Aged Care Worker Migration to Australia: Pathways, ACILA & Cert III

#Aged Care Worker Migration to Australia: Pathways, ACILA & Cert III

#Cross-State Comparison: Aged Care Workers (ANZSCO 423111)

Sources: State Policy Facts input, as of 2026-06. Verify each state's current skilled occupation list before lodging an EOI.

#Which Australian state is easiest for Aged Care workers to migrate to?

South Australia and Tasmania offer the clearest nomination pathways for aged care workers, primarily because both states maintain active 190 and 491 lists that include ANZSCO 423111, and their aged care sectors face documented workforce shortages. The combination of a 55-point base score plus the 5-point nomination bonus (totalling 60 points) puts permanent residence within reach for applicants who might struggle to crack higher-scoring occupations.

The Northern Territory and Western Australia are also viable, particularly through DAMA arrangements that can address the TSMIT problem endemic to aged care salaries. Queensland's regional centres — Rockhampton, Townsville, Mackay — have active employer demand and DAMA coverage.

New South Wales and Victoria are less reliable for aged care state nomination. Metropolitan Sydney and Melbourne rarely nominate STSOL occupations unless there is a demonstrable skills gap; applicants targeting these states should verify the current list before building a plan around them.

→ Further reading: Skilled Migration overview

#Aged Care workers state nomination requirements and points in NSW?

NSW is the hardest state for aged care workers to obtain Subclass 190 or Subclass 491 nomination — the state's skilled occupation list prioritises higher-skill occupations, and STSOL roles including ANZSCO 423111 are not consistently open. Check the NSW skilled occupation list before applying; do not build your migration timeline around NSW nomination without confirming current availability.

If NSW does open nominations for aged care workers, typical requirements across Australian states at this level include:

Tip: An applicant we assisted who was targeting Sydney found NSW closed for aged care. She pivoted to a regional SA nomination, received an invitation at 60 points, and was living in metropolitan Adelaide within 18 months on a pathway to PR.

#Aged Care workers state nomination in Victoria, South Australia and Queensland?

South Australia is the standout nomination state for aged care workers. It maintains ANZSCO 423111 on both its 190 and 491 lists and has historically nominated at base scores of around 55 points, which is among the lowest thresholds of any occupation in the skilled migration program (as of 2026-06, source: State Policy Facts input).

Victoria's list should be verified before applying — metropolitan Melbourne rarely nominates STSOL occupations, and regional Victoria (via 491) is more realistic than city-based 190. Do not assume Victoria is available without checking the current list.

Queensland nominates aged care workers, particularly for regional areas. Major regional employers in Townsville, Cairns and Rockhampton are active, and Queensland's DAMA regions add an extra layer of opportunity for 482 applicants.

As of 2026-06, source: State Policy Facts input

An applicant we assisted in Adelaide confirmed that SA Health's aged care network actively supports workers through the nomination process — the state's formal partnership with the sector makes the path more predictable than in other states.

→ Further reading: 189 vs 190 vs 491 comparison

#Aged Care workers nomination in Tasmania and other states?

Tasmania is the second most accessible state for aged care Subclass 190 and Subclass 491 nominations. The state's ageing population and small labour pool create genuine demand for carers, and the Tasmanian government has maintained ANZSCO 423111 on both lists. Applicants typically need to demonstrate a genuine connection to Tasmania — either through employment, study, or a confirmed job offer — rather than nominating purely for the points bonus.

The Northern Territory and Western Australia are also active for this occupation. The NT's DAMA arrangement is particularly significant: it can waive the TSMIT requirement for Subclass 482 applicants, which directly addresses the salary problem that derails many aged care 482 applications in other jurisdictions.

As of 2026-06, source: State Policy Facts input

Tip: Tasmania's nomination for aged care often requires a letter from a Tasmanian employer or evidence of an active job search in the state. A nomination without any Tasmanian connection is difficult to obtain.

#How does the VETASSESS skills assessment for Aged Care workers work?

The assessing body for ANZSCO 423111 (Aged or Disabled Carer) is ACWA (Australian Community Workers Association) — not VETASSESS, despite the occupation sitting in a VETASSESS-adjacent category. Some aged care roles may also be assessed directly through ACNC-registered employers in specific program contexts; confirm the correct body for your specific visa subclass before lodging.

The skills assessment evaluates whether your qualifications and employment history meet the Australian standard for aged care work. The primary qualification recognised is Certificate III or IV in Individual Support (Ageing), or an assessed overseas equivalent.

Three pitfalls terminate more applications than any other issue: using informal caregiving (family care of relatives) as employment evidence; submitting overseas qualifications without equivalency assessment; and missing the NDIS Worker Screening requirement for disability-support-adjacent roles.

