If you’re a nurse working overseas — especially in the UK — you may have heard someone say:
“I’ve been offered PR in Australia through a subclass 186 visa!”
It sounds like a dream: permanent residency and a secure job, all at once.
But here’s what most nurses don’t realise:
A job offer alone doesn’t make you eligible for a subclass 186 visa.
This visa is permanent, yes — but also tightly regulated. There are strict legal requirements that go beyond an employment contract. And many nurses are being offered jobs by recruiters or employers who haven’t checked whether they actually meet the criteria.
Before you make any decisions or pack your bags, here’s what you need to know.
The Subclass 186 (Employer Nomination Scheme) visa is a permanent residency visa for skilled workers nominated by an Australian employer. There are three streams under this visa, but most internationally qualified nurses are considered under the Direct Entry stream.
To be eligible, the employer must be an approved sponsor, and the role must match one of the eligible nursing occupation codes on the government’s Medium and Long-term Strategic Skills List (MLTSSL). This list is published by the Department of Home Affairs and includes occupations like:
Registered Nurse (Aged Care)
Registered Nurse (Medical)
Registered Nurse (Critical Care and Emergency)
Registered Nurse (Mental Health)
But nomination alone isn’t enough — you still have to qualify for the visa yourself.
Here are the non-negotiable requirements:
✅ You must already hold AHPRA registration
Eligibility to apply or pending registration is not sufficient. You must be fully registered with AHPRA as a nurse before the application is lodged.
✅ You must have at least three years of full-time, post-registration experience
This must be:
Paid
Full-time (or part-time equivalent)
Directly related to the occupation the employer is nominating you for
✅ You must meet the English language requirements for the visa
This is separate from AHPRA’s English rules. To be granted the visa, you must meet the visa-level English requirement — and so must:
Your partner, and
Any dependent children aged 18 or over
If your partner does not meet the minimum standard of functional English, a significant additional visa application charge will apply.
✅ You, your partner, and all your children must meet the mandatory health and character requirements
Everyone included in the application must complete health examinations and police clearances. There are no health waivers for subclass 186. If one person doesn’t meet the health requirement, the entire visa can be refused.
Many nurses are offered 186 sponsorships by:
Recruitment agencies
Healthcare employers
Labour hire firms
But here’s the problem:
They’re often focused on filling jobs — not checking your visa eligibility.
These employers and recruiters:
May not understand the legal requirements
Are not legally responsible for checking your migration history or English scores
May not ask about your family’s health issues or over-18 children
Might assume AHPRA registration means you’re eligible for any visa
That’s why legal strategy matters.
Just because an employer is willing to nominate you doesn’t mean the visa will be approved.
This is a big misunderstanding.
Under Australian migration law:
Employers are not required to pay for your visa costs.
Some may offer to cover certain expenses as part of your employment package, but many do not. You are generally expected to pay for:
Your own legal and visa application fees
AHPRA registration costs
English testing
Health examinations
Skills assessments (if required)
Migration agent or legal fees (if not hired by the employer)
Always check what’s actually included in your job offer — and never assume that visa sponsorship = all expenses paid.
While subclass 186 is a permanent residency visa, many employers are hesitant to offer it straight away.
From their perspective:
Subclass 186 is expensive and permanent
They’ve often never seen you work
It’s risky to commit thousands of dollars before confirming your suitability
If you leave early, they may lose that investment
That’s why most employers prefer to sponsor you on a subclass 482 Temporary Skill Shortage visa first. It:
Is cheaper and easier to process
Allows them to “try before they commit”
Still offers full-time work rights
Can later lead to PR through subclass 186 or 191 if you meet the criteria
So if you’ve been told you’re being offered 186 straight away, ask:
“Why would this employer commit to permanent sponsorship if I haven’t even worked for them yet?”
Subclass 186 is unforgiving.
If you:
Don’t meet the English or experience requirements
Include a partner who fails the English test
Have a dependent over 18 who isn’t studying
Or include a child or partner who fails the health check
Your visa could be refused — and the application fees are not refundable.
Even worse, if your visa is refused inside Australia, you may be barred from applying again while onshore, depending on your visa status.
This is why checking everything — early — is essential.
Subclass 186 is a fantastic visa — if you’re eligible. But job offers alone are not enough.
Don’t get caught out by false assumptions, vague offers, or unverified promises.
Understand what the visa really requires. And plan your strategy carefully — especially if you’re migrating with family.
👉 Book a legal consult with SOLVi to review your job offer and confirm your visa eligibility:
👉 Still need to complete your AHPRA registration? Start with our Nurse Registration Course and move forward with confidence:
You’ve come this far — don’t let a misunderstanding block your pathway to PR.
Let’s get it right from the start.