You have a trade or a specialist role. You have an employer who wants to keep you — or find someone like you. But the standard skilled visa lists don't seem to include your occupation, or the requirements feel out of reach. That gap is exactly where an Industry Labour Agreement (ILA) sits.
This page explains what an ILA is, which industries use them, what the requirements look like, and how the pathway can connect to permanent residence — so you can have an honest conversation with your employer about whether it is worth pursuing.
What an ILA Actually Is
An ILA is a negotiated arrangement between the Australian Government and an industry body or employer group. It allows employers in that industry to sponsor workers in specific roles that are not easily filled through the standard visa programs.
The key word is negotiated. Unlike the standard subclass 482 or the DAMA programs, an ILA is not a published list you can browse and self-nominate from. The terms — which roles are covered, what experience is required, what salary applies — are set inside the agreement itself. Your employer must be a party to the agreement, or must apply to access it.
This makes ILAs employer-first by design. The pathway does not start with you finding an occupation on a list. It starts with an employer who is willing to engage with the agreement.
Which Industries Have an ILA?
Seven distinct industry labour agreements are currently on file:
- Aged Care
- Dairy Industry
- Horticulture
- Meat Industry
- Minister of Religion
- Pork Industry
- Restaurant (Premium Dining)
Each agreement covers a defined set of roles. The role definitions inside each agreement are specific — a processing role under the Meat Industry agreement is not a generic labourer classification. If your occupation does not match the named role definition in the agreement, the pathway is not available through that ILA.
How Many Occupations Does This Cover?
Across the ILA system, 40 occupation-to-ILA mappings are recorded. The detailed requirement data covers 15 occupations across two agreements. Of the 940 occupations tracked across all skilled pathways, 35 have an ILA pathway.
That is a small number. ILAs are not a broad alternative to the standard skilled lists — they are a narrow, industry-specific tool. But for the occupations and industries they cover, they can open a door that is otherwise closed.
The Visa Streams an ILA Unlocks
An ILA connects to two visa subclasses.
Subclass 482 — Labour Agreement stream. This is the temporary work visa. Under the Labour Agreement stream, the maximum stay is up to 4 years, depending on the terms in the labour agreement — 5 years for Hong Kong passport holders. This gives you time to work in the role, build your record, and move toward the next step.
Subclass 186 — Labour Agreement stream. This is the permanent employer nomination visa. The subclass 186 Labour Agreement stream can lead to permanent residence — but only where the employer nominates you, the role meets the agreement's definitions, and you meet all the requirements set inside the agreement. Whether those requirements fit your situation is something a registered migration agent (MARA) can assess against your actual profile.
The typical sequence is: employer accesses the ILA → nominates you for a subclass 482 Labour Agreement visa → after meeting the tenure and other requirements set in the agreement, nominates you for subclass 186 Labour Agreement. That sequence is possible and conditional on requirements at each stage being met. The requirements are set by the agreement and by the Department.
What the Requirements Look Like
Because requirements are set inside each agreement, they vary. There is no single ILA requirement that applies across all seven agreements. What the agreements share is a structure: the employer must be an approved party, the role must match the agreement's named definitions, and the worker must meet the skills and experience criteria written into that agreement.
Income and salary thresholds apply to employer-sponsored streams and are set by the Department. The exact amounts change — confirm the current figure on the official page rather than relying on any fixed number printed here.
Skills assessments may or may not be required depending on the agreement and the occupation. Some agreements specify that a formal assessment is needed; others rely on the employer's attestation of skills. The agreement text governs — not the general skilled migration rules.
English language requirements also vary by agreement. Some agreements set a lower threshold than the standard 482 requirements; others match them. Again, the agreement text is the source of truth.
ILAs vs DAMA: Understanding the Difference
Both ILAs and DAMA programs allow employers to sponsor workers outside the standard skilled lists. They are not the same thing.
