One of the most common questions we receive from employers and visa applicants relates to how work experience is calculated for the Subclass 482 and 186 visas. The regulations require applicants to demonstrate a certain period of work experience — but exactly how those hours are counted isn’t always straightforward.
Here’s a breakdown of how work experience calculations work, including what counts as full-time, how part-time work is treated, and some common pitfalls to avoid.
What Counts as Full-Time Work Experience?
For both the Subclass 482 and 186 visas, “full-time” work is generally defined as an average of 38 hours per week. For the Subclass 186 (Direct Entry stream), this typically means three years of full-time work in the nominated occupation at the required skill level.
If the applicant has been working fewer than 38 hours per week, the Department will calculate the part-time equivalent. For example, six years of part-time work at an average of 19 hours per week would be equivalent to three years of full-time work.
How Is the Pro-Rata Calculation Done?
The standard approach is to calculate the total hours required and compare them to the total hours actually worked. For three years of full-time experience, the calculation looks like this:
- 52 weeks × 3 years = 156 weeks
- 156 weeks × 38 hours = 5,928 total hours required
- Compare this to the applicant’s actual total hours worked over the relevant period
This means that if an applicant has worked fewer hours per week, they’ll need to work over a longer period to accumulate the equivalent of three years full-time.
Does Overtime Count?
This is a common question. The general view among migration professionals is that overtime hours should not be relied upon to meet the work experience requirement. The employment period still needs to be at least three years — you can’t compress it into a shorter period by counting overtime hours.
For example, if someone works 50 hours per week, only 38 hours per week would typically count towards the full-time requirement. The additional 12 hours of overtime wouldn’t allow them to satisfy the three-year requirement in a shorter timeframe. The focus is on contracted hours rather than overtime.
What About Paid Leave and Public Holidays?
Generally, periods of paid leave (annual leave, sick leave, public holidays) are included in the calculation as they form part of the employment relationship. The full 52 weeks of the year — including leave periods — can be counted towards the work experience requirement, provided the person remained employed during that time.
What If Full-Time Under an Award Is Less Than 38 Hours?
Some industries have enterprise agreements or awards where full-time work is defined as fewer than 38 hours per week — for example, 35 hours per week in some sectors. While this may be accepted as full-time in certain contexts, the safer approach is to ensure the applicant’s total hours meet the 38-hour average over the required period. If the contracted hours fall slightly short, you may need to demonstrate a few extra weeks of work to make up the difference.
Key Takeaways
- Full-time work experience means an average of 38 hours per week
- Part-time work is calculated on a pro-rata basis — you’ll need a longer period to meet the requirement
- Overtime generally doesn’t count — focus on contracted hours
- Paid leave and public holidays are typically included in the calculation
- The employment period must still be at least three years — you can’t compress it with extra hours
Not Sure If Your Experience Qualifies?
Calculating work experience for visa purposes can be tricky, especially with part-time roles, multiple employers, or industry-specific awards. We can help you assess whether your experience meets the requirements.
Related Articles You May Find Useful
- Visitor Visa Condition 8558: What Happens If You Can’t Leave Australia on Time?
- 491 Visa and Relationship Breakdown: Can You Add a New Partner?
- DAMA Pathway to Permanent Residency: Understanding the 186 TRT Requirements
- Child Visa 101 vs 802: Can You Convert an Offshore Application to Onshore?
- 482 Visa: What Happens to Your Sponsorship When Your Company Changes Its Name?
Disclaimer: This blog post provides general information only and is current at the time of publishing. It is not intended as legal or migration advice specific to your situation. For personalised advice, 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.
Clear advice. Practical next steps.
Discuss your circumstances with a registered migration agent
Book a focused 30-minute consultation to understand the options, risks and evidence relevant to your matter.