If you’re applying for a Subclass 186 visa through the Direct Entry stream, one of the key requirements is demonstrating three years of full-time work experience in your nominated occupation. But what exactly counts as “full-time”? This is a question that comes up frequently, and the answer isn’t always as straightforward as you might think.
Can You Combine Part-Time Roles to Meet the Full-Time Requirement?
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One common scenario involves applicants who work part-time across two or more employers. For example, you might work 0.8 FTE (four days a week) with one employer and 0.2 FTE (one day a week) with another, totalling the equivalent of 38 hours per week.
According to discussions among migration agents, the Department’s policy does allow for alternative working arrangements to satisfy the full-time work requirement. This means that combining part-time positions to reach full-time equivalent hours may be acceptable, provided you can clearly demonstrate that the total hours worked equate to full-time employment in your nominated occupation.
What About Contractors and ABN Holders?
Another common question is whether work performed as a contractor on an ABN can count toward the three-year requirement. This can be more complex, particularly if your hours varied from week to week, which might make it look more like casual employment than full-time work.
The Regulations at clause 186.234 refer to full-time employment but don’t specifically exclude contractor arrangements. The Procedures Advice Manual (PAM) provides additional guidance and does allow for alternative working arrangements including contract work, provided you can demonstrate it was genuinely full-time equivalent.
Tips for Demonstrating Full-Time Employment
Regardless of your employment arrangement, the key is strong evidence. Here are some tips to help demonstrate your work experience meets the full-time requirement:
- Employment contracts – Provide contracts showing your hours, duties, and terms of employment for each role
- Payslips and tax records – These can demonstrate consistent income and hours worked over the relevant period
- Employer references – Detailed references confirming your role, hours, and duties are essential
- Timesheets or invoices – For contractors, timesheets or invoices can help demonstrate the hours worked each week
- Superannuation records – These can corroborate your employment history and earnings
Does the Employment Need to Be Continuous?
Another important consideration is whether the three years of employment needs to be continuous. While the requirement is for three years of full-time work experience, reasonable gaps (such as between contracts or during a job transition) are generally not a problem, provided you can account for them. However, extended periods of unemployment may raise questions about whether you truly have three years of relevant experience.
If you’re unsure whether your employment history meets the 186 Direct Entry requirements, it’s worth getting professional advice before lodging your application. The difference between a well-documented application and one that falls short can often come down to the quality of the evidence provided.
Disclaimer: This blog post is intended for general informational purposes only and does not constitute legal or migration advice. Every immigration matter is unique, and outcomes depend on individual circumstances. For advice tailored to your specific situation, please book a consultation with one of our registered migration agents.
Reviewed by VisaTasker Migration Services
MARA Registered Migration Agent · MARN 2318017
This article is written and reviewed by VisaTasker Migration Services, a MARA-registered migration agency based in Australia. As registered agents, we are bound by the Migration Agents Code of Conduct and required to provide accurate, up-to-date advice based on Australian migration legislation. Information is reviewed against the latest Department of Home Affairs policy.
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