The DAMA Episode – What It Means for Regional Employers

2 Minutes Read

 

Regional Australian businesses face a persistent challenge. Critical roles remain unfilled despite efforts with local hiring, traineeships, and costly temporary staff. This cycle undermines stability and growth.


In Episode 3 of Mind the Gap Australia, host Rhea Fawole explains how a Designated Area Migration Agreement (DAMA) can provide a practical solution for employers outside major cities.

 

The Reality of Regional Hiring

Hiring in regional areas is fundamentally different. The local talent pool is smaller. Training someone from scratch requires significant time and investment. When a trainee leaves, the business is back at square one.


Many businesses resort to fly in fly out professionals or locums. These arrangements come with high costs and offer no long term stability. They patch a gap but do not build a future proof workforce.


This cycle continues because the needed skills are not present in the local community in sufficient numbers. A DAMA is the government's formal recognition of this exact problem.

What a DAMA Actually Is

A DAMA is a formal agreement between the federal government and specific regional areas in Australia. They have been created in areas where the local workforce needs cannot be met through standard channels.


A DAMA also offers a range of favourable concessions to employers that differ from standard business sponsorships. It may include occupations not eligible under standard sponsorship rules, flexibility on age limits, reductions on English language requirements, or salary concessions.

 

Each DAMA has its own specific list of available occupations and concessions based on regional labour market evidence.

This is not a loophole or a temporary program. It is a structured agreement designed to address documented, long term skill shortages.

How a DAMA Can Transform a Regional Business

A DAMA allows you to sponsor someone who already possesses the skills and experience you need. These candidates are actively seeking a long term life in a regional community. They bring commitment, stability, and immediate productivity.


Choosing this pathway moves your business from constant staffing crisis management to strategic planning. You gain a stable team member invested in the local area. This provides the foundation for sustainable operations and growth.


Implementing this pathway requires expert navigation of the agreement's specific rules. Your legal team acts as your back office, managing the process and ensuring compliance. This allows you to focus on running your business.

 

Next Steps for Your Business

The talent is available. Your hiring approach must be designed to see it.

👉 Build a clear, step-by-step migration plan https://www.solvi.com.au/hire-international-workers-eligibility-checklist 

👉 If you need specific advice, book a legal consultation at www.solvi.com.au/book-a-consult 

 

DISCLAIMER: This content is for educational purposes only and nothing in this content or its description constitutes legal advice. For advice on your personal circumstances, please make an appointment at SOLVi Migration www.solvi.com.au Copyright SOLVI PTY LTD 2025.

About Rhea Fawole

Rhea's passion to establish SOLVi Migration came from 20 years of working in the Australian Government, including senior roles at the Australian Immigration Department, the Immigration Minister's office and as a Director in the Department of Health. She also gained an abundance of government liaison and Australian government policy experience in other agencies. SOLVi Migration has been founded with a vision to collaborate with Australian healthcare businesses and skilled workers who want to migrate to Australia.

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