Sponsoring Dairy and Meat Industry Worker
Dairy farms and meat processing facilities face some of the most persistent workforce shortages in Australian agriculture, and the standard skilled migration system does not always fit these industries well. This is exactly why the Dairy Industry Labour Agreement and the Meat Industry Labour Agreement exist as dedicated, industry specific pathways.
This guide explains how both agreements work, which occupations they cover, what concessions are available and how dairy farms and meat processors actually use the Labour Agreement stream to sponsor overseas workers.
What the Labour Agreement Stream Actually Is
The Labour Agreement stream sits alongside the standard Core Skills stream of the subclass 482 visa, and is also used for the subclass 494 and subclass 186 visas.
Rather than relying on the national occupation lists, a Labour Agreement is a formal, industry specific arrangement negotiated between the Australian Government and a peak industry body, setting out agreed occupations, terms and concessions for that sector.
Dairy and meat processing are two of the longest running examples, alongside similar agreements for horticulture, pork, fishing and aged care.
The Dairy Industry Labour Agreement Explained
The Dairy Industry Labour Agreement, often referred to as DILA, allows dairy businesses to sponsor overseas workers in two specific occupations.
- Senior Dairy Cattle Farm Worker.
- Dairy Cattle Farm Operator.
Neither occupation has a standard ANZSCO code. Employers use the code 070499 when nominating a worker under this agreement, which reflects the fact that DILA sits outside the usual occupation list framework entirely.
DILA supports sponsorship under the subclass 482 visa, the subclass 494 visa, and the subclass 186 visa after the relevant transition period, generally three years.
The Meat Industry Labour Agreement Explained
The Meat Industry Labour Agreement, often referred to as MILA, was developed specifically to address persistent shortages in abattoirs and meat processing facilities across regional Australia.
MILA covers the occupation of Skilled Meat Worker, which similarly does not have a standard ANZSCO code and is nominated using the code 070499.
Like DILA, MILA supports the subclass 482 visa, the subclass 494 visa, and the subclass 186 visa after the relevant transition period.
One useful feature of MILA is a skills assessment exemption for some candidates. Where a worker already holds a positive skills assessment from an earlier Subclass 457 or Skills in Demand visa nomination under a Meat Industry Labour Agreement, a fresh skills assessment is generally not required for a subsequent 186 nomination.
How the Regional Concession Categories Work
Both DILA and MILA use a three tier regional classification system, generally described as Category 1, Category 2 and Category 3 locations, which determines what concessions are available.
Category 3 locations, which generally cover regional centres and other regional areas, typically attract the most generous concessions. In many cases, employers in these locations can pay as little as 90 percent of the relevant salary threshold, being the Core Skills Income Threshold for the 482 and 186 visas, or the equivalent threshold for the 494 visa.
Category 1 and Category 2 locations generally attract smaller or no concessions, reflecting the fact that labour markets in these areas are typically less constrained than genuinely remote regional operations.
Because these concession percentages apply to a figure that changes each year, the actual dollar value of the concession moves in line with the underlying threshold. As the Core Skills Income Threshold has increased to 79,423 dollars, any percentage based concession under DILA or MILA is recalculated against this current figure, not a fixed historical amount.
Comparing DILA and MILA
The table below gives dairy and meat processing employers a simple side by side comparison of the two agreements.
| Feature | Dairy Industry Labour Agreement | Meat Industry Labour Agreement |
|---|---|---|
| Covered occupations | Senior Dairy Cattle Farm Worker, Dairy Cattle Farm Operator | Skilled Meat Worker |
| ANZSCO code | Not applicable, use 070499 | Not applicable, use 070499 |
| Visa subclasses | 482, 494, 186 | 482, 494, 186 |
| Regional concessions | Yes, based on Category 1 to 3 location | Yes, based on Category 1 to 3 location |
| Skills assessment exemption | Not a standard feature | Available for some 186 applicants with prior positive assessment |
Other Related Industry Labour Agreements
Dairy and meat processing are not the only sectors with a dedicated Labour Agreement. Similar agreements exist for horticulture, pork production, fishing and aged care, each tailored to the specific operational realities of that industry.
