Canberra updates “Skills in Demand” (SDL) List

The Australian Capital Territory (ACT) Government has updated its Skills in Demand List. This change will impact business analysts, advertising professionals, and some teachers wishing to immigrate to Australia under the state/territory sponsored program.
The SDL is split into 2 sections, the baseline and the Quota lists. People applying for state or territory sponsorship under a Baseline Occupation may lodge their Australian visa application as long as intake for that occupation is open.
With the Quota list, visa applicants must send a CV and positive skills assessment to the ACT Government, who will then invite suitable applicants to apply formally for sponsorship.
Occupations that have been closed include business and organisational analysts, marketing and advertising professionals, designers and illustrators. Other occupations have also been removed and added to the Quota list, including accountants, a number of programming & IT occupations, and hairdressers. For further information and help with obtaining a visa to live in Australia contact the experts at Montfort International plc on 01483 202072 or info@miplc.co.uk.

Good news for some applicants for Australian work visas

The Australian Department of Immigration and Citizenship (DIAC) has announced that many Work Visa applicants who have nominated a trade occupation will be able to use an existing skills assessment to lodge a valid visa application.
The change affects only onshore applicants for skilled independent work visas, skilled sponsored work visas and skilled regional sponsored work visas. Previously, DIAC required skills assessments to be dated on or after 1st January 2010, but assessments dated previously can also be used under these new changes.
The changes appear to be a response to enquiries from international students and other applicants who had obtained their skills assessments prior to January.
From the DIAC media release: "Potential applicants expressed concern with the requirement that they provide a skills assessment dated on or after 1 January 2010 if nominating a trade occupation as a number already held a suitable skills assessment issued before this date."

Australian pension idea for Gordon Brown?

With a Labour Government in Australia, the question is will Gordon Brown go looking for ideas from the land of Kevin Rudd?
Suggestions have been made in the interim response from the Henry Review that there could be compulsory government annuities. Will Gordon Brown follow with his version? The answer is probably “No” if he listens to the recommendation of Australia’s Investment and Financial Services Association (IFSA). They are concerned that such innovations could be damaging as Australia, like the UK, has an ageing population.
Would such a programme cause lower paid workers to subsidise wealthier Australians? It looks like a compulsory government annuities scheme would need Australians to dispatch all or part of their superannuation savings to the Government when they retire. And then the government would determine a permissible annual draw down.
But we all know that manual labourers do not live as long as white collar workers. So if the UK ever adopted Government-run annuities scheme, then it would be a winner for those who live longer, subsidising those who have a shorter life.
The Henry review, to which Montfort International was an overseas contributor, is ongoing review of Australia’s tax system launched in May, 2009 with results expected before December 2010.

Gordon Brown wins election – tens of thousands more Brits plan to migrate!

If May 6th voters return the current government to power, that’s not an unlikely headline according to migration experts Montfort International plc.

The UK economy is in a dire state and unlikely to improve quickly. Another five years under the dour Chancellor / Prime Minister who, according to an Oxford academic on Radio 4 last weekend, even in the good times spent more on public services than his governments received in revenues is not a prospect that appeals to seemingly an increasing number of people.

In the meantime Australia with its affluent energy sectors and long-term economic prospects has a certain lure tempting would be migrants seeking new opportunities..

Whilst Australia is not weathering the recession entirely unscathed, it has financial reserves put aside over the previous decade and more positive factors supporting its move away from economic crisis. In addition to the better employment landscape, the lifestyle, the climate and the prospects of a tax-free retirement are far better than those facing Britons remaining at home in the UK.

The Australian Bureau of Statistics reported that in June 2008 5½ million of those living in Australia had been born overseas, That’s a quarter of all Australians! Those born in the UK remain the largest group with 1.2 million Brits already calling Australia ‘home’, so new migrants have no reason to feel lonely pioneers.

For more information on the potential benefits of a life ‘down-under’ call Montfort International free on 0800 018 3571, email info@miplc.co.uk or visit their website www.miplc.co.uk. And for some Australia offers tax free opportunities in retirement using Australian Qualifying Recognised Overseas Pensions (QROPS).

Do you want a skilled visa to work in Australia?

In the UK are you a Contractor or an Employee?

Australia requires absolute clarity on this as it impacts on how you provide evidence for a skilled work visa.

The key differences include
1. Who has control over work?
Employers can direct and control employees work. The employee works in the business of the employer who manages their business as they wish.
A payer can specify how contracted services are to be performed. But control must be specified in the terms of the contract, otherwise the contractor is free to exercise their own discretion.
2. Who decides how the job is done?
An employee performs work according to his or her employment contract.
A contractor performs services as specified in the payer’s contract and only provides additional services by agreement.
3. Who pays how?
Payment is often based on time worked or on ‘piece rates’ or commission.
Payment is dependent on performance of the contract.
4. Who takes the commercial risks?
An employee generally bears no legal risks in respect of the work; since the employee works in the employers business, employers are usually legally responsible for the employees work.
A contractor bears legal risk for his or her work. They can make a profit or loss, and must correct at their own expense any unsatisfactory work.
5. Who does the work?
An employee performs the work personally with right to delegate but not to subcontract.
Unless otherwise specified in the contract, a contractor can subcontract or delegate the work.
6. Whose tools and equipment are used?
Employers usually provide tools and equipment unless otherwise agreed..
Generally, a contractor provides his own tools and equipment.

For more information contact the experts in migration to Australia - Montfort International plc on info@miplc.co.uk or 01483 202072