June 2, 2026
Migration News
Close
Whether you operate in construction, hospitality, healthcare, aged care, engineering, agriculture, mining, or professional services, now is the time to review your workforce strategy.
The reality is simple: skilled migration remains one of the most effective ways to address labour shortages, but sponsorship is becoming more regulated, more strategic, and more expensive.
Businesses that plan ahead will have a significant advantage.
From 1 July 2026, the minimum salary requirements for employer-sponsored visas will increase:
What does this mean for employers?
If you are considering sponsoring an employee, the increase may affect:
For some businesses, particularly small and medium enterprises, the increase may make sponsorship significantly more expensive. Employers who were already planning to sponsor a worker should have considered lodging applications before 30 June where possible.
One of the key messages emerging from recent discussions between government representatives, economists, and migration experts is that Australia’s migration system is evolving.
The focus is shifting towards:
This means businesses can expect greater scrutiny around sponsorship applications and stronger evidence requirements demonstrating genuine workforce needs.
Migration is no longer simply about filling vacancies. It is increasingly being used as a strategic tool to support Australia’s long-term economic priorities.
While visa processing times continue to improve in some areas, delays remain common across several pathways. Waiting until a position becomes critical can create significant operational challenges. Employers who forecast staffing needs 6–12 months ahead are generally in a much stronger position than those reacting to labour shortages at the last minute.
The Training Visa program has undergone important changes designed to ensure it is used for genuine workplace training and professional development.
Under the new rules:
For employers, this means planning has become more important than ever. Businesses using the 407 pathway should ensure sufficient lead time is built into their recruitment and onboarding processes.
Read more about the “Australian Border Force Targets Misuse of 407 Training Visas” https://greenwingsmigration.com.au/australian-border-force-407-visa-compliance-issues/
Recent activity by the Department of Home Affairs and the Australian Border Force demonstrates a growing focus on compliance.
For Western Australian employers struggling to fill positions locally, the WA Designated Area Migration Agreement (WA DAMA) remains one of the most flexible migration pathways available.
The program continues to offer:
Importantly, there is currently no government charge per position under the WA DAMA endorsement process. Industry stakeholders expect this may change in the future, making early engagement worthwhile for businesses considering this option.
Australia’s migration system remains a powerful tool for businesses facing skill shortages.
However, the landscape is changing.
Higher salary thresholds, increased compliance expectations, evolving visa requirements, and stronger regional migration policies mean employers need to be proactive rather than reactive.
The businesses that start planning now will have greater access to talent, fewer recruitment disruptions, and a stronger competitive advantage in the years ahead.
If you are considering sponsoring overseas workers, exploring WA DAMA opportunities, or reviewing your workforce strategy for the new financial year, professional advice can help you make informed decisions and avoid costly delays.
The new financial year is not just another compliance deadline — it is an opportunity to position your business for sustainable growth.
