- By Saurabh Smar, Principal Solicitor, Global Vision Migration Lawyers
- 02 Jul, 2026
Every new financial year brings a reset for Australia's migration program, and 1 July 2026 is no exception. From this date, a cluster of changes has taken effect across employer-sponsored pathways, from the salary you must offer a sponsored worker to the fees you pay when you lodge.
If you are an employer planning to nominate a skilled worker, or a skilled professional weighing up your options, these figures matter for your budgeting, your timing, and your eligibility.
Below, Global Vision Migration Lawyers (GVML) break down the new thresholds, Fair Work updates, revised visa charges, and the practical steps employers and skilled workers should take now.
At a Glance
Skilled Visa Income Thresholds Have Increased
The Department of Home Affairs indexes skilled visa income thresholds each year on 1 July in line with Average Weekly Ordinary Time Earnings published by the Australian Bureau of Statistics.
For nomination applications lodged on or after 1 July 2026, the following updated thresholds now apply:
| Threshold | Applies to | From 1 July 2026 | Previous |
|---|---|---|---|
| Core Skills Income Threshold (CSIT) | Skills in Demand (subclass 482) Core Skills stream and Employer Nomination Scheme (subclass 186) | $79,499 | $76,515 |
| Specialist Skills Income Threshold (SSIT) | Skills in Demand (subclass 482) Specialist Skills stream | $146,717 | $141,210 |
| Temporary Skilled Migration Income Threshold (TSMIT) | Skilled Employer Sponsored Regional (subclass 494) and related pathways | $79,499 | $76,515 |
These thresholds set the minimum salary that must be offered at the nomination stage. They are a floor, not a ceiling, and they sit alongside the annual market salary rate requirement.
In practice, whichever figure is higher between the threshold and the market salary rate becomes the effective minimum.
What the New Thresholds Mean in Practice
1. Lodgement date controls the threshold. A nomination lodged before 1 July 2026 is assessed against the earlier figure even if the Department decides it later. A nomination lodged on or after that date must meet the new threshold.
2. Meeting the threshold is not enough on its own. The Department still requires the employer to pay at least the annual market salary rate for the same role in the same location.
3. Base salary is what matters. These thresholds are generally calculated on base salary, so compulsory superannuation usually sits on top rather than counting towards the figure.
For existing sponsored workers and nominations already lodged, the earlier figures continue to apply. The new thresholds affect new nominations from 1 July 2026 onward.
Fair Work Changes That Intersect With Sponsorship
Two Fair Work figures also changed on 1 July 2026, and both can affect employer-sponsored matters.
High income threshold: increased from $183,100 to $190,100. This can matter for earnings-based age exemptions under subclass 186 and subclass 494 pathways.
National Minimum Wage: increased to $1,004.90 per week or $26.44 per hour, while minimum award wages rose by 4.75% following the 2026 Annual Wage Review.
Practical Reminder
Award and minimum wage obligations run alongside migration thresholds. A compliant nomination still needs compliant employment terms.
Visa Application Charges Have Increased Again
The Australian Government has also adjusted visa application charges for the new financial year. The table below sets out the updated primary applicant charge for commonly used visas lodged on or after 1 July 2026.
| Visa subclass | From 1 July 2026 | Previous |
|---|---|---|
| Skills in Demand (subclass 482) | $4,015 | $3,210 |
| Employer Nomination Scheme (subclass 186) | $6,140 | $4,910 |
| Skilled Employer Sponsored Regional (subclass 494) | $6,140 | $4,910 |
| Temporary Work, Short Stay Specialist (subclass 400) | $535 | $430 |
| Training (subclass 407) | $535 | $430 |
| National Innovation (subclass 858) | $6,235 | $4,985 |
| Student (subclass 500) | $2,500 | $2,000 |
Additional charges may apply for adult and child dependants, and some lower rates may apply for eligible citizens of Pacific Island countries, Timor-Leste, or ASEAN member countries.
Because fees are assessed on the date the Department receives the application, starting an application is not the same as lodging it.
What Employers Should Do Now
1. Review any planned subclass 482, 186, or 494 nominations against the updated thresholds.
2. Check whether a proposed salary that met last year's figure still clears the new one.
3. Confirm that the offer also satisfies the annual market salary rate for the role and location.
4. Update your fee and budget estimates for lodgements from 1 July 2026.
5. Diarise any nomination where the salary sits close to the threshold, and take advice before lodging.
What Skilled Workers and Applicants Should Do
If you are on an employer-sponsored pathway, or hoping to move onto one, it is worth understanding how the new figures affect your role and your timing.
A salary that qualified a colleague last year may need revisiting for a new nomination this year.
If you are unsure where you stand, a short conversation with a qualified adviser can help you plan with confidence.
How Global Vision Migration Lawyers Can Help
At Global Vision Migration Lawyers, we help employers and skilled professionals navigate changes like these with clarity. From reviewing whether a nomination is ready to lodge, to mapping a pathway that fits your circumstances, our focus is on practical, compliant advice tailored to you.
If the 1 July 2026 changes affect a matter you are planning, we would be glad to help you think it through.
Reach our team for a consultation:
www.gvm.com.au | +61 430 081 804
Careful timing and correct salary structuring can materially change the outcome of a sponsored migration matter.
