The Equivalent Worker Report (EWR) is a key document in employer-sponsored visa applications. Its purpose is to demonstrate that the nominated foreign worker is employed on terms comparable to a local equivalent worker and that the position is genuine and compliant with Australian labour standards.
Preparing a DHA-compliant report helps strengthen visa applications and minimizes the risk of delays or rejection.
1. Understand the Purpose of the Report
Before preparing the EWR, understand why DHA requires it:
Ensure fair employment: Nominee’s salary and conditions are consistent with local standards
Demonstrate genuine need: Position is legitimate and necessary for business operations
Compliance: Shows employer is not displacing local workers unfairly
Support visa application: Strengthens the Genuine Position Report (GPR) and Nominee Report
2. Step-by-Step Guide to Preparing the Report
Step 1: Collect Employer Information
Include full details of the business:
Company name, ABN/ACN
Business type, industry, and location(s)
Number of employees
Business operations and history
Tip: DHA verifies that the employer is active, financially stable, and capable of employing the nominee.
Step 2: Collect Nominee Information
Include details of the nominee:
Full name, nationality, and contact details
Visa status (if any)
Educational qualifications
Relevant professional experience
Role applied for
Tip: Only include verified qualifications and experience to avoid discrepancies.
Step 3: Identify an Equivalent Local Worker
Choose a local employee in the same or similar role for comparison:
Match by job title, duties, and responsibilities
Consider similar experience and qualifications
Include salary, benefits, and working conditions
Tip: If no exact match exists, choose the closest equivalent worker in terms of role complexity and skills.
Step 4: Compare Roles
Create a detailed comparison between the nominee and equivalent worker:
Job duties and responsibilities: List tasks, projects, reporting lines
Skills and qualifications: Match required skills and certifications
Experience: Years of relevant experience in the field
Tip: Highlight similarities and differences clearly, showing the nominee is comparable.
Step 5: Compare Salary and Benefits
Document the employment terms for both:
Base salary
Superannuation or pension contributions
Leave entitlements (annual, sick, special leave)
Additional benefits (allowances, bonuses)
Tip: Ensure the nominee’s conditions are aligned with or above the local standard to meet DHA compliance.
Step 6: Provide Summary and Justification
Explain why the nominee’s employment is justified:
Role is essential for business operations
Nominee brings necessary skills not found locally
Position aligns with industry standards
Salary and conditions are fair and compliant
Tip: Include examples of projects, workload, or skills gaps to strengthen justification.
Step 7: Attach Supporting Documents
Include documents to validate your claims:
Payroll records for the equivalent worker
Job descriptions and employment contracts
Qualifications and references for the nominee
Evidence of LMT if relevant
Tip: Organize documents clearly and label them for DHA review.
Step 8: Draft, Review, and Sign the Report
Write in clear, formal language
Ensure alignment with Genuine Position Report (GPR) and Nominee Report
Have the report signed and dated by an authorized employer representative
Tip: Double-check all numbers, dates, and details to avoid errors.
3. Common Mistakes to Avoid
Comparing with a non-equivalent worker
Missing salary or benefits comparison
Failing to justify the need for the nominee
Inconsistencies with GPR or Nominee Report
Unsigned or incomplete report
Avoiding these mistakes ensures smoother visa processing.
4. Best Practices
Use accurate data for both nominee and equivalent worker
Ensure salary and conditions meet industry standards
Maintain organized supporting documentation
Align EWR with other visa documents for credibility
Keep records for potential DHA audits
Conclusion
A DHA-compliant Equivalent Worker Report is essential for employer-sponsored visa applications.
By following this step-by-step guide, employers can:
Demonstrate fair employment and compliance
Strengthen the GPR and Nominee Report
Minimize risks of visa delays, audits, or rejections
Pro Tip: Always maintain clear, verifiable evidence for each comparison point, from job duties to salary and benefits.