The Department of Home Affairs confirmed on 5 March 2026 that the Core Skills Income Threshold (CSIT) for the Temporary Skill Shortage visa (subclass 482) will increase from AU$76,515 to AU$79,499 on 1 July 2026. The Specialist Skills Income Threshold (SSIT) underpinning the permanent Employer Nomination Scheme visa (subclass 186) will lift from AU$141,210 to AU$146,717.
![Minimum Salary Thresholds for Employer-Sponsored 482 & 186 Visas to Rise on 1 July 2026]()
For employers and skilled workers navigating these shifting salary thresholds, VisaHQ’s Australian platform (https://www.visahq.com/australia/) offers up-to-date visa information, document checklists and an online concierge service that can coordinate lodgements and alert you to regulatory changes as they happen.
Because the thresholds are embedded in the Migration Regulations they adjust annually without separate legislation, but this year’s 3.9 % jump is the largest since 2023. Employers planning FY 2026-27 nominations therefore have only a short window to lodge under current salary settings. Large multinationals told Mobility News that budgets for incoming assignees are already being revised. Companies operating in regional areas, where wage scales are flatter, worry about meeting the higher bar. Migration lawyers also note that although existing 482 and 186 holders are unaffected, sponsors should benchmark pay against the new CSIT to avoid compliance flags. Practical steps for HR teams include bringing forward offers, updating cost-of-employment worksheets, and briefing finance departments so expatriate packages remain competitive and compliant. Applicants overseas should be advised that nomination refusals for below-threshold salaries are automatic, making accurate labour-market testing and remuneration benchmarking essential.
For employers and skilled workers navigating these shifting salary thresholds, VisaHQ’s Australian platform (https://www.visahq.com/australia/) offers up-to-date visa information, document checklists and an online concierge service that can coordinate lodgements and alert you to regulatory changes as they happen.
Because the thresholds are embedded in the Migration Regulations they adjust annually without separate legislation, but this year’s 3.9 % jump is the largest since 2023. Employers planning FY 2026-27 nominations therefore have only a short window to lodge under current salary settings. Large multinationals told Mobility News that budgets for incoming assignees are already being revised. Companies operating in regional areas, where wage scales are flatter, worry about meeting the higher bar. Migration lawyers also note that although existing 482 and 186 holders are unaffected, sponsors should benchmark pay against the new CSIT to avoid compliance flags. Practical steps for HR teams include bringing forward offers, updating cost-of-employment worksheets, and briefing finance departments so expatriate packages remain competitive and compliant. Applicants overseas should be advised that nomination refusals for below-threshold salaries are automatic, making accurate labour-market testing and remuneration benchmarking essential.
