Employer-Sponsored Visa Changes from 1 July 2026

The Australian Government recently introduced several important changes to Australia's employer-sponsored migration program.

These updates include increased Visa Application Charges (VACs), higher salary thresholds and continued compliance requirements for employers sponsoring overseas workers under the Skills in Demand (subclass 482), Employer Nomination Scheme (subclass 186) and Skilled Employer Sponsored Regional (subclass 494) visa programs.

If your organisation employs, or is planning to recruit, skilled workers from overseas, these changes are worth understanding now. Knowing what has shifted, and what it means for your recruitment budget, will help you move through the sponsorship process smoothly to avoid surprises down the track.

Here is what has changed, and what it means for your organisation.

Visa application charges have increased

Government application fees have increased across most employer-sponsored visa programs, so it is worth factoring these into your budget early.

Charges have also gone up for secondary applicants and dependent children included in the same application. These fees are paid directly to the Australian Government and sit separately from other costs employers should budget for, such as professional migration assistance, nomination application charges, the Skilling Australians Fund (SAF) levy, health examinations, police clearances and other third-party expenses.

Building these increased government costs into your recruitment planning now will help you budget accurately and avoid delays later.

Salary thresholds have increased

Alongside the fee changes, the Australian Government has indexed the minimum salary thresholds for new employer-sponsored nominations lodged after 1 July 2026.

These thresholds set the minimum salary that must generally be offered before an employer can nominate a worker under the relevant visa stream. If your organisation is planning a new nomination, it is a good time to check proposed salaries against these updated figures.

Which Skills in Demand (subclass 482) stream applies to you?

The annual guaranteed earnings you offer an overseas worker will determine which Skills in Demand (SID) subclass 482 stream is available to you, so it helps to understand both options before you begin.

The Core Skills stream is likely to remain the most commonly used pathway for Australian employers. A nomination may be eligible here where guaranteed annual earnings are at least $79,499 and the occupation appears on the Core Skills Occupation List (CSOL).

The Specialist Skills stream suits highly paid specialist roles and offers more flexibility because occupations are generally not limited to the CSOL. A nomination may be eligible where guaranteed annual earnings are at least $146,717 per annum and the occupation is not excluded under migration legislation.

Understanding which stream fits your role early on can save time and help you plan the nomination with confidence.

Remember, meeting the threshold is only part of the picture

While the income thresholds are an important benchmark, employers also need to satisfy Australia's market salary requirements to ensure a nomination is compliant.

In practice, this means sponsored workers must be paid at least the relevant income threshold, the Annual Market Salary Rate (AMSR) for the role, and no less than what an equivalent Australian worker performing the same role in the same location would be paid. Getting this right from the outset is one of the most valuable things an employer can do to keep a nomination on track.

What Do These Changes Mean for Your Organisation?

For many employers, particularly those employing doctors, specialists and other highly skilled professionals, salaries already sit comfortably above the updated thresholds. In these cases, the practical impact of these changes is likely to be minimal, which is good news if you are recruiting in these fields.

If your organisation is recruiting for roles closer to the minimum threshold, such as certain nursing, allied health, administrative or technical positions, it is worth taking a closer look at proposed remuneration before lodging a nomination. A quick review now can prevent costly delays later.

With government charges rising each financial year, building these costs into your workforce planning and recruitment budget will help you stay ahead. Getting migration advice early is one of the simplest ways to identify the right visa pathway, confirm salary compliance and keep your sponsorship process moving smoothly.

Need advice on employer sponsorship?

Australia's employer-sponsored visa program continues to evolve, which makes tailored migration advice increasingly valuable before you recruit overseas workers.

Whether you are sponsoring your first employee or managing an established international workforce, understanding the latest visa requirements helps ensure your applications are lodged correctly and efficiently, giving you confidence in every step of the process.

If you would like advice on the Skills in Demand (subclass 482), Employer Nomination Scheme (subclass 186) or Skilled Employer Sponsored Regional (subclass 494) visa programs, contact the migration team here at Wavelength to discuss the most suitable pathway for your organisation. Get in touch.