Work-condition compliance. Exceeding the 180/365-day allowance after employment ends (breach of 8608).
- Skills assessment and English. Missing, expired or at the wrong level—start early and check validity windows.
- Sequencing. Changing employer before a new nomination is in place, or letting timeframes lapse after employment ends.
The pathway to PR (Subclass 191)
After holding the 494 and meeting residence, work and income settings in regional Australia for the required period—while complying with visa conditions—many applicants progress to the Permanent Residence (Skilled Regional) visa (Subclass 191). There is no published upper age limit for the 191 at lodgement, but you must meet all criteria in force at the time, including the taxable-income and continued regional-residence requirements.
Closing recommendation
Every situation turns on its facts: occupation fit, salary, location, compliance history, age, English, licensing and timing. We recommend speaking with an immigration lawyer at Leyton Stone Law to assess your eligibility and map a pathway that supports your longer-term plans.
How Leyton Stone Law can help
We scope the role, map it to the correct occupation, and build defendable market-rate evidence for RCB and nomination. We structure LMT correctly, prepare decision-ready sponsorship/nomination packs, and assemble the visa case (skills assessment, experience, English, health/character). From day one we plan the 191 pathway so residence, income and compliance settings support your permanent residence goals.
Disclaimer:
The information in this article is general in nature and does not constitute legal advice. Immigration matters can be complex — you should seek advice from a registered migration agent or immigration lawyer about your individual circumstances before making any decision.
If you would like tailored advice, Leyton Stone Law can assess your eligibility, advise on strategy, and manage your application through to lodgement.