Moving to Australia from the UK: The Complete Guide for Individuals and Employers

Australia remains one of the UK’s most consistent employee relocation destinations, particularly for organisations operating across technology, financial services, mining and energy. For employers, successful assignments depend on more than moving talent quickly; they require careful planning around immigration, compliance, family support, housing, shipping and employee experience.

This guide is designed for HR and global mobility professionals managing UK-Australia assignments. It outlines the key considerations involved in relocating employees to Australia, from visa pathways and relocation packages to temporary accommodation, household goods shipping and settling-in support.

Australia is not just a lifestyle destination. It is one of the world’s top ten economies and home to several industries that depend on international talent pipelines to function. Three cities account for the majority of corporate assignment activity.

Sydney is Australia’s largest financial centre and its technology hub. Major banks, professional services firms, and global tech companies maintain significant headcount there, and inbound assignments from UK headquarters are common — particularly at management and specialist level.

Melbourne is the base for much of Australia’s manufacturing sector, a growing fintech scene, and Australia’s largest professional services market.

Perth stands apart. The city’s mining and energy sector — lithium, iron ore, LNG — has generated sustained demand for highly specialised engineers and project managers who do not exist in sufficient numbers locally. Perth-bound assignments from UK energy companies are a recurring requirement, and the city’s relative isolation from the east coast makes on-the-ground professional support more important than in most destinations.

For HR and global mobility teams considering an Australian assignment, the starting point is always the same: which visa route fits this employee, and what does a compliant, supportable package look like?

The Skills in Demand Visa (Subclass 482)

The Subclass 482, now formally named the Skills in Demand visa, is the primary route for employer-sponsored temporary assignments to Australia. It comes in two streams relevant to most UK corporate assignments:

• Core Skills stream covers occupations on the Core Skills Occupation List (CSOL). The minimum salary threshold is AUD 76,515 per year, rising to AUD 79,499 from 1 July 2026. Visa duration is up to four years.
• Specialist Skills stream applies to roles paying above AUD 141,210 per year, rising to AUD 146,717 from 1 July 2026. This stream has fewer occupation restrictions and is typically used for senior executives and technical specialists.

What the employer must do before the employee can apply:

First, become an approved sponsor. This takes up to five months for new sponsors. Once approved, you nominate the specific role — a stage that takes a further four to eight months. The nomination stage is consistently the biggest bottleneck in the process. Allow several months, and longer for complex cases from decision to employee arrival.

You will also pay the Skilling Australians Fund (SAF) levy (as well as other fees): AUD 1,200 per year for businesses with a turnover below AUD 10 million, and AUD 1,800 per year for larger employers. For a four-year visa, that is AUD 4,800–7,200 in levy alone, before other government fees.

Labour Market Testing (LMT) is mandatory for most 482 nominations. You must demonstrate that no suitably qualified Australian citizen or permanent resident was available for the role, typically through job advertising on Australian platforms for at least 28 days within the four months before lodging.

Gerson Relocation works with trusted immigration partners to manage sponsorship, nomination, and visa applications end-to-end. If you are new to Australian sponsorship or have complex occupations, our global mobility advisory team can guide the process from the outset.

Visa requirements and eligibility vary by assignment and employee circumstances. Speak to our specialists for guidance tailored to your organisation.

The Employer Nomination Scheme (subclass 186) is a permanent employer-sponsored visa for skilled workers nominated by an Australian employer. It is commonly used either as a direct permanent residency option or as a pathway for employees already working in Australia on a sponsored visa.

The visa has three streams: Direct Entry, Temporary Residence Transition, and Labour Agreement. In broad terms, Direct Entry is for applicants meeting the relevant skills, age, English, and experience requirements; Temporary Residence Transition is for eligible sponsored workers already in Australia; and Labour Agreement is for employers operating under an approved labour agreement.

For employers, the key point is that the 186 is a permanent visa with nomination and application steps, so planning should start early if you want to retain a sponsored employee long-term. The exact eligibility criteria and timing depend on the stream, the occupation, and the applicant’s circumstances, so this is one where current Home Affairs rules should be checked before making commitments.

