The Migration
Report Package
Labour market testing, genuine position and annual market salary rate are the three criteria a delegate works through on an employer-sponsored nomination. They are assessed together, they contradict each other easily, and they are far better written together.
Why these three
A Subclass 482 or 494 nomination turns on a small number of criteria, and three of them carry nearly all the evidentiary weight. The delegate has to be satisfied that the labour market was properly tested, that the position is genuine, and that the salary meets both the market rate and the income threshold.
They are separate tests in law. They are read as one file.
| Report | The question it answers |
|---|---|
| Labour market testing | Was the position properly advertised, and is nobody suitable readily available? |
| Genuine position | Is this a real, needed, full-time role that fits the business and matches the occupation? |
| Annual market salary rate | Is the salary at or above both the market rate and the income threshold? |
The contradictions that cost nominations
When the three are prepared separately — often by different people, at different times — they disagree in small ways that are obvious only when read side by side. A delegate reads them side by side.
The advertised salary against the market rate The job was advertised at A$70,000; the salary report concludes the market rate is A$88,000. Both documents are now evidence against the nomination.
The duties against the occupation The advertisement describes one job, the position description a slightly different one, and the ANZSCO mapping a third.
The applicants against the position Candidates rejected as under-qualified for requirements that appear nowhere in the advertisement or the position description.
The headcount against the structure An organisational chart that does not match the employee list used for the testing, or a business described as expanding in one report and steady in another.
The dates Advertising that predates a redundancy disclosed only in the genuine position report.
One intake, one set of facts. Ordered together the three are drafted from a single intake by the people who ran the advertising. The salary in the advertisement is the salary the market report supports. The duties in the advertisement are the duties mapped to the occupation. The applicants are assessed against the position as the genuine position report describes it. Nothing has to be reconciled afterwards because nothing diverged.
What you receive
A labour market testing report The advertisements as published with dated screenshots, a compliance table against each statutory requirement, every applicant assessed against the occupation, and the shortlist.
A genuine position report The business, the organisational chart, the position mapped duty by duty to the occupation, capacity analysis against the salary, and a findings table.
An annual market salary rate report The equivalent worker position, the applicable award or agreement, comparable advertised roles, published labour market data, and a reasoned rate set against the income threshold.
One consistent account Three documents that describe the same business, the same position and the same figures.
We run the advertising
The package includes the campaign, not just the write-up. We prepare the advertisement so the content requirements are satisfied on its face, place it, run it, and capture the evidence as it runs rather than reconstructing it afterwards. As applications arrive we assess each one against the occupation.
You are not asked to supply advertising details, interviewer contacts or selection reasoning. Advertising runs on Workforce Australia and CareerOne as standard, with SEEK available as an upgrade.
Timing follows the advertising, not our drafting. 28 days of advertising, plus up to five working days for interviews where a candidate meets the criteria. The genuine position and salary reports are written while the campaign runs, so the set is finished when the testing is. No rush option can shorten the advertising period — it is a statutory minimum, not a queue.
Price
A$1,799 incl GST for the package with Workforce Australia and CareerOne advertising, or A$2,299 with SEEK added. Ordered separately the same three reports come to more, and the package price is applied automatically the moment all three are selected — on this form or on any of the individual report forms.
If you have a lodgement date in mind, say so on the form and we will confirm before you pay whether it can be met.
General information, current at October 2026. This page explains what the three nomination criteria require and how we document them. Zeolla Solutions prepares migration documentation, research and reports — we are not a law practice and this is not immigration advice.
Migration Report Package (LMT + GP + AMSR)
Complete the form and you receive a case reference immediately. Nothing is payable until we confirm scope and price in writing.
Common questions
What is in the migration report package?
Three reports for one employer-sponsored nomination: the labour market testing report, the genuine position report and the annual market salary rate report. The advertising campaign itself is included — we place and run it, assess the applicants and build the evidence as it runs.
Which visas is it for?
Principally Subclass 482 Skills in Demand and Subclass 494 nominations, which need all three. A Subclass 186 nomination needs no labour market testing at all, so for a 186 the genuine position and market salary pair is usually the right order instead.
Can I order the reports separately?
Yes, and many clients do. The package price exists because the three are cheaper and better together, and it applies automatically whenever all three are selected — whichever form you start from.
How long does the package take?
28 days of advertising plus up to five working days for interviews where a candidate meets the criteria. The other two reports are written during the campaign, so everything is delivered when the testing period closes. The advertising period is a statutory minimum and cannot be shortened.
Which platforms do you advertise on?
Workforce Australia and CareerOne as standard, with SEEK available as an upgrade for an additional A$500 incl GST. The combination is chosen on the order form and sets the price.
Is SEEK worth the extra?
It depends on the occupation and how defensible you want the testing to look. For senior or professional roles a third platform is usually worth it. For trades, Workforce Australia and CareerOne generally carry the field.
What if the advertising produces a strong Australian candidate?
Then the evidence says so, and the report says so. That is an outcome worth knowing before lodgement rather than after, and we will tell you as it happens rather than at the end.
What do you need from us?
The sponsor and position details, the proposed salary, the organisational chart or employee list, and the financials. Everything else comes from the intake form, and documents upload with it. Where something is missing we ask once, in one message.
Often ordered with this
Labour Market Test (LMT) Report
Advertising evidence, applicant-by-applicant assessment against the occupation, screenshots of every advertisement and every response, and the compliance table the delegate looks for.
FromGenuine Position (GP) Report
The position, the business, the organisational structure and the tasks mapped to the ANZSCO unit group, with the findings table against the Department considerations.
Market Salary Rate (AMSR) Report
Comparable advertised roles, Jobs and Skills Australia, ABS and remuneration survey data and the applicable award, assembled into an annual market salary range and a recommended rate.
Every Service, Every Price
All seventeen services with their prices and intake forms sit on one page.