Employers operating across more than one of these sectors should confirm which specific agreement applies to each role, since terms, occupations and concessions differ meaningfully between them.
Employer Eligibility Requirements
Before sponsoring under DILA or MILA, a business generally needs to meet several requirements.
- Demonstrate a genuine need for the specific occupation through Labour Market Testing.
- Show that suitable Australian workers were not available for the role.
- Meet the salary requirements applicable to the relevant visa subclass, subject to any regional concession.
- Comply with the National Employment Standards and relevant workplace laws.
- Operate within the specific industry the agreement was designed for.
Step by Step: How to Sponsor Under DILA or MILA
The process for sponsoring a dairy or meat industry worker follows a fairly consistent sequence.
Step 1: Confirm the Correct Agreement Applies
Confirm whether DILA, MILA, or a different industry agreement genuinely applies to your business and the specific role you need to fill.
Step 2: Complete Labour Market Testing
Demonstrate that the role has been genuinely advertised locally and that a suitable Australian worker was not available, generally within the past 12 months.
Step 3: Submit the Labour Agreement Request
Submit a Labour Agreement Request Form through the Department of Home Affairs ImmiAccount portal, setting out the business case and the specific occupation being requested.
Step 4: Confirm Salary and Regional Category
Confirm which Category location your business sits in, and calculate the correct salary, including any available concession, against the current threshold.
Step 5: Lodge the Nomination
Once the Labour Agreement is in place, lodge a nomination application confirming the position, the salary and the occupation code, being 070499 for both DILA and MILA.
Step 6: Lodge the Visa Application
The candidate then lodges their own visa application, supported by evidence of relevant work experience, English language ability, health checks and character requirements.
Work Experience and English Requirements
Alongside salary and occupation settings, both DILA and MILA set minimum work experience requirements that candidates must meet to satisfy visa criteria.
The specific number of years required can vary depending on the business location and the visa subclass being used, and the same relevant work experience generally counts toward both the occupational requirement and the broader visa criteria.
English language requirements also apply, though both agreements accept a range of recognised English tests, and some regional locations attract a concession on the required test score, similar to the salary concession structure described above.
Employers should confirm the specific work experience and English settings that apply to their business location before finalising a job offer, since these details are set out in the schedule of the relevant Labour Agreement rather than in the general national settings.
Frequently Overlooked Compliance Details
A few compliance details are worth flagging specifically for dairy and meat processing employers, since they come up regularly in practice.
Sponsored workers under both agreements are covered by the Fair Work Act and the National Employment Standards in the same way as any other employee, and migration status does not reduce their workplace rights in any respect.
The Fair Work Ombudsman actively monitors meat processing facilities in particular, given the history of workforce shortages and compliance issues in the sector, so maintaining clear records of pay, hours and conditions is genuinely important beyond migration compliance alone.
Costs Involved in Sponsoring Under DILA or MILA
Employers should budget for several separate cost categories, not just the visa application fee itself.
- Costs associated with Labour Market Testing, such as advertising the role.
- Labour Agreement request preparation, noting the request itself is generally free to lodge, though later stages carry costs.
- Nomination application charges for the specific position.
- Visa application charges paid by or on behalf of the applicant.
- The Skilling Australians Fund levy, which is a mandatory training contribution from the sponsor.
- Migration agent fees, if the business engages professional support such as Migration Republic.
Visa application charges have recently increased across almost every visa subclass, so the figures below reflect current charges rather than last year’s amounts.
| Applicant Type | Who Pays | Current Charge |
|---|---|---|
| Main applicant | Applicant | AUD 4,015 |
| Adult dependant, 18 years and over | Applicant | AUD 4,015 |
| Child dependant, under 18 years | Applicant | AUD 1,005 |
Costs do change periodically, particularly after annual fee increases, so always confirm current figures before budgeting a recruitment campaign.
Processing Times You Should Expect
Processing times for a first time Labour Agreement request tend to be longer than a standard nomination, since the Department needs to assess the business case and confirm the industry specific terms before approval.
