Can I Work on a Tourist Visa in Australia?

The short answer

No. If you are in Australia on a Subclass 600 Visitor Visa — the standard tourist visa — you are not permitted to work. Work rights are simply not included in the Subclass 600. This applies whether you are in the tourist stream, the sponsored family stream, or the approved destination status stream.

The Australian Department of Home Affairs is clear on this point. Your visitor visa is issued for tourism, visiting family and friends, or short business visitor activities — not for paid employment of any kind. If you want to work in Australia, you need a visa that specifically grants work rights.

What counts as "work"?

Under Australian immigration law, "work" is interpreted broadly. It covers far more than a traditional 9-to-5 job with an Australian employer. Understanding where the line sits is important, because some activities that might seem innocent can still constitute work for visa purposes.

The following activities are generally considered work under the Migration Act 1958:

• Paid employment — Any job where you receive wages, salary, or other direct payment in exchange for labour.
• Contracting or freelancing — Working as an independent contractor, consultant, or freelancer for an Australian business, even on a short-term basis.
• Running a business — Operating a business, trading, or selling goods and services for profit while in Australia.
• Occasional or casual work — Even picking up a single shift or a one-off paid gig counts. There is no minimum hours threshold before it becomes "work".

Volunteering is also a grey area. Unpaid volunteering for a registered charity is generally acceptable, but arrangements where you receive accommodation, food, or other benefits in exchange for labour (such as some farmstay or WWOOF arrangements) can be treated as a form of work by the Department.

Permitted business visitor activities are different and are allowed on Subclass 600. These include attending conferences, meetings, or trade events, negotiating contracts, or exploring business opportunities — as long as you are not being paid by an Australian entity and are not providing services.

Consequences of working illegally

Working in breach of your visitor visa is a serious immigration matter. The consequences can be significant and long-lasting.

• Visa cancellation — The Department of Home Affairs can cancel your Subclass 600 under section 116 of the Migration Act if you breach a visa condition. Cancellation can happen at the border or while you are already in Australia.
• 3-year re-entry bar — In many cases, a visa cancellation due to a condition breach triggers a three-year exclusion period. During this time, you are barred from being granted most Australian visas.
• Removal from Australia — If your visa is cancelled and you have no other valid visa, you become unlawful and can be removed.
• Permanent record impact — A cancellation or finding of a visa breach is recorded on your immigration history and will be considered in future visa applications, including to countries other than Australia that conduct character checks.
• Employer penalties — Australian employers who knowingly employ someone without work rights also face substantial fines under the Migration Act — so even willing employers carry significant legal risk.

Working Holiday Visa (417 and 462)

If you want to work in Australia while also travelling, the Working Holiday Visa is the visa designed specifically for this purpose — and it is entirely different from the tourist visa.

There are two subclasses:

• Subclass 417 (Working Holiday) — Available to citizens of specific countries including the UK, Ireland, Germany, France, Italy, Japan, South Korea, Taiwan, and others. You must be aged 18 to 35 (inclusive) at the time of application.
• Subclass 462 (Work and Holiday) — Available to citizens of a different set of countries including the USA, China, Thailand, Indonesia, Vietnam, and others. Age limit is 18 to 30 for most countries (some countries allow up to 35).

Both visas allow you to work for any Australian employer, with one key restriction: you can only work with any single employer for a maximum of six months. After six months you must either move to a different employer or leave that role. You can work in any industry.

The Working Holiday Visa is not available to everyone — your country of citizenship determines eligibility. If your country is not on the list for 417 or 462, the working holiday route is not open to you, and you would need to look at other pathways such as employer sponsorship or skilled migration.

Bridging visas and work rights

If you have applied for a substantive visa while in Australia and are waiting for a decision, you may be on a bridging visa. Whether your bridging visa includes work rights depends on the specific bridging visa and the visa you previously held.

• Bridging Visa A (BVA) — The most common bridging visa, granted automatically when you apply for a new substantive visa. A BVA generally carries the same work conditions as your previous substantive visa. If you came in on a tourist visa (no work rights), your BVA will also have no work rights by default — unless you apply to have work rights added, which requires demonstrating financial hardship or other compelling circumstances.
• Bridging Visa C (BVC) — Generally does not include work rights.
• Bridging Visa E (BVE) — Issued to people in an unlawful situation pending departure. Very restricted — work is generally not permitted.

The only way to know your exact bridging visa conditions is to check VEVO (Visa Entitlement Verification Online). Look for condition 8101 (no work) or 8105 (work permitted, sometimes with restrictions on hours). Do not assume — always verify.

Remote work for an overseas employer

One of the most frequently asked questions in 2025 and 2026 is whether you can work remotely for your overseas employer while visiting Australia on a tourist visa. This is a genuine grey area in Australian immigration law.

The practical argument is straightforward: you are employed by a foreign company, paid into a foreign bank account, not entering the Australian labour market, not displacing an Australian worker, and not earning Australian-sourced income. Many people do this regularly without any issue.

However, the legal position is less clear. The definition of "work" in the Migration Act is broad and is not limited to working for Australian employers or receiving Australian income. The Department of Home Affairs has not issued explicit guidance permitting remote work for overseas employers while on a visitor visa.

Tax obligations are also a separate consideration — you may owe Australian tax on income earned while physically in Australia, regardless of where your employer is based, if you stay long enough to become a tax resident.

How to get work rights legally

If you want to work in Australia legally, there are several pathways depending on your circumstances:

• Working Holiday Visa (417 or 462) — Best for travellers aged 18–35 from eligible countries who want to work while exploring Australia. Apply before or from within Australia (417 only from within).
• Subclass 482 Temporary Skill Shortage (TSS) Visa — Requires an Australian employer to sponsor you for a nominated occupation. The employer applies first, and once approved, you apply for the visa. Work rights are tied to your sponsoring employer.
• Student Visa (Subclass 500) — Allows you to work up to 48 hours per fortnight during your course (while enrolled in a registered CRICOS course). Some restrictions apply during placement periods.
• Graduate Visa (Subclass 485) — For recent graduates from Australian universities. Allows full work rights for 18 months to 4 years depending on your degree level and study location. See our 485 eligibility checker to see if you qualify.
• Skilled Migration (Subclass 189 or 190) — Permanent residency visas with unrestricted work rights. Require a skills assessment, points test score, and invitation from SkillSelect. Use our Points Test Calculator to estimate your score.

The right pathway depends on your nationality, age, occupation, qualifications, and whether you have an employer willing to sponsor you. A Registered Migration Agent (MARA) can advise on the best option for your specific situation.

Related tools and guides

Use these free tools and guides to explore your options: