The staffing reality facing hospitality businesses
Australia’s restaurant owners, hotel operators and regional venue managers often say the same thing when asked about their biggest problem right now, it’s staffing.
The experienced chefs are hard to find. Venue managers move frequently between employers. Regional pubs advertise kitchen roles for months without success.
For many years, the common solution was employer sponsorship. Businesses could sponsor overseas workers when local recruitment failed.
But that approach has changed.
Immigration policy settings have tightened, compliance scrutiny has increased, and salary expectations are higher. As a result, hospitality sponsorship Australia 2026 looks very different from what it did a few years ago.
Sponsorship has not disappeared. However, it now works in a far more selective way. Businesses that treat it as a volume staffing solution are often disappointed.
For hospitality operators, the key issue is simple, which roles can realistically be sponsored and which cannot.
Why this issue matters now
Australia still faces shortages in parts of the hospitality workforce. Skilled chefs remain in demand, and experienced managers are difficult to recruit in some locations.
At the same time, migration programs are designed to address skilled labour shortages, not general labour demand.
Employer-sponsored visas including programs associated with the hospitality Skills in Demand visa and other skilled pathways now involve closer scrutiny of several factors:
- the skill level of the role
- the salary offered
- whether the position genuinely exists in the business
- the employer’s compliance history
These requirements mean that many hospitality sponsorship applications that might have proceeded several years ago would struggle today.
Understanding this shift early helps businesses avoid pursuing pathways that are unlikely to succeed.
The first reset: volume-based hospitality sponsorship no longer works
The biggest adjustment for hospitality businesses is this large-scale sponsorship of hospitality workers is no longer viable.
In the past, some venues sponsored multiple overseas staff across service and kitchen roles. That model now faces significant barriers.
Roles commonly considered unsuitable for sponsorship include:
- wait staff
- bar attendants
- café assistants
- kitchen hands
- general hospitality workers
These roles are generally regarded as part of the local labour market, not skilled migration.
When immigration authorities assess a sponsorship nomination, they look at whether the position requires recognised skills and experience. If the duties appear routine or entry-level, the application is unlikely to proceed.
For many hospitality operators, this has meant rethinking how sponsorship fits into their workforce planning.
Hospitality roles that may still be sponsored
Although sponsorship has become more selective, there are still circumstances where hospitality businesses can sponsor overseas workers.
Typically, these involve skilled culinary roles or operational management positions.
Sponsoring chefs
Professional chefs remain one of the most common sponsored hospitality occupations.
Examples include:
- chef
- pastry chef
- specialist cuisine chef
- head chef
Australia continues to experience shortages of experienced chefs, particularly in regional areas and specialised restaurants.
However, immigration officers now focus closely on the actual duties of the role, not just the job title.
A genuine chef role usually involves responsibilities such as:
- planning and developing menus
- food costing and purchasing
- supervising kitchen staff
- training junior cooks
- maintaining quality and consistency in food production
If the role mainly involves basic cooking tasks, it may not meet the criteria for skilled sponsorship.
Sponsoring restaurant and venue managers
Management positions may also be suitable for sponsorship when genuine operational responsibility exists.
These may include:
- restaurant manager
- food and beverage manager
- venue manager
- hospitality operations manager
For sponsorship purposes, the role should involve duties such as:
- managing staff and rosters
- overseeing purchasing and budgets
- coordinating venue operations
- ensuring licensing and regulatory compliance
If the role mainly involves routine front-of-house duties, authorities may question whether it qualifies as a management position under the skilled migration framework.
Specialised hospitality businesses
Some venues operate in markets where particular skills are difficult to source locally.
This may apply to:
- specialised international cuisine restaurants
- fine dining establishments
- large hotel and resort operations
- specialised pastry kitchens
Where a business can demonstrate that the role requires experience that is not easily available locally, sponsorship may still be considered.
Evidence about the nature of the business and the skills required can become important in these cases.
Salary expectations are now closely examined
Another important change affecting employer sponsorship hospitality Australia is the stronger enforcement of salary requirements.
Employers must demonstrate that sponsored workers will receive at least the market salary rate for the role.
This involves comparing the proposed salary with:
- industry benchmarks
- similar roles within the business
- Australian employment standards
Immigration authorities may review contracts, payroll data and industry salary information.
If the salary appears lower than the expected market rate, the nomination may not proceed.
For hospitality businesses operating with tight margins, this requirement can affect whether sponsorship is financially practical.
Genuine need testing
Authorities also examine whether the nominated role represents a genuine operational need within the business.
This assessment may consider:
- the size of the venue or business
- current staffing levels
- the organisational structure
- the scale of operations
For example, a large restaurant group operating several venues may reasonably require multiple chefs.
A small café applying to sponsor several chefs may face questions about whether those positions genuinely exist within the business.
Employers must show that the role is necessary for the operation of the business, rather than created mainly to support a visa application.
Alternative workforce options hospitality businesses may explore
Because standard sponsorship pathways are more selective, some hospitality businesses are exploring other workforce approaches.
Hospitality labour agreements
In certain circumstances, businesses experiencing ongoing labour shortages may seek hospitality labour agreements with the Australian Government.
Labour agreements allow approved employers to sponsor workers under tailored arrangements.
Depending on the agreement, this may include:
- access to additional occupations
- modified salary requirements
- structured recruitment arrangements
Labour agreements generally require detailed evidence of labour shortages and workforce planning.
Regional migration pathways
Regional venues often experience greater recruitment challenges than metropolitan businesses.
Some migration programs include incentives designed to encourage skilled workers to live and work in regional areas.
These pathways may offer:
- broader occupation eligibility
- regional concessions
- potential pathways to longer-term residence
For regional hospitality operators, migration planning can form part of a broader workforce strategy.
Workforce planning and retention
Sponsorship is increasingly linked to broader workforce planning rather than short-term recruitment.
Hospitality businesses that use sponsorship successfully often invest in:
- staff development
- training programs
- internal career pathways
- retention strategies
These measures help demonstrate that the business is building a stable workforce rather than relying heavily on temporary migration.
A simple decision framework for employers
Before considering sponsorship, hospitality businesses may wish to ask several questions.
Is the role genuinely skilled?
Positions requiring culinary expertise or operational management are more likely to meet sponsorship criteria.
Can the business meet salary requirements?
Employers must offer wages consistent with market expectations.
Is the role essential to the business?
Authorities may assess whether the position reflects a genuine operational need.
Has local recruitment been attempted?
Evidence of attempts to recruit locally may be relevant when demonstrating labour shortages.
Is the business prepared for sponsorship obligations?
Employer sponsorship includes compliance responsibilities relating to salary, reporting and employment conditions.
If these factors cannot be satisfied, sponsorship may not be the most suitable workforce option.
Hospitality sponsorship remains part of Australia’s migration system, but the framework has changed.
The current system focuses on:
- genuinely skilled roles
- market-aligned salaries
- legitimate business needs
- employers able to meet compliance requirements
For hospitality businesses, sponsorship is now most relevant for experienced chefs, specialised culinary professionals and management roles, rather than frontline service positions.
Understanding these changes can help operators make informed decisions about how to address workforce shortages.
Considering sponsorship for your business
Hospitality operators exploring hospitality sponsorship Australia 2026 may benefit from reviewing their workforce structure before pursuing visa applications.
Rehman Sheriff Group works with Australian businesses on employer-sponsored visas, skilled labour acquisition and workforce compliance.
Businesses considering sponsoring chefs or hospitality managers may wish to contact RSG or review our services relating to employer sponsorship and workforce planning.
