FAQs for Aged Care Providers

Hiring Graduate Nurses from the Philippines (Working Holiday Visa + Certificate III)

 

Visa & Work Eligibility

• What visa are these nurses on?

A Working Holiday Visa allowing them to work in Australia for up to 12 months.

• Can they legally work in aged care under this visa?

Yes. Aged care is a high-demand sector, and visa holders can work here. The 6-month cap per employer can be waived for critical sectors.

• Is employer sponsorship required?

No, working holiday visa holders do not require employer sponsorship.

• Can we extend their stay or retain them long-term?

Possibly, via employer-sponsored visas (e.g., TSS 482) or skilled migration if they meet eligibility criteria.

Qualifications & Training

• Are they qualified nurses?

Yes, those that are 4th year graduate nurses hold a Bachelor of Science in Nursing from the Philippines.

• Do they have Australian qualifications?

Yes, they have completed the Certificate III in Individual Support with Upskilled, an Australian RTO.

• What does this qualification enable them to do?

It qualifies them to work in the aged care sector as Personal Care Assistants (PCAs), AINs, and home care workers under Australian standards.

Skills, Roles & Readiness

• What roles can they fill?

Personal Care Assistant, AIN, Disability Support Worker, and other non-registered care roles.

• Do they have relevant experience?

Yes. They have completed clinical placements in the Philippines and practical training in Australia through their Certificate III in Individual Support.

• Are they trained in infection control and manual handling?

Yes, these are core components of their Certificate III training.

• Is their English sufficient for aged care?

Yes. They meet English language requirements for their visa and may have passed IELTS/OET.

Compliance & Onboarding

• What checks and compliance do they have?

They will have:

1. Australian police check
2. Required vaccinations (e.g. flu, COVID)
3. NDIS Worker Screening Check (if applicable)
4. First aid and manual handling training

• Do we need to provide orientation?

Standard workplace induction and role-specific training are required as per all new employees.

Ongoing Employer Responsibilities

• Are we responsible for visa compliance?

No, but you must not allow visa breaches (e.g., exceeding work limitations). We can assist in monitoring visa conditions.

• Do we manage their Certificate III training?

No, Upskilled delivers and manages their training and they will be fully qualified and ASQA accredited.

• Are we responsible for housing or transport?

No, but providing guidance or local resources can improve worker satisfaction.

• Are we responsible for ongoing supervision?

As per with any staff, you are expected to provide appropriate supervision and support in line with aged care standards.

• Do we need to manage their career development?

While not required, supporting career goals can improve worker satisfaction.

• What happens if performance issues arise?

You manage performance as you would with any employee. We can assist with mediation or transitioning if needed.

Strategic Benefits

• Why should we hire through this program?

Access to a pipeline of culturally aligned, motivated, Australian-trained workers with strong caregiving values—no sponsorship required.

• How quickly can we onboard someone?

Depending on readiness, some workers can start within a matter of weeks. Some candidates need 12 weeks lead time.