K2 X Border’s Australian Immigration In-house Launch

The session opened with a welcome from Paul Barrett, Managing Director in APAC, followed by an introduction to K2 Group’s growth and evolution from Kim Thomas, Head of Strategic Alliances and Client Development in APAC. Kim shared how K2 has developed from its early relocation foundations (Nick Plumber’s first fax initiation arrival) into a broader group of specialist brands, united by a clear focus on service excellence and personal, relationship-led delivery.

Jesper Albrekt, Global Head of Immigration, then introduced K2 X Border, K2 Group’s dedicated immigration service line. The discussion highlighted how K2 X Border combines global reach with local immigration expertise, giving clients access to independent immigration support that is integrated with wider relocation services where needed. With immigration now playing an increasingly strategic role in global workforce planning, this combination of specialist knowledge and practical delivery is becoming ever more important for businesses operating across borders.

The technical immigration update was led by Marianne Bateman, Principal Lawyer and Immigration Leader, Australia. Marianne provided a clear overview of the current state of play in Australian immigration, including the impact of the Government’s Migration Strategy, Federal Budget announcements, findings from the 2025 Skills in Demand Report, changes to the Subclass 407 Training Visa, upcoming 1 July changes to visa fees and salary thresholds, and key compliance reminders for employers.

A consistent theme throughout the session was the growing importance of highly skilled talent prioritisation. Australia’s migration system continues to focus heavily on skills, productivity and long-term economic contribution, with more than 70% of the permanent migration cap reserved for skilled migrants. For employers, this means immigration planning can no longer sit at the end of the recruitment process. It needs to be considered early, particularly where salary thresholds, visa eligibility, sponsorship obligations or permanent residence pathways may influence hiring timelines.

The compliance refresher was another important part of the discussion. Marianne outlined key sponsorship obligations, including the need to notify the Department of certain business or employment changes, ensure sponsored employees work only in their nominated occupation, maintain equivalent terms and conditions of employment, and meet return travel cost obligations where applicable. The session also explored the potential consequences of breaching sponsorship obligations, including administrative sanctions, enforceable undertakings, civil penalties and employer prohibition.

The event closed with drinks and canapés, giving attendees the opportunity to continue the conversation, share Global Mobility experiences and connect with peers from across sectors. The level of engagement in the room reflected the importance of immigration as a business-critical issue, not only for moving talent, but for managing risk, supporting workforce resilience and enabling international growth.

With such a strong group of industry professionals in attendance, the K2 X Border team is already looking forward to continuing the conversation at future events. Sign up to our newsletter to be first to hear about the latest news and events in your area.

Key takeaways for employers

• Plan early. Review recruitment plans and assess whether applications can be progressed ahead of upcoming fee or salary threshold changes.
• ‍Review temporary visa populations. Identify sponsored employees who may be impacted by salary increases or changing eligibility criteria.
• ‍Stay close to compliance obligations. Sponsorship duties and work rights checks remain critical areas of employer responsibility.
• ‍Think strategically about skilled talent. Immigration planning should be built into wider workforce and talent discussions, particularly where roles are time-sensitive or skills are in short supply.
• ‍Seek specialist support where needed. A compliance health check can help employers understand current risk areas and confirm that processes remain fit for purpose.

If you need support with any of the challenges above, reach out to us via our contact page and one of our specialists will be on hand to guide you.