When it comes to managing visa holders in the workplace, a lot of myths still linger. Some come from outdated information. Others are based on what people think the law should say, rather than what it actually says. In this article, we break down the most common immigration compliance myths we hear from HR and operations teams,  and explain what is true, what is false, and what really matters in practice.

Myth 1: “If someone has a visa, they can work for us.”

Not always. A valid visa does not automatically mean the person is allowed to work for any employer in any role. For example: Subclass 482 visa holders can only work for the employer that sponsored them. Some visa types have strict limits on hours or locations. Student visa holders may have conditions on when and how much they can work. Reality: Work rights are tied to visa type, employer, and conditions. You need to check each individual case using real-time VEVO data and internal role tracking.

Myth 2: “Once someone starts work, compliance is done.”

Actually, compliance starts when the employee starts, and continues through the life of their visa. Employer obligations include: Keeping records of employment and visa status. Reporting notifiable events like changes in salary, duties or location. Notifying the Department of Home Affairs when a sponsored employee leaves. Ensuring continued alignment with market salary and role requirements. Reality: Compliance is an ongoing responsibility. Most breaches happen after onboarding, not before.

Myth 3: “Our HRIS tracks visas, so we are covered.”

Most HR systems were not designed for immigration risk. They might store visa data, but they usually do not: Connect directly with VEVO for live work rights. Send alerts when a visa is about to expire. Track changes that require reporting to the Department. Create audit logs tied to sponsorship obligations. Reality: Generic HR platforms can’t manage legal obligations on their own. You need specialised systems to track, alert and document what matters.

Myth 4: “If we’re not a big sponsor, the rules don’t apply.”

Wrong. The rules apply to all sponsors, not just accredited sponsors or large enterprises. Small businesses, regional providers, and not-for-profits are all held to the same legal standards. The size of your organisation does not affect your reporting obligations, risk of audit, or potential penalties. Reality: Even small breaches can lead to fines, sponsor bars or reputational damage, regardless of your company size.

Myth 5: “If the visa holder gets it wrong, it’s their problem.”

Employer obligations are separate from employee obligations. If a sponsored employee breaches their visa conditions, it can affect your compliance record too. Even unintentional issues,  like putting someone in a different role without updating their nomination, can be viewed as an employer breach. Reality: Employers are legally responsible for staying within the terms of the sponsorship, even if employees are unaware of the rules.

Myth 6: “We’ll deal with it if we’re audited.”

Waiting until an audit is too late. If you cannot show a clear history of compliance actions, such as VEVO checks, role reviews, or notifiable event reports, your organisation may be seen as non-compliant. This can lead to immediate penalties or sponsor suspension. Reality: Compliance needs to be structured and visible before an audit ever happens. That means having systems in place now.

The Bigger Picture: Why These Myths Matter

Immigration compliance is not about red tape. It’s about protecting your workforce and your business. It prevents unintentional breaches that could impact your licence. It gives visa holders clarity and stability. It strengthens your readiness for audits and future sponsorships. It helps build trust between HR, managers and legal teams. If you are relying on assumptions or old habits, now is the time to take a closer look at how your organisation handles immigration responsibilities.

How Complize Can Help

Complize is designed to help HR teams cut through the noise and manage immigration obligations with clarity. Our platform provides: Live VEVO status tracking. Automated alerts and workflows. Structured record keeping and audit logs. Micro-training for managers on what matters. Templates and checklists aligned with Australian sponsorship law. You don’t need to become a migration expert, you just need the right tools to support the right processes. Book a demo.