Using the Australian Bureau of Statistics’ November 2025 Average Weekly Ordinary Time Earnings data, migration advisers have projected the next indexation of employer-sponsored income thresholds. Unless the Government intervenes, the Core-Skills Income Threshold (CSIT) and the Temporary Skilled Migration Income Threshold (TSMIT) will increase from AUD 76,515 to roughly AUD 79,499. The Specialist-Skills Income Threshold (SSIT) for high-salary ‘Tier 1’ roles will climb from AUD 141,210 to about AUD 146,717. The thresholds determine eligibility for the Skills-in-Demand visa (subclass 482), the Employer Nomination Scheme (subclass 186) and the Skilled Employer-Sponsored Regional visa (subclass 494).
![Employer-Sponsored Salary Thresholds Set to Rise by 3.9 % on 1 July 2026]()
For employers or sponsored workers needing hands-on help navigating these shifting salary rules, VisaHQ offers a streamlined visa-processing platform and on-call experts who can double-check remuneration packages, prepare compliant nomination forms and lodge applications ahead of the 1 July deadline. Explore their services at https://www.visahq.com/australia/ and stay a step ahead of the upcoming indexation.
Because the relevant figure is locked in at the time the nomination is lodged, employers with salaries hovering just above the current limits have less than three months to file before the 1 July uplift. Industries likely to feel the pinch include hospitality and aged care, which often nominate workers close to the minimum, as well as start-ups recruiting early-career tech talent. A 3.9 % rise could turn a compliant package into a refusal unless base pay is adjusted or allowances are re-categorised. Payroll and mobility managers should map sponsored-staff cohorts now, identify at-risk cases, and secure internal remuneration approvals well ahead of the financial-year changeover. Failure to act promptly can trigger a cascade of compliance issues, from visa refusals to Fair Work underpayment penalties. The looming increase also feeds into broader cost-of-labour debates. While unions argue that indexation merely keeps migrant salaries aligned with Australian wages, industry bodies say constant threshold creep threatens regional employers who already struggle to attract talent.
For employers or sponsored workers needing hands-on help navigating these shifting salary rules, VisaHQ offers a streamlined visa-processing platform and on-call experts who can double-check remuneration packages, prepare compliant nomination forms and lodge applications ahead of the 1 July deadline. Explore their services at https://www.visahq.com/australia/ and stay a step ahead of the upcoming indexation.
Because the relevant figure is locked in at the time the nomination is lodged, employers with salaries hovering just above the current limits have less than three months to file before the 1 July uplift. Industries likely to feel the pinch include hospitality and aged care, which often nominate workers close to the minimum, as well as start-ups recruiting early-career tech talent. A 3.9 % rise could turn a compliant package into a refusal unless base pay is adjusted or allowances are re-categorised. Payroll and mobility managers should map sponsored-staff cohorts now, identify at-risk cases, and secure internal remuneration approvals well ahead of the financial-year changeover. Failure to act promptly can trigger a cascade of compliance issues, from visa refusals to Fair Work underpayment penalties. The looming increase also feeds into broader cost-of-labour debates. While unions argue that indexation merely keeps migrant salaries aligned with Australian wages, industry bodies say constant threshold creep threatens regional employers who already struggle to attract talent.
