The new visa rules for Australia were introduced in September 2026 and are a set of migration measures aimed at bringing net overseas migration under tighter control, while continuing to attract workers with skills needed across the Australian economy.
Announced by the Australian Government on 17 September 2026, the changes form part of a broader effort to manage migration levels, address housing pressures and give the government greater control over who enters Australia, how long people remain and which skills are prioritised within the migration system.
For employers in mining, engineering and construction, the changes are particularly relevant. Australia continues to require specialised international talent in sectors where domestic labour supply does not always meet project requirements. At the same time, employers recruiting internationally need to understand how the latest visa settings affect candidate selection, sponsorship and mobilisation.
What is changing in Australia’s migration system?
The Australian Government has set net overseas migration forecasts of 245,000 for the 2026/27 financial year and 225,000 for 2027/28. According to the Department of Home Affairs, the September 2026 reforms are intended to help achieve these figures while maintaining a migration system that supports Australia’s workforce requirements.
The changes focus heavily on temporary migration, including international students, Working Holiday Makers and people who remain in Australia without a valid visa. The government has also introduced changes affecting visa switching, family members of temporary visa holders and the use of visitor visas.
At the same time, skilled migration remains an important part of Australia’s workforce strategy. The government has specifically stated that skilled migration should support sectors experiencing workforce requirements, including resources, construction, healthcare, agriculture, education, defence and law enforcement.
For businesses recruiting specialist talent from overseas, this distinction is important. Australia’s migration program is not simply being reduced across every category. The policy direction includes greater targeting of migration towards skills and occupations identified as important to the Australian economy.
Skilled migration remains part of Australia’s workforce strategy
Australia continues to operate several skilled visa pathways for workers who meet the relevant occupation, experience, skills and sponsorship requirements. These include temporary, provisional and permanent skilled visa options. Depending on the circumstances of the candidate and employer, pathways can include the Skills in Demand visa, subclass 482, the Employer Nomination Scheme, subclass 186, and the Skilled Employer Sponsored Regional visa, subclass 494.
The September reforms also build on skilled visa processing changes introduced earlier in 2026. On 25 July 2026, Ministerial Direction 119 replaced the previous skilled visa processing priorities. The direction applies to several skilled visa categories, including the Skills in Demand subclass 482 visa.
Under the current processing priorities, applications connected to law enforcement and defence interests receive the highest priority. Construction, healthcare and teaching occupations are also specifically prioritised. The direction also takes the applicant’s location into account, with applicants already in Australia receiving priority within the relevant occupation categories.
The Australian Government’s September announcement further confirmed that Ministerial Direction 119 will be updated to support priority processing across additional sectors, including resources. For the Australian mining industry, this is a significant area to monitor.
What does this mean for mining employers?
Australia’s mining industry relies on a combination of domestic and international expertise. Projects can require highly specialised professionals across engineering, technical, operational, safety and project management disciplines.
Recruiting internationally can provide access to candidates when a particular skill set is difficult to source locally. However, finding an appropriate candidate is only one part of the process.
Employers also need to consider:
- Whether the candidate’s occupation is eligible for the relevant visa pathway
- Whether the candidate meets the required skills and experience criteria
- Whether the employer meets sponsorship requirements
- Whether skills assessments or other documentation are required
- Which visa pathway is appropriate for the position
- The candidate’s location and circumstances
- Immigration processing priorities
- Relocation and mobilisation requirements
- Compliance obligations throughout the employment period
The September 2026 reforms make it increasingly important for employers to consider immigration requirements as part of workforce planning rather than treating visa arrangements as a separate step after recruitment.
What is the Skills in Demand visa?
The Skills in Demand visa, subclass 482, is an employer-sponsored temporary visa that allows eligible skilled workers to work in Australia for an approved sponsor. It replaced the previous Temporary Skill Shortage visa framework and forms part of Australia’s skilled migration system. The visa can provide Australian employers with a pathway to recruit skilled workers when they have an eligible position and meet the relevant sponsorship and nomination requirements.
CA Mobility supports employers and candidates through skilled migration pathways including the Skills in Demand subclass 482 visa, working alongside registered immigration partners. The appropriate visa pathway depends on factors including the candidate’s occupation, experience and the sponsoring employer’s requirements.
For employers dealing with specialist mining vacancies, understanding this pathway can be particularly useful when local recruitment does not produce the required skills or experience.
What is the CA Mobility Skill Shortage Talent Pool?
For companies facing difficult-to-fill roles, CA Mobility has developed a proactive Skill Shortage Talent Pool containing pre-screened, mobility-ready professionals in disciplines affected by international skills shortages. The talent pool includes professionals such as geotechnical engineers, metallurgists, underground mining specialists, HSE professionals and project managers, alongside other mining, engineering and technical disciplines.
Rather than beginning the international recruitment process from scratch when a vacancy arises, CA Mobility works to identify and prepare suitable candidates in advance.
Candidates within the talent pool undergo competency assessments, reference verification and immigration eligibility checks. CA Mobility can also support skills assessments, occupational eligibility mapping, English proficiency documentation and visa lodgement through its immigration partnerships.
This recruitment-led approach brings immigration considerations into the process earlier, helping employers understand whether an international candidate may be suitable for the role and the relevant migration pathway.
How the September 2026 changes could affect international recruitment
The latest reforms reinforce the importance of careful workforce planning. For employers, the key consideration is not simply whether Australia is reducing migration. The skilled migration system continues to provide pathways for workers who meet Australia’s requirements, while the government is directing processing towards particular workforce priorities.
The resources sector has specifically been included in the government’s updated skilled migration priorities.
This means mining companies with genuine specialist workforce requirements should continue to assess international recruitment as part of their workforce strategy, particularly where a role requires experience or expertise that is difficult to source through the domestic labour market. However, visa requirements and processing priorities can change and eligibility depends on the individual candidate and position. Employers should obtain professional immigration advice for specific visa matters.
International talent for Australia’s mining industry
The Australian mining industry continues to operate across technically demanding projects that require experienced professionals across multiple disciplines.
CA Mobility combines international recruitment with workforce mobility support specifically for the mining, engineering and energy sectors. The division works with employers to identify international talent, assess candidate suitability, coordinate immigration requirements and support relocation.
CA Mobility’s services include international recruitment, skills assessments and occupational eligibility mapping, visa and work permit support, immigration compliance, family visa coordination and relocation assistance. For employers, this means recruitment and mobility can be considered together from the beginning of the hiring process.
Need to recruit scarce skills for an Australian mining project?
Australia’s migration settings are changing, but access to skilled international talent remains an important component of workforce planning in industries such as mining, engineering and construction.
If your organisation is struggling to find the specialist skills required for an Australian project, CA Mobility can help you explore international recruitment and mobility options.
Our team can assess your workforce requirements, identify suitable international talent and work alongside immigration partners to establish an appropriate visa and mobilisation pathway.
If you need to hire scarce skills for an Australian mining, engineering or construction project, contact CA Mobility to discuss your workforce requirements and international recruitment options.
Explore CA Mobility or contact the team at info@camining.com.