Once a Labour Agreement is already in place, subsequent nominations under the same agreement are generally faster, since the underlying terms have already been negotiated and agreed.
Employers should plan for several months for an initial Labour Agreement request, and a more standard timeframe for individual nominations once the agreement is active.
Employer Obligations Once Sponsorship Begins
Sponsoring under DILA or MILA is not a one time task. Ongoing obligations include the following.
- Paying at least the agreed salary, including any applicable Category based concession.
- Complying with the National Employment Standards and relevant workplace laws.
- Keeping accurate records relating to the sponsored worker and Labour Market Testing evidence.
- Notifying the Department of certain changes, such as the worker ceasing employment.
- Not passing certain sponsorship costs onto the sponsored worker.
Failing to meet these obligations can lead to sanctions against the sponsoring business, and both dairy and meat processing operations are subject to ongoing monitoring, including from the Fair Work Ombudsman where workplace compliance is concerned.
Benefits of Using DILA or MILA
For many dairy farms and meat processors, the benefits go well beyond simply filling a vacancy.
- Access to occupations, Senior Dairy Cattle Farm Worker, Dairy Cattle Farm Operator and Skilled Meat Worker, that would otherwise be very difficult to sponsor under the standard national lists.
- Regional salary concessions that better reflect genuine pay structures in Category 3 locations.
- A structured, well established pathway with clear, non negotiable terms that reduce ambiguity for employers.
- A skills assessment exemption for some experienced meat workers moving to a 186 nomination.
Limitations and Practical Challenges
It is also fair to acknowledge the challenges of using these agreements.
- Terms and conditions under both agreements are non negotiable, which limits flexibility for individual businesses.
- The initial Labour Agreement request process can take longer than a standard nomination.
- Concession levels depend heavily on the specific regional Category, which employers must confirm carefully.
- Occupations are limited to a small, fixed list under each agreement.
Working with an experienced migration adviser helps most dairy and meat processing employers move through these challenges more smoothly.
Common Mistakes Employers Make
Many of the delays we see at Migration Republic come from a small number of recurring mistakes.
- Assuming a salary concession applies automatically, without confirming the correct regional Category.
- Not completing genuine Labour Market Testing before submitting the Labour Agreement request.
- Confusing DILA or MILA eligibility with a general DAMA in the same region.
- Overlooking the skills assessment exemption available to some experienced meat workers.
- Underestimating how long the initial Labour Agreement request can take compared with a standard nomination.
Expert Tips From Migration Republic
Based on years of experience supporting dairy and meat processing employers, a few practical tips consistently make a difference.
Confirm your business location’s regional Category early, since this determines the salary concession available to you.
Start Labour Market Testing well before you plan to submit the Labour Agreement request, since this evidence underpins the entire process.
If you have previously sponsored a meat worker under MILA, check whether the skills assessment exemption applies before requesting a fresh assessment unnecessarily.
Keep clear records of your Labour Market Testing and Labour Agreement terms, since this documentation matters for any future compliance check.
A Simple Way to Check Eligibility Before You Start
Before committing time and money to a sponsorship application, it is worth confirming basic eligibility early.
The Subclass 482 Checker tool from Immigration Agent Near Me is a useful starting point for understanding general employer sponsorship eligibility, even for dairy and meat processing employers who are ultimately planning to use the Labour Agreement stream rather than the standard Core Skills stream.
How Migration Republic Supports Dairy and Meat Processing Employers
At Migration Republic, we regularly help dairy farms and meat processing businesses assess whether DILA or MILA applies to their situation, and manage the Labour Agreement request and nomination process from start to finish.
We can help you confirm your regional Category, compare the Labour Agreement stream against standard sponsorship through the Subclass 482 Visa, Subclass 494 Visa or Subclass 186 Visa, and manage the Labour Market Testing and nomination process alongside your business.
We also work alongside related processes such as an Expression of Interest submission for individual workers, and broader Employer Sponsorship strategy, so your business has one point of contact across the whole journey.
