Our Cases

A father came to Australia on a student visa together with his family. He then abandoned them and disappeared. A year later, without warning, the Department of Home Affairs automatically cancelled the visas of the mother and her three children.

An IT professional had been working in Australia for 10 years. He had left his autistic child in the Philippines because his medical condition failed the health requirement. The risk in applying for the permanent visa was the “one fail, all fail” rule – his autistic child would result in the refusal of the whole family.

A company that supplies mining services in Western Australia were experiencing challenges in retaining mobile plant operators. Their workforce consisted of veteran staff and high turnover working-holiday people. The company engaged us to provide a migration solution and assist in recruiting experienced international workers.​ ​ Mobile plant operators were not an eligible occupation on the immigration department’s Skilled Occupation List. However, we proposed the sponsored migration pathway under a regional visa program that allowed an exemption for this occupation. We presented candidates from the UK, Ireland and South Africa. We also arranged a skills test and demonstration for the client in Johannesburg. ​ ​ The client selected 16 candidates and these workers commenced employment in Australia within 3 months. The regional visa program imposes a condition that the sponsored worker must remain with the company for at least 3 years to qualify for permanent residency. The workers applied for their independent residency after committing to the company for 3 years.​

A hotel group were seeking front office managers, chefs and housekeeping staff for three of their sites across Victoria. They requested staff that could commit to at least 2 years of continued employment.​ ​ We presented to the client with a candidates from the Philippines, Nepal, India, Taiwan, Korea and Japan. We utilised both regional and temporary working visa programs to sponsor front office managers and chefs for up to 3 years. We secured a cohort of housekeeping staff which would rotate across their three hotel sites every 6 months. We were also able to expedite the processing of Filipino workers as an accredited Australian placement agency with the POEA (Philippine Overseas Employment Administration).​ The client selected 20 candidates and these workers commenced employment in Australia within 6 weeks. The hotels were able to operate at full capacity over the peak seasons and the front office managers and chefs were offered permanent residency sponsorship after 3 years.

A beef processing farm in NSW urgently needed a Production Manager with meat manufacturing experience. We identified a highly qualified candidate who was soon offered the position with visa sponsorship. However, the process became more complex when it was discovered that his young son had a rare blood condition that did not satisfy the health requirements. We put forward a strong argument requesting a health waiver which involved demonstrating that the condition wouldn’t place undue demands on Australia’s healthcare system. Understanding the urgency, the Case Officer agreed to split the visa decision, allowing the father to begin his role while his family remained in South Africa. Although this allowed the father to move forward, it was a bittersweet moment as he had to temporarily part from his loved ones. For nearly four months, we navigated the complexities and presented arguments for the health waiver, working closely with all parties to ensure a smooth process. Finally, the long-awaited moment arrived—the health waiver and visas for the client’s wife and son were approved. The family will soon be reunited in Australia, bringing a joyful end to a challenging journey.