Migration advisory firm Visa Executive has issued a client alert reminding sponsors that all three minimum-salary benchmarks for Australia’s new Skills in Demand (SID) visa and related employer pathways will increase by 4.6 % on 1 July 2025. The Core Skills Income Threshold (CSIT) will move from AUD 73,150 to AUD 76,515, while the Specialist Skills Income Threshold (SSIT) climbs to AUD 141,210. The Temporary Skilled Migration Income Threshold (TSMIT) for regional Subclass 494 visas will match the CSIT at AUD 76,515.
The uplift aligns with Average Weekly Ordinary Time Earnings and is part of the government’s promise to protect local wages after replacing Subclass 482 with the three-stream SID visa on 1 July 2025. Although existing visa holders are grandfathered, any new nomination lodged on or after the effective date must meet the higher figure or the market salary rate, whichever is greater.
![Reminder: Skilled-visa minimum-salary thresholds rise 4.6 % on 1 July 2025 – employers urged to audit compensation now]()
For global-mobility teams, the change has immediate budgeting implications. Employers planning Q3 or Q4 2025 transfers should lodge nominations before 30 June to lock in the lower thresholds, provided market-rate compliance is still satisfied. Those with long-lead projects may need to revisit cost projections, especially for mid-level IT and engineering roles that sit near the new CSIT.
Failure to meet updated salary floors carries significant risk. Home Affairs can refuse nominations or sanction sponsors found under-paying visa holders, while Fair Work inspectors have stepped up joint audits focusing on wage theft in tech and hospitality. Visa Executive recommends an annual salary-audit cycle and clear documentation demonstrating how market rates are determined.
Looking ahead, the Department of Home Affairs has signalled that salary thresholds will be indexed annually. Multinationals should therefore embed automated indexation into their global-mobility budgets to avoid last-minute funding gaps each financial year.
The uplift aligns with Average Weekly Ordinary Time Earnings and is part of the government’s promise to protect local wages after replacing Subclass 482 with the three-stream SID visa on 1 July 2025. Although existing visa holders are grandfathered, any new nomination lodged on or after the effective date must meet the higher figure or the market salary rate, whichever is greater.
For global-mobility teams, the change has immediate budgeting implications. Employers planning Q3 or Q4 2025 transfers should lodge nominations before 30 June to lock in the lower thresholds, provided market-rate compliance is still satisfied. Those with long-lead projects may need to revisit cost projections, especially for mid-level IT and engineering roles that sit near the new CSIT.
Failure to meet updated salary floors carries significant risk. Home Affairs can refuse nominations or sanction sponsors found under-paying visa holders, while Fair Work inspectors have stepped up joint audits focusing on wage theft in tech and hospitality. Visa Executive recommends an annual salary-audit cycle and clear documentation demonstrating how market rates are determined.
Looking ahead, the Department of Home Affairs has signalled that salary thresholds will be indexed annually. Multinationals should therefore embed automated indexation into their global-mobility budgets to avoid last-minute funding gaps each financial year.