A DAMA is a regional arrangement — it applies in a specific geographic area, and the employer must be operating in that region. Across 13 DAMA regions, 715 of the 940 occupations tracked have at least one DAMA pathway. DAMA is broader in occupation coverage and is geographically anchored.
An ILA is an industry arrangement — it applies to a specific industry regardless of where in Australia the employer operates. The 40 occupation-to-ILA mappings cover a much smaller set of roles, but those roles can be sponsored anywhere the employer has operations.
If you are in a regional area and your occupation appears on a DAMA list, the DAMA path may be more accessible. If you are in an ILA-covered industry and your employer is willing to engage with the agreement, the ILA path may be the right one. Some workers may find both apply — in which case, the requirements of each need to be compared against your specific situation.
The Employer's Role — and Why It Matters
You cannot self-nominate for an ILA visa. The employer must:
- Be an approved party to the relevant industry labour agreement, or apply to become one
- Nominate you for the specific role defined in the agreement
- Meet the labour market testing and other obligations set in the agreement
This means the conversation starts with your employer, not with a visa application. If your employer has not heard of ILAs, that is common — many employers in eligible industries are not aware the pathway exists. Pointing them toward the relevant industry body is often the first practical step.
If your employer is willing but unsure how to proceed, a registered migration agent (MARA) who works with employer-sponsored visas can walk them through the accreditation process. We can point you to one.
A Note on the Restaurant (Premium Dining) Agreement
The Restaurant (Premium Dining) agreement is worth naming separately because it covers roles — such as senior chefs in high-end establishments — that do not appear on the standard skilled occupation lists. If you work in premium hospitality and your employer operates at that level, this agreement may be the only formal employer-sponsored pathway available for your role.
The same employer-first logic applies: the restaurant must be an approved party, and the role must match the agreement's definitions. Not every restaurant qualifies — the "premium dining" designation has specific criteria set inside the agreement.
What to Check Before You Raise This With Your Employer
Two things are worth confirming before you bring this to your employer's attention.
First, check whether your occupation appears in the 40 occupation-to-ILA mappings. If it does not, the ILA system is not the right path — look at DAMA or the standard skilled lists instead.
Second, check which of the seven agreements covers your industry. The requirements inside each agreement differ, and knowing which one applies tells you what your employer would need to do.
Neither of these checks requires a visa application or a fee. They are research steps — and they are the kind of thing our free evaluation can help you work through quickly.
The Honest Summary
ILAs cover a small set of occupations in seven named industries. They are employer-driven, agreement-specific, and not widely known — which means many workers who could use them never find out they exist.
For the right combination of employer, industry, and occupation, the ILA path can connect a temporary subclass 482 Labour Agreement visa (up to 4 years) to a permanent subclass 186 Labour Agreement outcome. Whether that sequence fits your situation depends on the agreement's requirements, your employer's willingness to engage, and your occupation matching the agreement's role definitions.
No pathway in this system is automatic. But knowing the pathway exists is the first step to finding out whether it is worth pursuing.
Frequently Asked Questions
Can I apply for an ILA visa without an employer? No. The Labour Agreement stream requires employer nomination. There is no independent or points-tested ILA visa.
Does my employer need to be in a specific region? No. ILAs are industry agreements, not regional ones. Your employer can be operating anywhere in Australia, as long as they are an approved party to the relevant agreement.
Is a skills assessment always required? It depends on the agreement and the occupation. Some agreements require a formal assessment; others do not. The agreement text sets the requirement — not the general skilled migration rules.
What if my occupation is not in the ILA system? Check the DAMA pathways — 715 of 940 tracked occupations have at least one DAMA pathway. Or check the Core Skills Occupation List, which records 456 occupations in our tracking. Our free evaluation can help you identify which list, if any, your occupation appears on.
Can a MARA agent help with the employer accreditation process? Yes. A registered migration agent (MARA) can advise both you and your employer on the accreditation steps, the nomination requirements, and the visa application itself. We can point you to one.