DAMA Visas Explained: Special Pathways in Regional Australia 2026

In 2026, DAMAs have evolved from a "last resort" option into the primary strategic architecture for how regional Australia builds its workforce. These agreements, negotiated directly between the Commonwealth and specific regions, offer something standard visas cannot: flexibility. Lower salary thresholds. Age limits extended to 55. Occupations that don't even exist on national lists. For the right candidate, a DAMA is not a backup plan-it is the best plan.

This guide breaks down everything you need to know: what a DAMA actually is, the specific concessions available in 2026, a region-by-region analysis, and how the pathway to Permanent Residency works.

What is a DAMA? The Two-Tier Architecture

A DAMA is not a visa subclass. It is a framework that sits on top of standard employer-sponsored visas (Subclass 482, 494, and 186), unlocking special concessions for a specific geographic region.

The system operates on a two-tier structure:

Tier 1: The Head Agreement

This is a formal five-year Deed of Agreement between the Australian Government and a Designated Area Representative (DAR). The DAR is the "custodian" of the agreement for that region. It could be a state government department (like MigrationNT), a Regional Development body (like RDA Orana), or a Chamber of Commerce (like the Cairns Chamber).

The Head Agreement defines:

• The exact postcodes or Local Government Areas covered.
• The list of approved occupations (including unique "Non-ANZSCO" roles).
• The specific age, English, and salary concessions available.
• The annual cap on nominations (e.g., the NT DAMA III allows 1,500 nominations per year).

Tier 2: The Individual Labour Agreement

An employer cannot "join" a DAMA directly. They must first be endorsed by the DAR, and then enter into a separate Labour Agreement with the Department of Home Affairs. This is a binding contract authorising that specific business to sponsor a set number of workers in specified occupations over a 5-year period.

The "Phantom Jobs": Non-ANZSCO Occupations

One of the most powerful features of DAMA is access to Non-ANZSCO occupations (identified by code 070499). The standard ANZSCO list was last majorly updated decades ago and often fails to capture modern or region-specific roles.

DAMAs solve this problem by creating occupations that exist in the real economy but not in the bureaucracy:

• Bar Attendant (Supervisor): Standard lists only recognise entry-level "Bar Attendant" (Skill Level 4, generally ineligible for PR) or "Hotel Manager" (Skill Level 2). DAMA bridges this critical gap for experienced hospitality supervisors.
• Tyre Fitter (899415): A vital role in mining regions, often overlooked on standard trade lists.
• Barramundi Farmer / Aquaculture Roles: Specific to tropical regions like Far North Queensland and the Kimberley.
• Bilingual Staff / Tour Guides: Roles defined by the NT DAMA to support the Territory's Asian tourism gateway.

If your occupation is too "niche" for the MLTSSL or STSOL, the right regional DAMA may have already defined it for you.

The Three Core Concessions (2026 Settings)

The concessions are the engine room of the DAMA system. In 2026, they are more critical than ever due to the rising TSMIT and the aging demographics of the regional workforce.

1. Age Concessions: A Lifeline for the Over-45s

For Skill Levels 1-4 (Professionals to Tradespeople), most active DAMAs (NT, SA, Pilbara, FNQ) allow a pathway to PR up to age 55. For Skill Level 5 (Semi-skilled roles like "Fruit Picker" or "Process Worker"), the concession is often capped at 50. This allows regions to recruit senior professionals with decades of mentoring experience who are "aged out" of the general skilled program.

2. TSMIT (Salary) Concessions: Making Sponsorship Viable

From 1 July 2025, the Temporary Skilled Migration Income Threshold (TSMIT) is $76,515. This is the legislative salary floor for employer-sponsored visas. For regional SMEs paying market rates of $60,000-$70,000, this creates an insurmountable barrier-unless a DAMA concession applies.

Critical Rule (The AMSR Lock): The concession does not authorise underpayment. The employer must pay the Annual Market Salary Rate (AMSR) for the role, or the Concessional TSMIT, whichever is higher. The DAMA lowers the legislative floor; it does not allow payment below the market rate.

3. English Language Concessions: Practical Over Academic

This opens the door for skilled welders, cooks, and agricultural technicians from non-English speaking backgrounds who possess excellent practical communication skills but struggle with academic testing.

Region-by-Region Analysis (2026)

As of 2026, there are 13 active DAMA regions across Australia. Each has a distinct economic focus and set of concessions.

Northern Territory: The Gold Standard

The NT DAMA III is the most seamless and aggressive DAMA in operation. The entire Territory is a Designated Area, managed by MigrationNT.

