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Working Holiday Visa: Forging Strong Cultural Ties
The Working Holiday Visa
Subclass 417 is available for residents from Hong Kong, Belgium, Denmark Canada, Estonia, Republic of Cyprus, Netherlands, Germany, Finland, Taiwan France, Republic of Ireland, Italy, Japan, Malta, Norway, Sweden, United Kingdom and the Republic of Korea.
Applicants must be between the ages of 18 to 30 at the time of their visa application. This visa for Australia is valid for working holidays up to 12 months. If you’ve already had a first working holiday visa before and have worked for a minimum of 3 months (88 days), then you may be eligible for a second Working Holiday Visa.
Australian visa holders may leave and re-enter the country while the visa is valid, can work up to 6 months with each employer or study up to 4 months. Upon granting, the visa holder must enter with 12 months.
Work and Holiday Visa
Subclass 462 is for applicants from Malaysia, Turkey, the US, Chile and Thailand. To be eligible for the program, applicants must be between the ages of 18 to 30 and must have tertiary education. US applicants do not have to have tertiary education, but must have graduated from high school at the time of the application.
Other countries such as Iran, Indonesia and Bangladesh are currently working on Work and Holiday Visa arrangement with Australia. Updates are not yet available at this time. People in Iran who are on hold for a Work and Holiday visa but are already in Australia are allowed to apply for the visa.
The visa allows stays for up to 12 months, the visa holder may leave and re-enter Australia while the visa is valid. They may undertake temporary employment or study up to 4 months while in Australia. Once granted, the Australian visa holder must enter the country within 3 months of the grant date.
About National Visas
National Visas is a world leader in Australian immigration services. It is a privately held company that provides assistance and advice to people who want to travel or migrate to Australia .
Source: http://www.goinglegal.com/article_937788_92.html
