Work Rights on Australian Visas: 2026 Complete Guide

How to Check Your Work Rights: VEVO

The fastest way to check your specific work conditions is through VEVO — the Visa Entitlement Verification Online system. VEVO is a free service provided by the Department of Home Affairs. To access: go to immi.homeaffairs.gov.au/visas/already-have-a-visa/check-visa-details-and-conditions/check-conditions-online. You can check your own conditions using your passport number, visa grant number, or transaction reference number. Employers can also check your work rights before employing you (with your permission). VEVO shows: your current visa subclass; your visa expiry date; your specific work conditions (condition 8104, 8105, 8107, 8108, etc.); travel conditions; study conditions. Understanding your condition number is important — each number corresponds to a specific restriction. Condition 8101 = no work allowed. Condition 8104 = max 40 hours per fortnight. Condition 8107 = must not engage in work unless sponsored.

Visas With Full, Unrestricted Work Rights

The following visa holders generally have no restriction on work — they can work for any employer, in any role, full-time, part-time, or casual: Australian permanent residents (all subclasses): permanent residents have the same work rights as Australian citizens. Skilled visas on grant (189, 190, 491, 186, 482 — within sponsor): full rights within the visa conditions. 485 Temporary Graduate: unlimited work rights. 417 Working Holiday: work rights with the 6-month single-employer limit. 462 Work and Holiday: same as 417. Partner visa holders (820, 309): generally full work rights from grant. Bridging Visa A (when last substantive visa had full rights): typically same work conditions as the last substantive visa. New Zealand citizens on a Special Category Visa (SCV): full work rights. Some other temporary visas also carry full work rights — check VEVO for your specific conditions.

Visas With Restricted Work Rights

The following visa types have notable work restrictions that applicants frequently breach: Student visa (Subclass 500): 48 hours per fortnight during academic term (combined, including your partner). Unlimited hours during registered school holidays. Working more than 48 hours per fortnight during term is a visa breach. Tourist/Visitor visa (Subclass 600): generally no work rights. Condition 8101 applies. Working on a tourist visa — even for a friend or family member informally — is a breach. Electronic Travel Authority (ETA, Subclass 601) and eVisitor (Subclass 651): no work rights. Parent visas — temporary (870, 173): parents can work in most cases but check VEVO for specific conditions. Religious worker streams: restricted to the specific religious worker activity with the sponsoring organisation.

Sponsor-Tied Visas and Changing Employers

Some temporary work visas tie you to a specific employer and condition. Subclass 482 (TSS visa): you must work for your sponsoring employer in the nominated occupation. You cannot work for a different employer without a new nomination and new visa. Working for a secondary employer, freelancing, or running a business on the side may breach your 482 conditions unless it is genuinely incidental. Condition 8107 covers sponsor-tied work. Subclass 407 (Training visa): must work only with the nominated sponsor in the specified training role. Subclass 400 (Temporary Work — Short Stay Specialist): restricted to the sponsor for the specific activity nominated. If you change employers, you do not automatically keep your work rights — you need your new employer to become an approved sponsor and nominate a new position before lodging a new visa application.

Consequences of Working Without Rights or Beyond Conditions

Working in breach of your visa conditions is a serious matter. Consequences include: Visa cancellation: the Department can cancel your visa if you work in breach of condition. You are then unlawful in Australia. Re-entry bars: depending on the severity, re-entry bars of 1, 3, or more years can be imposed. Character concerns: working in breach may be treated as a character issue affecting future visa applications. Employer liability: employers who knowingly employ workers without rights face significant civil penalties under the Migration Act. The ATO and Fair Work Ombudsman both share data with the Department — cash-in-hand employment does not avoid detection. If you are unsure whether work you are considering is permitted under your visa, check VEVO first, and if still uncertain, seek advice from a registered migration agent before commencing the work.

Can I work on a bridging visa?

Bridging Visa A and B usually carry the same work rights as your last substantive visa. Bridging Visa C generally has no work rights unless you apply for a condition change based on financial hardship. Bridging Visa E typically has no work rights.

Can my student visa partner work full-time in Australia?

Secondary applicants on a student visa are subject to the same 48-hour per fortnight limit during term as the primary holder. The 48 hours is a combined limit — both the primary holder and their partner together can work a maximum of 48 hours per fortnight during term.

Is volunteer work subject to the same restrictions?

Genuine volunteer work is not 'work' under the Migration Act. However, if you receive any payment or benefit (including accommodation, food, or expenses beyond ordinary out-of-pocket costs), it may be considered employment. The line between volunteer work and working for benefit is scrutinised.

I worked over my hours on a student visa. What should I do?

Seek advice from a migration agent immediately. A single breach may not automatically result in cancellation — the Department may issue a warning. However, it needs to be handled carefully. Do not attempt to conceal the breach.