The Australian Government has recently released the Core Skills Occupation List (CSOL) to better align with the nation’s evolving labour market needs. This update has resulted in the removal of certain occupations, affecting both employers seeking to sponsor overseas workers and individuals aspiring to migrate under these roles.
For more detailed information on the CSOL updates and the new Skills in Demand visa, please refer to our previous article: New Core Skills Occupation List Released: Key Updates on the Skills in Demand Visa.
Understanding the Core Skills Occupation List (CSOL)
The CSOL includes occupations identified as essential for addressing Australia’s critical skill shortages. It is a key of skilled migration policies, especially for determining eligibility for the new Skills in Demand (SID) visa, which is set to replace the Temporary Skill Shortage (subclass 482) visa on 7 December 2024.
The list is developed through extensive labour market analyses and stakeholder consultations, ensuring it reflects current economic demands and international trade obligations.
Occupations Removed from the CSOL
Our analysis has identified several occupations that have been removed from the CSOL, affecting various industries such as agriculture, healthcare, hospitality and education.
Examples of removed occupations include:
- Childcare centre manager (134111)
- Cafe or restaurant manager (141111)
- Conference and event organiser (149311)
- Graphic designer (232411)
- Nutritionist (251112)
- Nurse manager (254311)
- Emergency service worker (441211)
- ICT support engineer (263212)
- Telecommunications engineer (263311)
- Interpreter (272412)
- Teacher of English to speakers of other languages (249311)
- Tennis coach (452316)
- Sportspersons (nec) (452499)
For a comprehensive list of the removed occupations, please refer to the document we have prepared here.
Implications for Employers and Employees
The removal of these occupations from the CSOL has significant implications:
- Employer Sponsorship: employers can no longer sponsor overseas workers for these roles under the CSOL framework, necessitating exploration of alternative visa pathways or adjustments to recruitment strategies.
- Current Employees: existing employees on visas linked to these occupations may face challenges in visa renewals or transitions, requiring timely action to secure their status.
What is Next?
If you are considering sponsoring workers or have employees in these affected occupations, it is crucial to seek expert advice to navigate the changes effectively.
Whether you are an employer sponsoring overseas workers in these occupations or an employee affected by the change, our team is here to provide professional advice and explore alternative visa options, ensuring a smooth transition and helping you navigate these changes with confidence.
Contact our team at aisupport@absoluteimmigration.com for personalised guidance and to explore viable solutions tailored to your specific needs.