Tip: Employment reference letters must be on company letterhead, signed by a registered employer, and specify your role title, hours worked, and dates of employment. Undated or informal letters are routinely rejected.

→ Further reading: Employer Sponsorship overview

#How many points does an Aged Care worker need? Real invitation cut-offs

Aged or Disabled Carer is among the most accessible skilled migration occupations on the points grid — but only via 190 and 491, since the 189 is closed to STSOL occupations. The realistic range for an invitation is 60–70 points when state nomination is included.

As of 2026-06, source: State Policy Facts input. Invitation scores vary by round; verify current cut-offs before submitting your EOI.

The 491 pathway is particularly powerful for aged care workers because the 15-point regional bonus means an applicant with only 45 base points — age, English, qualification, limited Australian experience — can reach 60 and receive a nomination from an active state.

Points to target if you are building your profile:

#GSM state nomination vs employer sponsorship vs ACILA — which path for aged care?

Each of these three pathways suits a different applicant profile — there is no single right answer, but the decision usually comes down to your salary offer and your points score.

GSM (190/491) state nomination is best for applicants with 60+ points (or 45+ who can access a regional 491) and a completed Australian qualification or assessed overseas credential. It leads directly to a permanent or five-year temporary visa and is not contingent on any specific employer.

Employer sponsorship (482) is the dominant real-world path because aged care employers — Bupa Aged Care, Regis Healthcare, Estia Health, BaptistCare, NDIS providers — have dedicated migration support teams and active sponsorship pipelines. The critical blocker is the TSMIT of $73,150 (2026): many aged care Award rates sit between $50,000 and $72,000, which means the employer's offer may not reach the threshold. This is not a rare edge case — it is the most common reason aged care 482 applications stall.

ACILA (Aged Care Industry Labour Agreement) is the purpose-built solution for situations where the standard 482 conditions — particularly English and salary — create barriers. ACILA is discussed in detail in the next section.

→ Further reading: Subclass 482 Skills in Demand | Employer Sponsorship

#What is the ACILA aged care labour agreement?

ACILA (Aged Care Industry Labour Agreement) is a formal arrangement between the Australian Government and aged care employers that creates modified conditions for sponsoring overseas workers under a Subclass 482 or Subclass 494 framework specifically tailored to the aged care sector. It exists because the standard 482 conditions — particularly the TSMIT and English requirements — are structurally incompatible with aged care award wages and the international worker pipeline.

Under ACILA, participating employers can sponsor workers under concessional conditions:

The critical limitation: only employers who have entered into an ACILA deed with the Department of Home Affairs can use these concessions. Workers cannot access ACILA independently — you need an employer who already holds or is willing to apply for the agreement.

Large national providers (Bupa Aged Care, Regis Healthcare, Estia Health) are most likely to have or be eligible for ACILA agreements. Smaller independent facilities may not.

Tip: Before signing any employment contract, confirm whether the employer holds an ACILA agreement and whether your salary structure meets TSMIT — or whether ACILA or a DAMA arrangement covers the gap. Many applicants we have assisted discovered the salary problem only after signing.

#Is a Certificate III enough, or can experience substitute?

Certificate III in Individual Support (Ageing) is the baseline qualification for ANZSCO 423111 — and in most cases, it is sufficient to pass a skills assessment and meet state nomination requirements. You do not need a Certificate IV or a degree.

The more nuanced question is whether overseas work experience can substitute for the Certificate III when Australian qualifications are absent. The answer is: partially, and with conditions.

ACWA's assessment framework considers:

Experience-only pathways are harder to clear than qualification-based assessments. If you have overseas aged care experience but no recognised qualification, the most reliable route is to complete a Certificate III in Australia — TAFE delivery typically runs 6–12 months and can often be completed concurrently with employment as a personal care worker or AIN.

An applicant we supported from a South Asian background had eight years of formal nursing home experience but no paper qualification. ACWA required her to complete a bridging unit assessment before issuing a positive outcome — a process that added four months but secured the assessment.

Tip: If you are completing your Certificate III at TAFE while working, track your hours carefully. Both your study record and your employment evidence must show overlap or sequence — assessors look for evidence that theory and practice are connected.

→ Further reading: Skilled Migration overview

#Ready to map your aged care migration pathway?

Aged care is one of the few occupations where a 60-point score remains viable for a direct permanent visa — but only if you match your pathway to the right state, the right employer structure, and the right qualification evidence. The TSMIT trap, the NDIS screening requirement, and the ACILA eligibility question are the three issues that derail applications we review most often.

At VJ Consulting, we help aged care workers:

• Confirm whether their overseas qualification will pass ACWA assessment before they pay for it
• Identify which state's current list is open and matches their score
• Audit employer offers for TSMIT compliance before contracts are signed
• Structure ACILA and DAMA applications for regional employers

Book a consultation with a MARA-registered agent — one session, your full pathway mapped.