Latest Policy Context Employers Should Know
Two points are particularly relevant for dairy and meat processing employers considering these agreements in the current program year.
First, the Core Skills Income Threshold that underpins the salary calculations for DILA and MILA has increased again, now sitting at 79,423 dollars, which changes the dollar value of any percentage based regional concession.
Second, both agreements continue to operate on non negotiable, industry specific terms that are reviewed periodically by the Department of Home Affairs in consultation with the relevant industry body.
Because these settings can change and regional Category classifications are genuinely location specific, we always recommend confirming the latest position for your specific business before finalising a job offer or requesting a concession.
Key Takeaways
- The Dairy Industry Labour Agreement covers Senior Dairy Cattle Farm Worker and Dairy Cattle Farm Operator, nominated under code 070499.
- The Meat Industry Labour Agreement covers Skilled Meat Worker, also nominated under code 070499.
- Both agreements support the 482, 494 and 186 visas, with regional salary concessions available depending on location Category.
- Terms under both agreements are non negotiable, offering clarity but limited flexibility.
- A skills assessment exemption is available for some experienced meat workers moving to a 186 nomination under MILA.
FAQs
What is the Dairy Industry Labour Agreement? It is an industry specific Labour Agreement that lets dairy businesses sponsor overseas workers in the occupations of Senior Dairy Cattle Farm Worker and Dairy Cattle Farm Operator, using the non ANZSCO code 070499.
What is the Meat Industry Labour Agreement? It is an industry specific Labour Agreement designed to address workforce shortages in abattoirs and meat processing facilities, covering the occupation of Skilled Meat Worker.
Do dairy and meat worker occupations have an ANZSCO code? No. Both occupations are nominated using the code 070499, since they sit outside the standard ANZSCO occupation classification.
What visas can be used under DILA or MILA? Both agreements support the subclass 482 visa, the subclass 494 visa, and the subclass 186 visa after the relevant transition period, generally three years.
How do regional salary concessions work under these agreements? Concessions depend on a three tier Category system, with Category 3 locations, generally regional and remote areas, typically eligible for the largest concession, often around 90 percent of the standard threshold.
Do I need to prove I tried to hire locally first? Yes. Employers generally need to complete genuine Labour Market Testing, showing the role was advertised locally without finding a suitable candidate, before submitting a Labour Agreement request.
Is a skills assessment always required for MILA nominations? Not always. Some experienced meat workers with a prior positive skills assessment from an earlier Subclass 457 or Skills in Demand nomination under a Meat Industry Labour Agreement may be exempt from a fresh assessment for a 186 nomination.
Can the terms of DILA or MILA be negotiated? No. Both agreements operate on set, non negotiable terms, though the specific concessions available do vary by visa subclass and regional location.
How long does it take to set up a Labour Agreement under DILA or MILA? An initial Labour Agreement request generally takes longer than a standard nomination, since the Department needs to assess the business case, though subsequent nominations under an existing agreement are typically faster.
Are there similar Labour Agreements for other agricultural sectors? Yes. Similar industry specific agreements exist for horticulture, pork production, fishing and aged care, each with their own occupations and terms.
Conclusion
For dairy farms and meat processing businesses, the Dairy Industry Labour Agreement and the Meat Industry Labour Agreement offer a genuinely tailored alternative to the standard skilled migration system, built around occupations and regional realities that the national lists do not always capture well.
With clear regional concessions available and, for some meat workers, a helpful skills assessment exemption, these agreements can make a real difference to workforce planning in these industries.
Getting the details right, from confirming your regional Category through to completing genuine Labour Market Testing, makes the difference between a smooth sponsorship and a stressful one.
If your dairy or meat processing business is considering this pathway, the team at Migration Republic can help.
We support employers through every stage of employer sponsored visas, including the Subclass 482 Visa, Subclass 186 Visa, Subclass 494 Visa and Subclass 491 Visa, along with practical guidance on skilled migration support and employer sponsorship strategy.
Book a consultation with Migration Republic today and take the next step toward building a stronger dairy or meat processing workforce.
