A Designated Area Migration Agreement is a five-year agreement that allows approved regions to sponsor overseas workers in occupations that are hard to fill locally. It uses a two-tier structure: a head agreement with a Designated Area Representative and employer-specific labour agreements. Visa subclasses DAMAs are commonly used include subclass 482, subclass 494 and subclass 186.
Why DAMAs matter
For employers, DAMA can open access to additional occupations and targeted concessions for English, salary or experience, which helps address genuine skills shortages.
For migrants, DAMA creates pathways to work in regional Australia and, in some cases, to permanent residency through the Employer Nomination Scheme.
Where DAMAs currently operate (as at 5 September 2025)
There are 13 active DAMAs across Australia. Each is managed by a local DAR that publishes eligibility and endorsement instructions:
- Adelaide City Technology and Innovation Advancement, SA
- East Kimberley, WA
- Far North Queensland, QLD
- Goulburn Valley, VIC
- Great South Coast, VIC
- Northern Territory, NT
- Orana, NSW
- Pilbara, WA
- South Australia Regional, SA
- South West, WA
- The Goldfields, WA
- Townsville, QLD
- Western Australia (state-wide)
How the DAMA process works
Employer pathway
- DAR endorsement: Show recruitment efforts, role details, proposed concessions and compliance history to the local representative.
- Labour agreement request: Apply to the Department of Home Affairs under the relevant DAMA head agreement.
- Nomination and visa: After approval, lodge nominations and support the worker’s visa application for subclass 482, 494 or 186.
Worker pathway
Candidates are assessed against the region’s occupation list and any available concessions. Evidence can include qualifications, licensing, work history and English results. If a visa is granted, the worker must remain in the approved role and location and meet all conditions.
Typical concessions and safeguards
A DAMA can allow concessions to salary thresholds, English scores, age and years of experience. Safeguards still apply. Employers must pay lawful market rates, keep accurate records and meet sponsorship obligations. Recruitment of Australian citizens and permanent residents remains a priority requirement.
Common pitfalls to avoid
- Skipping the endorsement step or using an occupation that is not on the region’s list.
- Assuming a concession applies across every DAMA. Each region has its own settings.
- Under-documenting recruitment or payroll compliance.
- Treating permanent residency as automatic. A pathway may exist, but it depends on the occupation, region and meeting all criteria.
How NB Migration Law helps
NB Migration Law prepares decision-ready applications and keeps you compliant from the start.
For employers: Eligibility review, endorsement pack, labour agreement request, nominations, visa support and ongoing compliance advice.
For migrants: Eligibility assessment, evidence strategy, visa preparation and realistic PR planning where available.
Talk to NB Migration Law
Filling critical roles in a DAMA region or exploring a regional visa? Book a confidential consultation. Share your role description or CV, preferred region and timeline. We will confirm the right occupation, outline any concessions and provide a clear plan for endorsement, labour agreement, nomination and visa.
Note: DAMA settings and occupation lists vary by region and change over time. Always check the current requirements before applying.