One of the most common questions employers face when sponsoring staff under Subclass 186 Direct Entry stream is whether the required three years of work experience must be post-qualification.

The answer is more nuanced than a simple yes or no. Understanding how the Migration Regulations, Departmental policy, and the ANZSCO framework interact is essential for employers planning their workforce strategy.

What the Law Says

Under clause 186.234 of the Migration Regulations, a nominated worker must have:

• At least three years of full-time employment in the nominated occupation, and
• Employment that was performed at the skill level required for the occupation.

Policy guidance suggests that this should be post-qualification. However, the Regulations themselves do not strictly require this. The real test is whether the person’s work was undertaken at the appropriate skill level.

Why ANZSCO Matters for Employers

The ANZSCO framework defines the skill level for each occupation. For many trade roles (Skill Level 3), the standard provides two pathways:

• An AQF Certificate III (with on-the-job training), OR
• At least three years of relevant work experience as a substitute for formal qualifications.

This means that if ANZSCO recognises three years of work experience as equivalent to formal training, that same experience can count towards the 186 visa’s three-year requirement, provided it is properly documented.

Example for Employers: Hiring a Carpenter

For instance, under ANZSCO, a Carpenter (331212) can demonstrate skill level through:

• An AQF Certificate III with training, OR
• Three years of relevant work experience without a qualification.

This gives employers flexibility. A carpenter with three or more years of verified, skilled work experience, even without formal certification, may still meet the requirements for a 186 nomination.

Case Study: Cabinetmaker

We assisted an employer who wanted to sponsor a Cabinetmaker.

• The worker had informal training and more than four years of full-time experience.
• While he had not accumulated “post-qualification” years in the strict sense, his experience satisfied the ANZSCO skill level.
• The Department accepted this, and the 186 nomination was approved.

This highlights how practical, skilled work can meet the legal threshold, even without a strict post-qualification history.

What Employers Need to Provide

For employers, the key is strong evidence. When preparing a nomination, ensure you can provide:

• Detailed employment contracts and reference letters
• Payslips, tax or bank records
• Statutory declarations where relevant
• A clear mapping of the nominee’s duties against ANZSCO tasks

By doing so, you demonstrate that your worker has operated at the required skill level for at least three years.

Key Takeaway for Employers

While Departmental policy refers to “post-qualification experience,” the legal requirement focuses on skill level and work history, not strictly on when qualifications were obtained. For trade and Skill Level 3 occupations, ANZSCO explicitly allows work experience to substitute for qualifications.

For employers, this provides more flexibility when nominating skilled workers. With the right evidence and professional guidance, you can secure permanent residency pathways for your staff even where their qualifications are non-traditional or limited.