Request the executed labour agreement and verify the approved occupation list and approved worksites/regions align with the role and where the employee will actually perform duties.
Also confirm the sponsoring entity named on the agreement (legal name and ABN) is the same entity that will employ and pay the nominee.

Work backwards from the nominee’s visa expiry and set a firm “documents-ready” deadline for the contract, position description, organisational chart/reporting, and salary evidence.
Build buffer for employer-side checks—especially labour agreement coverage, genuine position evidence, and internal approvals—before any time-critical lodgement steps.

Common risk flags include: low base salary offset by allowances, inconsistent or unclear hours, ambiguous work location, or duties that don’t match the occupation level under the agreement.
To sanity-check, ensure the contract is consistent across title, duties, location, and hours, and prepare a clear rationale for the market salary rate and how the business will maintain compliant payroll records.

Minor adjustments are often manageable, but material changes—especially to core duties, work location, or the role level—can undermine labour agreement alignment and the occupation basis.
Before implementing changes, we can help you assess whether it triggers an updated submission (genuine position + salary rationale) or whether a fresh nomination strategy is required.

What matters is the work location where duties are performed, not the head office address.
If the role is multi-site, specify a primary regional work location in the contract and maintain rosters/timesheets and site allocation evidence to substantiate regional performance over time.