482 SID Work Experience: The 1-Year Rule Explained

The Skills in Demand (SID) visa, subclass 482, requires at least one year of relevant work experience, not the two years demanded under the former Temporary Skill Shortage (TSS) visa. That change took effect when the SID replaced the TSS in December 2024, and it remains one of the most practically useful reforms for younger applicants and recent skilled workers. This post explains how the 482 SID work experience rule is measured and where applicants most often make errors.

What the one-year rule actually says

To meet the SID work experience criterion, an applicant must have worked in the nominated occupation, or a closely related occupation, for a period equating to at least 12 months of full-time work. That experience must have been gained within the five years immediately before the visa application is lodged.

The reduction from two years to one year lowered a significant barrier. Under the old TSS settings, capable workers with roughly 18 months of post-qualification experience were often locked out until they crossed the two-year mark. The SID threshold recognises that a single year of genuine occupational experience is a more realistic gate for skilled roles.

Note that the work experience requirement is separate from the salary and nomination requirements. The Core Skills stream is tied to the Core Skills Income Threshold and the Core Skills Occupation List (CSOL), while the Specialist Skills stream uses the Specialist Skills Income Threshold. Meeting the work experience rule does not, by itself, satisfy those separate criteria.

How the 12 months is calculated

The experience does not have to be continuous, and it does not have to be with one employer. What matters is that the total, when converted to a full-time equivalent, reaches 12 months within the five-year window.

• Full-time work counts at face value.
• Part-time and casual work counts on a pro-rata basis. For example, consistent part-time work at half of full-time hours over two years can equate to roughly one full-time year.

Because the calculation is cumulative, applicants who moved between roles, took parental leave, or worked reduced hours can still qualify, provided the arithmetic reaches a full year of full-time equivalent work in the nominated or a closely related occupation.

”Nominated occupation or closely related field”

The experience must relate to the occupation being nominated. The Department accepts experience in a closely related occupation, which gives some flexibility where a worker’s duties spanned adjacent roles. The key test is whether the tasks performed align with the substantive duties of the nominated ANZSCO occupation.

ANZSCO remains the operative classification for migration. Occupations are matched to their ANZSCO code, and the work experience is assessed against the tasks that define that code. If your day-to-day duties do not match the ANZSCO description for the occupation on your nomination, the experience may not count, even if the job title looks similar.

Common mistakes that cost applicants their eligibility

Counting study-based work. Work completed as part of a full-time course, such as clinical placements, practicums, or internships embedded in a degree, is generally excluded. Experience gathered after graduation while working in the field is what the Department is looking for.

Assuming any experience within the five years counts. Experience outside the five-year window does not count, however relevant it is. Experience from six or seven years ago does not count, no matter how relevant, unless more recent qualifying work brings the total across the line within the window.

Poor documentation. Payslips, employment contracts, tax records, and reference letters that describe actual duties are the evidence that proves the experience. Reference letters that merely confirm a job title, without setting out the tasks performed and the hours worked, routinely fall short.

Confusing skills assessment with work experience. Some occupations require a separate skills assessment through the relevant assessing authority. A skills assessment and the visa work experience requirement are distinct hurdles. Passing one does not discharge the other. Our skill assessment page explains how assessments fit into the wider application.

How this fits the employer-sponsored pathway

The work experience rule sits inside a larger sponsorship process. An approved business first needs a standard business sponsorship, which carries a government charge of $420 (as at 5 July 2026, per the Department of Home Affairs current visa pricing). The nomination and visa application then follow, each with its own charges that vary by stream and period. Because these figures change and depend on your circumstances, confirm current amounts against the Department’s pricing page before budgeting.

For many workers, the SID is also a stepping stone. Time on a 482 SID visa can build toward permanent residence through the Employer Nomination Scheme (ENS), subclass 186. The reduced work experience threshold means eligible workers can enter the sponsored pathway sooner, then work toward the longer-term goal.

Getting the assessment right

Whether your experience qualifies is a factual question that turns on hours, dates, duties, and documentation. Errors here are expensive, because a nomination and visa application that fail on work experience can waste both time and government charges. Careful matching of your history against the ANZSCO occupation, backed by evidence that describes real duties, is where preparation pays off.

Visa Plan Lawyers advises workers and sponsoring employers on every stage of the SID process, from occupation matching to nomination and visa lodgement. If you are unsure whether your work history meets the one-year rule, our team can review your position before you commit to an application. Learn more on our 482 SID and employer-sponsored visas pages, or get in touch to discuss your circumstances.