May 19, 2026
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On 7 May 2026, the Migration Institute of Australia (MIA) Regional Conference brought together Department representatives, migration professionals, economists, academics and industry leaders to discuss the future of regional migration in Australia.
The conference focused heavily on skilled migration planning levels, regional workforce shortages, DAMAs, state nomination trends, processing challenges and the role migration will play in supporting major infrastructure projects ahead of the 2032 Olympic Games.
Below is a summary of the key themes and practical insights emerging from the conference.
One of the clearest messages from the conference was that Australia’s permanent migration program is likely to remain capped at around 180,000 places for the foreseeable future.
This comes despite a substantial increase in temporary visa applications and growing pressure across multiple sectors facing workforce shortages.
Department representatives confirmed that temporary visa applications increased by approximately 8% over the past six months compared to the same period last year, with close to six million applications currently in the system across all visa categories.
At the same time, permanent residency output has remained relatively stable.
This imbalance is continuing to place pressure on processing times, particularly as the Department faces ongoing resource constraints and prioritisation directions favouring regional Australia over metropolitan areas.
A practical example discussed during the conference was the faster processing currently being experienced for subclass 482 applications lodged in regional locations such as Perth compared with metropolitan centres like Brisbane.
A major theme across multiple sessions was the increasing selectiveness of state and territory governments when it comes to skilled migration.
States are progressively shifting toward using points-tested migration programs primarily to attract highly targeted talent in critical sectors, while relying more heavily on employer sponsorship programs to meet broader labour market needs.
The reasoning behind this approach is relatively straightforward.
Governments recognise that sponsored visa holders are generally tied more directly to genuine workforce demand, whereas migrants granted independent skilled visas may later leave the occupation or industry for which they were originally selected.
As a result, many states are strengthening their selection frameworks and introducing additional filtering mechanisms such as Registration of Interest (ROI) systems.
These ROI systems allow states to assess applicants beyond simple points rankings, with a stronger focus on employability, long-term workforce participation and genuine ability to establish themselves successfully in the local labour market.
For migration applicants, this means that strong employability, relevant work experience, regional commitment and alignment with state priorities are becoming increasingly important factors in securing nomination.
One of the most data-driven presentations of the conference came from Associate Professor Aude Bernard from the Queensland Centre for Population Research at the University of Queensland.
Her research explored long-term migration trends and regional visa pathways, providing important context around how migrants transition from temporary residency to permanent residency and eventually citizenship.
A particularly significant point raised during the presentation was the misconception that student visa holders are the primary cause of pressure on Australia’s migration system.
The data instead showed that migrants who begin their Australian journey on student visas generally take an average of seven years to progress to Australian citizenship.
Importantly, while temporary visa applications increased by approximately 70% during the studied period, permanent residency numbers remained comparatively stable.
This suggests that a substantial proportion of temporary migrants ultimately leave Australia before obtaining permanent residency.
Another notable finding was that migrants recruited directly from overseas on temporary employer-sponsored visas, such as subclass 482 visas, demonstrated a higher tendency to leave Australia compared with migrants who initially entered on Working Holiday or student visas.
These findings reinforced the importance of long-term settlement patterns, workforce integration and retention when shaping migration policy.
Designated Area Migration Agreements (DAMAs) were one of the most discussed topics throughout the conference.
There was broad consensus that DAMAs will continue expanding and become increasingly central to regional workforce planning across Australia.
Several government and industry representatives discussed the growing movement toward statewide DAMA models, replacing the current system of multiple region-specific agreements.
While still under consideration, the proposed approach would see individual states operating unified DAMA frameworks designed to service all regional areas within that state.
However, conference speakers also emphasised the importance of avoiding a “one-size-fits-all” model, recognising that workforce shortages vary significantly between industries and regions.
Western Australia was highlighted as one of the strongest DAMA-performing jurisdictions in the country, with approximately 800 DAMA requests and around 1,500 associated visa applications already linked to these agreements.
Another important development discussed was the increasing flexibility of newer DAMA frameworks.
Under emerging models, employers may be able to submit longer-term workforce planning strategies, including five-year business development plans explaining how DAMA access will support ongoing staffing needs throughout the agreement period.
This represents a significant improvement compared with earlier DAMA models that often required annual renegotiation and repeated workforce justification.
A key compliance issue raised during DAMA discussions related to the interaction between DAMAs and existing industry labour agreements.
Government representatives indicated that businesses will increasingly be required to utilise industry-specific labour agreements where they already exist, rather than seeking access through a DAMA.
For example, agricultural employers operating within sectors already covered by horticulture labour agreements may be required to use those arrangements instead of applying under a regional DAMA framework.
This rule already exists but is expected to be enforced more strictly moving forward.
Employers considering regional migration pathways should therefore carefully assess which labour agreement framework applies to their industry before commencing sponsorship planning.
The upcoming Brisbane 2032 Olympic Games featured prominently in discussions around workforce planning and migration demand.
Queensland and other states are preparing for substantial infrastructure investment over the coming years, creating significant demand across construction, engineering and trades occupations.
Speakers acknowledged that many of these occupations are already experiencing critical shortages nationwide.
As a result, migration programs — particularly regional sponsorship pathways and DAMAs — are expected to play an increasingly important role in workforce delivery for Olympic-related projects.
The conference highlighted the need for migration settings that support long-term workforce planning rather than short-term reactive recruitment.
Decision-Ready Applications Continue to Be Encouraged
Department representatives also reiterated the importance of lodging “decision-ready” applications wherever possible.
This generally refers to applications submitted with supporting documents already finalised, including police clearances and medical examinations.
While this approach may reduce delays in some cases, migration professionals at the conference also acknowledged the practical risks applicants face when processing times remain unpredictable.
Where applications experience extended delays, applicants may ultimately need to repeat medical examinations or obtain updated police certificates before a final decision is made.
For this reason, applicants should seek tailored advice before undertaking upfront assessments too early in the process.
The overall direction emerging from the conference was clear.
Australia’s migration system is becoming increasingly strategic, selective and regionally focused.
State governments are narrowing nomination priorities, employer sponsorship is becoming more important, DAMAs are expanding, and regional workforce retention is now a major policy objective.
At the same time, processing pressures remain significant due to high application volumes, fixed planning levels and ongoing workforce constraints within the Department.
For businesses, skilled migrants and regional employers alike, careful planning and well-structured migration strategies will become increasingly important over the coming years.
As migration policy continues evolving, regional Australia is expected to remain at the centre of the country’s long-term workforce and economic planning.
Book a consultation with one of our agents, start planning now.