Points-Tested Visas (Subclass 189, 190, 491)

Employees apply for these visas independently, without employer involvement. No SAF levy, no LMT, no sponsorship obligations. If an employee’s occupation and points score make this route viable, it is worth checking at the pre-assignment stage — it can reduce both cost and lead time.

There is no single figure for a UK-to-Australia corporate relocation. Costs vary by seniority, family size, tenure of assignment, and whether the employee owns property at home. Most employers should budget for the following:

One-time costs per employee:
• Visa and immigration (including SAF levy and adviser fees): £3,000–8,000
• International shipping (20ft container, FCL, UK to Australia): £4,950–7,700; sea transit 6–9 weeks
• Flight allowances: £800–2,500 per person, depending on policy
• Temporary housing on arrival (typically 30–90 days serviced accommodation): £2,500–8,000

Ongoing assignment costs:
• Cost of living differential: Sydney and Melbourne are significantly more expensive than most UK cities; budget for a 15–30% cost-of-living allowance depending on the employee’s origin
• Superannuation: Employer superannuation contributions are usually mandatory in Australia for eligible employees. The current rate is 12% of ordinary time earnings from 1 July 2025, subject to the usual compliance rules and caps.
• Private health insurance: AUD 1,500–4,000 per year for an individual
• Annual home leave flights (standard for long-term assignments)

Tax considerations:
Australia and the UK have a double tax agreement that prevents income from being taxed twice. However, the mechanics — residency status, PAYE obligations, fringe benefits tax on employer-provided benefits, and superannuation treatment — require specialist input before the assignment starts. Our guide to tax implications for relocating employees covers the key employer obligations in detail, including the UK’s £8,000 qualifying relocation cost exemption.

Gerson Relocation’s expense management service handles tracking and reconciliation of assignment costs against policy, giving finance and mobility teams full visibility without manual overhead.

The first 30–90 days of an assignment are where most employee dissatisfaction originates. Stable, appropriate housing from day one reduces that risk. Serviced apartments are the standard solution for corporate assignments: fully furnished, flexibly leased, and located close to business districts. They cost more per week than a standard rental, but the absence of setup costs, such as bond payments, furniture, and utility connections, often makes them more economical than they first appear for assignments under four months.

Sydney: The CBD, Pyrmont, North Sydney, and Surry Hills carry the highest concentration of quality corporate serviced apartments. Budget AUD ~5,500–9,000 per month on a 30-day-plus rate for a one-bedroom.

Melbourne: Docklands, Southbank, and the CBD are the main corporate housing zones. Rates run slightly lower than Sydney — AUD ~5,000–8,000 per month on longer stays — and availability is consistently strong.

Perth: The CBD and West Perth have good corporate accommodation stock, sustained by the resources sector’s demand for short-assignment housing. Rates are broadly comparable to Melbourne. Availability tightens during peak mining project cycles, so booking well ahead matters.

Gerson Relocation arranges temporary accommodation and destination services for company-managed moves, including home search support once the employee is ready to move into permanent housing.

When supporting employee relocations to Australia, organisations should be aware of shipping options, transit times and biosecurity requirements. For smaller household shipments, less-than-container-load (LCL) services can provide a cost-effective alternative to a dedicated container, although transit times are typically longer due to consolidation processes.

Australia has some of the world’s strictest customs and biosecurity regulations. All household goods must be declared on arrival, and certain items are routinely subject to inspection or cleaning. Wooden furniture, sporting equipment and outdoor or camping gear are commonly flagged for additional checks.

HR and mobility teams should also be aware that some items may be restricted or prohibited from entry, including certain food products, seeds and plant materials, products derived from protected wildlife species, firearms and ammunition, and medications that exceed permitted personal-use allowances.

Gerson Relocation supports organisations with the end-to-end management of international household goods shipments, including professional packing, customs documentation, customs clearance and final delivery. For employees relocating valuable collections, vehicles or time-sensitive belongings, additional specialist services such as fine art transportation and air freight can also be arranged.

