April 20, 2026
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New Salary Requirements in Australia from 1 July 2026
As businesses navigate the complexities of employer-sponsored visas, understanding these changes becomes essential. Companies must adapt their strategies to not only comply with the new requirements but also to attract the best talent available. A well-structured plan can mitigate potential impacts on hiring processes and financial commitments.
From 1 July 2026, important changes will apply to employer sponsored visa in Australia — particularly the Subclass 482 (Skills in Demand), The Skilled Employer Sponsored Regional (Provisional) visa (subclass 494) and Subclass 186 (Employer Nomination Scheme).
This adjustment in salary thresholds reflects the government’s approach to maintaining fair labor practices while fostering an environment that encourages businesses to remain competitive.
The Australian Government will increase the minimum salary thresholds required for employer sponsored visa as part of its annual indexation process linked to national wage growth.
From 1 July 2026, the new thresholds will be:
These figures apply to all applications lodged on or after 1 July 2026.
These changes impact:
If your business sponsors overseas workers — or plans to — this update directly affects your hiring strategy.
The increase is not a policy change, but a legislated annual adjustment based on wage growth (AWOTE data from the Australian Bureau of Statistics).
In simple terms, the government is ensuring that:
This adjustment underlines the importance of aligning salaries with market conditions to ensure that skilled workers are not only attracted but also retained within the competitive Australian job market. Additionally, businesses should consider the long-term implications of these changes on their workforce strategy.
You must now offer salaries at or above the new thresholds.
If your current salary packages are close to the minimum, you may need to:
Applications lodged:
This creates a critical window for employers already planning sponsorships.
Meeting the threshold alone is not enough.
You must also prove that the salary reflects the Annual Market Salary Rate (AMSR) meaning the overseas worker must be paid the same as an equivalent Australian employee.
Industries such as:
may feel this increase more strongly, particularly where salaries are closer to the minimum threshold.
Good news, these changes do NOT apply retrospectively. Existing visa holders are generally not required to meet the new threshold. However, it does affect future applications, including new sponsorships and transitions from 482 → 186 (permanent residency)
If you are planning to sponsor workers in 2026, we recommend:
✔ Review your current and upcoming sponsorship plans
✔ Assess salary packages against the new thresholds
✔ Start Labour Market Testing early (where required)
✔ Consider lodging applications before 1 July 2026 (if viable)
✔ Align HR, finance, and migration strategies
At Green Wings Migration, we work closely with businesses to:
For example, sectors heavily reliant on skilled labor should prepare for a potential increase in operational costs. Companies may need to adapt their business models to accommodate these changes, ensuring that they remain sustainable and profitable.
If you’re considering sponsoring overseas talent — or already have workers in the pipeline — now is the time to review your position.
Disclaimer: This article provides general information only and does not constitute migration or legal advice. Each case is different and should be assessed individually. For further information and tailored advice, consider consulting migration professionals who specialize in employer-sponsored visas.
In light of these upcoming changes, it is crucial for employers to engage in proactive planning, allowing them to not only meet compliance requirements but also to enhance their appeal to top talent in the market.
Furthermore, current visa holders should be aware that these changes may influence their job security and opportunities for advancement within their respective organizations. Companies should communicate these developments clearly to their employees to maintain morale and trust.
Employers should also focus on providing value beyond salary, such as professional development opportunities, which can make a position more attractive to prospective employees. This holistic approach to talent acquisition and retention can help balance the increased financial commitments with organizational growth.
At this juncture, working with specialised migration consultants such as Green Wings Migration can offer significant advantages as they navigate the evolving landscape of employer-sponsored visas. Their expertise can streamline the application process and ensure that businesses are not left behind during this transitional period.
