The Australian Government has recently updated the Core Skills Occupation List (CSOL) to better align with the nation’s changing labour market needs. This revision has led to the removal of specific occupations, impacting employers seeking to sponsor overseas workers and individuals aspiring to migrate under these roles.
For further details on these updates and insights into the new Skills in Demand (SID) visa, check out our previous article: How Australia’s Skilled Occupation List 2024 is Transforming Migration
What is the Core Skills Occupation List (CSOL)?
The CSOL identifies occupations critical to addressing Australia’s skill shortages. It plays a pivotal role in skilled migration policies, particularly for determining eligibility for the new Skills in Demand (SID) visa. This visa will replace the Temporary Skill Shortage (subclass 482) visa on 7 December 2024.
The list is developed through extensive labour market research and stakeholder consultations to ensure it reflects Australia’s economic priorities and international trade commitments.
Occupations Removed from the CSOL
The latest review has led to the removal of various occupations across key industries such as agriculture, healthcare, hospitality, and education.
Notable examples include:
- Childcare Centre Manager (134111)
- Café or Restaurant Manager (141111)
- Conference and Event Organiser (149311)
- Graphic Designer (232411)
- Nutritionist (251112)
- Facilities Manager (149913)
- Nurse Manager (254311)
- Emergency Service Worker (441211)
- ICT Support Engineer (263212)
- ICT security specialist (262112)
- Life science technician (311413)
- Telecommunications Engineer (263311)
- Interpreter (272412)
- Teacher of English to Speakers of Other Languages (TESOL) (249311)
- Tennis Coach (452316)
- Sportspersons (nec) (452499)
- Dancer or choreographer (211112)
- Financial investment manager (222312)
Implications for Employers and Employees
- For Employers:
- Sponsoring overseas workers for these removed occupations is no longer an option under the CSOL framework. Employers may need to explore alternative visa pathways or revise their recruitment strategies.
- For Employees:
- Existing employees on visas tied to these occupations may face challenges with renewals or transitioning to other visa categories, necessitating prompt action to secure their status.
What Should You Do Next?
Navigating these changes can be complex. Whether you are an employer impacted by the removal of these occupations or an employee seeking clarity on your visa status, it is vital to seek expert advice.
Our experienced team is here to guide you through alternative visa options, ensuring a smooth transition and helping you adapt confidently to these updates.
Contact us today for professional assistance!