The Department of Home Affairs has confirmed the annual indexation of the Core Skills Income Threshold (CSIT) and the Specialist Skills Income Threshold (SSIT) that underpin Australia’s two main employer-sponsored visa routes – the Subclass 482 (Skills-in-Demand) and Subclass 186 (Employer Nomination Scheme). Based on November 2025 Average Weekly Ordinary Time Earnings data released this week by the Australian Bureau of Statistics, the CSIT will rise from AUD 76,515 to AUD 79,499, while the SSIT will increase from AUD 141,210 to AUD 146,717. The new figures will apply to nominations lodged on or after 1 July 2026. (eiglaw.com)
Because the thresholds are built into Regulation 5.42A of the Migration Regulations 1994, no separate legislative instrument is required; the adjustment happens automatically each year. Nevertheless, the mid-year timing means employers planning international assignments or permanent transfers for the 2026-27 financial year now have just four months to align budgets, employment contracts and labour-market-testing evidence with the higher salary floor. (ethosmigration.com.au)
VisaHQ’s online platform can streamline employer-sponsored visa applications by guiding HR teams through eligibility checks, document compilation and real-time status tracking. If you are unsure how the new salary floors affect your candidate’s prospects, you can start a free assessment or download the latest government forms at https://www.visahq.com/australia/
![Australia lifts minimum salary thresholds for Subclass 482 and 186 visas from 1 July 2026]()
Migration advisers say the 3.9 per cent increase broadly mirrors private-sector wage growth and should not deter genuine skills shortages from being filled. However, organisations running lean compensation frameworks – particularly in regional Australia – may struggle to meet the new CSIT. Sponsors that lodge nominations before 1 July can still rely on the 2025-26 thresholds, so some employers are bringing forward recruitment campaigns to lock-in lower salary guarantees.
For existing 482 and 186 visa holders, the change does not trigger an automatic salary top-up, but the Australian Market Salary Rate test – which compares a sponsored worker’s pay with that of an equivalent Australian employee – will move in tandem. Employers are therefore advised to audit current remuneration against the updated thresholds to avoid non-compliance findings during monitoring visits.
Practically, multinational mobility teams should:
• Update cost-projections for pending transfers into Australia.
• Review posted-worker contracts to ensure they still exceed the new CSIT/SSIT.
• Communicate the change to line managers so job offers issued after June include the correct minimum salary.
Failure to do so could result in nomination refusals, visa delays and even sponsorship sanctions.
Because the thresholds are built into Regulation 5.42A of the Migration Regulations 1994, no separate legislative instrument is required; the adjustment happens automatically each year. Nevertheless, the mid-year timing means employers planning international assignments or permanent transfers for the 2026-27 financial year now have just four months to align budgets, employment contracts and labour-market-testing evidence with the higher salary floor. (ethosmigration.com.au)
VisaHQ’s online platform can streamline employer-sponsored visa applications by guiding HR teams through eligibility checks, document compilation and real-time status tracking. If you are unsure how the new salary floors affect your candidate’s prospects, you can start a free assessment or download the latest government forms at https://www.visahq.com/australia/
Migration advisers say the 3.9 per cent increase broadly mirrors private-sector wage growth and should not deter genuine skills shortages from being filled. However, organisations running lean compensation frameworks – particularly in regional Australia – may struggle to meet the new CSIT. Sponsors that lodge nominations before 1 July can still rely on the 2025-26 thresholds, so some employers are bringing forward recruitment campaigns to lock-in lower salary guarantees.
For existing 482 and 186 visa holders, the change does not trigger an automatic salary top-up, but the Australian Market Salary Rate test – which compares a sponsored worker’s pay with that of an equivalent Australian employee – will move in tandem. Employers are therefore advised to audit current remuneration against the updated thresholds to avoid non-compliance findings during monitoring visits.
Practically, multinational mobility teams should:
• Update cost-projections for pending transfers into Australia.
• Review posted-worker contracts to ensure they still exceed the new CSIT/SSIT.
• Communicate the change to line managers so job offers issued after June include the correct minimum salary.
Failure to do so could result in nomination refusals, visa delays and even sponsorship sanctions.
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