South Australia: The Dual Engine

SA operates two distinct agreements that cover the same geography but serve different economic masters. Both have been extended to 30 June 2026.

1. Adelaide City Technology and Innovation Advancement Agreement: Targets the CBD (Lot Fourteen innovation precinct) for roles in Defence, Space, Cyber Security, and Deep Tech. Designed for highly specialised global talent (e.g., a 52-year-old Aerospace Engineer who is over the standard age limit).
2. South Australian Regional Workforce Agreement: Covers the entire state for "foundation economy" roles: Agribusiness, Health, Aged Care, Hospitality, Construction. Includes hundreds of occupations like "Grape Grower", "Meat Process Worker", "Forklift Driver".

Strategic Advantage: Like the NT, eligible SA DAMA 482 holders can nominate for the 186 visa after just 2 years.

Critical 2026 Change (Industry Exclusion Clause): As of July 2025, occupations covered by federal Industry Labour Agreements (ILAs) are now ineligible for the SA DAMA. This means Aged Care Workers, Meat Process Workers, and Pork Industry Workers cannot be sponsored under the SA DAMA-employers in these sectors must use the specific Industry Agreement (e.g., the Aged Care Industry Labour Agreement - ACILA).

Western Australia: The Consolidation Era

WA is undergoing the most significant structural change in the DAMA landscape. The state government is driving a consolidation of regional agreements into a unified state-wide framework.

Queensland: Tropical Economies

Victoria & NSW: The Agricultural Heartlands

The Pathway to Permanent Residency

The ultimate goal for most DAMA applicants is PR. There are two main routes:

Route 1: Subclass 482 → Subclass 186 (ENS)

• The Path: Work on a 482 visa under the Labour Agreement. After 2 or 3 years (depending on your region-NT and SA offer 2 years), your employer nominates you for the permanent 186 visa under the "Labour Agreement Stream".
• Advantage: Direct PR. Your employer must continue to sponsor you.
• Age: The DAMA age concession (up to 55) applies to the 186 transition.

Route 2: Subclass 494 → Subclass 191

• The Path: Work on a 494 regional provisional visa. After 3 years of living and working in a regional area, you apply independently for the 191 permanent visa.
• Advantage: You do not need employer nomination at the PR stage. This gives you more freedom.
• Requirement: You must have earned a taxable income of at least $53,900 per year (indexed) for 3 years.

Key Costs for Employers (2026)

Employers must budget for three distinct cost layers. These are current as of the July 2025 fee update.

Warning for Workers (SAF Levy Clawback): The Skilling Australians Fund (SAF) Levy must be paid by the employer. It is illegal for an employer to require a worker to repay this levy. "Clawback" clauses in employment contracts demanding repayment of sponsorship costs are unlawful.

Common Compliance Pitfalls

DAMA applications are heavily scrutinised. Here are the most common reasons for refusal:

1. Labour Market Testing (LMT) Errors: The position must be advertised for at least 28 days within the last 4 months prior to nomination on national platforms (Seek, Workforce Australia is mandatory). Critically, ads must explicitly state the actual salary or salary range. Generic ads stating "Market Rates" or "Competitive Salary" are frequently deemed non-compliant, leading to immediate refusal.
2. "Genuine Position" Test Failure: The employer cannot simply re-title a "Barista" as a "Cafe Supervisor". The business structure must demonstrably require a supervisor. The Department will scrutinise organisation charts and duty statements.
3. Adverse Information: Failing to disclose a past Fair Work compliance issue, even a minor one, is treated severely. Full transparency is non-negotiable.

Is DAMA Right for You?

You should explore DAMA if:

• You are a skilled worker aged 45-55 who has been "aged out" of the 189/190/491 system.
• Your occupation (e.g., "Truck Driver", "Bar Supervisor", "Tyre Fitter") is not on standard lists but is essential to regional economies.
• You work in a regional area and your employer is willing to become an approved sponsor.
• You are a regional employer facing genuine labour shortages and cannot find local staff.

DAMA is more complex than a standard visa. The "double application" process (first to the Region, then to Home Affairs) requires expert navigation.

How First Migration Can Help

Navigating the 13 different DAMA rulebooks, regional occupation lists, and Labour Agreement negotiations requires specialist knowledge. At First Migration Service Centre, we work with both employers and workers to identify the optimal DAMA pathway and manage the entire endorsement-to-PR journey.

Ready to explore your regional options? We invite you to submit a free visa assessment so we can evaluate if a DAMA is your key to permanent residency in Australia.