Housing decisions can have a significant impact on assignment success, employee satisfaction and overall relocation costs. For HR and global mobility teams, understanding the characteristics of Australia’s key assignment destinations can help inform housing budgets, location strategies and settling-in support. While employee preferences will vary depending on family circumstances, commute requirements and lifestyle considerations, Sydney, Melbourne, Perth and Brisbane account for the majority of corporate relocation activity from the UK. 

Sydney

Australia’s largest and most expensive city. The job market is strongest in financial services, technology, media, and professional services. Inner suburbs like Newtown, Balmain, and Manly attract the majority of expat and professional renters. Expect to pay AUD ~600–900 per week for a two-bedroom rental in most inner areas. The beaches, national parks, and the harbour are 20–40 minutes from the CBD (Central Business District) in most directions.

Melbourne

Consistently ranked among the world’s most liveable cities. The economy is more diversified than Sydney’s, with finance, manufacturing, healthcare, education, and one of Australia’s strongest arts scenes. Inner suburbs (Fitzroy, Collingwood, Richmond) are dense, walkable, and well served by trams. Two-bedroom rentals in inner Melbourne run AUD ~550–800 per week. Melbourne also has one of Australia’s largest British expat communities, which eases the transition for families in particular.

Perth

Perth operates almost as a distinct economy. Closer to Singapore than to Sydney, it is driven by resources: lithium, iron ore, LNG. Salaries for skilled technical roles are notably higher than equivalent roles on the East Coast. Two-bedroom rentals are significantly more affordable: AUD ~450–650 per week.

Brisbane

A rapidly growing city with substantial infrastructure investment ahead of the 2032 Olympic Games. Cheaper than Sydney and Melbourne, warmer year-round, and with a young professional workforce. Two-bedroom rentals: AUD ~500–700 per week.

Groceries, utilities, and dining out are broadly comparable to UK prices, with fresh produce and alcohol running higher. Rent is the main variable: Sydney and Melbourne match or exceed London for equivalent inner-city properties, while Perth and Brisbane are meaningfully cheaper.

Our full cost of living in Australia guide breaks down the key categories by city with direct UK comparisons.

Australia’s Medicare system may provide limited reciprocal cover for eligible UK visitors, including medically necessary care under the Australia–UK Reciprocal Health Care Agreement. It does not replace private insurance, and some services, such as dental care and private treatment, are excluded.

For specialist appointments, dental, optical, and planned procedures, most Australian residents hold private health insurance. The cost of a mid-tier individual policy is around AUD ~1,500–4,000 per year. Corporate relocation packages often include private health insurance as standard.

For employees relocating with family members, education and dependent visa arrangements are often key considerations during the assignment planning process. Helping families settle successfully can play an important role in assignment satisfaction, productivity and long-term retention.

The Australian academic year runs from late January to December and is split into four terms. Employees relocating during the year can typically enrol children partway through a term, with schools experienced in supporting international arrivals and mid-year admissions.

Access to state-funded education depends on visa status, location and state regulations. While permanent residents can access free state schooling, eligibility and fees for temporary visa holders vary by state and visa category. Private and international schools are also widely available across Australia’s major cities, with annual fees typically ranging from AUD ~15,000 to AUD ~40,000.

Partners and dependent children generally relocate under visas linked to the primary assignee’s immigration status. Some family visa categories have among the longest processing times in the Australian immigration system, making advance planning essential. 

Ensuring families understand schooling options, visa requirements and local support services before departure can help reduce disruption and support a smoother transition. 

Read our UK-to-Sydney relocation case study to learn how we supported a successful family relocation assignment. 

If your organisation is planning employee assignments between the UK and Australia, Gerson Relocation can support every stage of the relocation process. Our corporate relocation services include visa and immigration support, household goods shipping, temporary housing, area orientation, settling-in services and expense management.

With over 60 years’ experience managing UK-Australia relocations, FIDI FAIM Plus accreditation and coverage across 180+ countries, we help HR and global mobility teams deliver smooth, compliant and well-supported employee moves.