In a policy paper quietly released overnight, the Department of Home Affairs confirmed that it will tighten Australia’s skilled-migration points test before the end of the year and lift mandatory salary floors from 1 July 2026. Analysts say the move will make it harder for mid-career professionals but easier for graduates in STEM fields to secure permanent residency. Key changes include raising the Core Skills Income Threshold (CSIT) to A$79,499 and the Specialist Skills Income Threshold (SSIT) to A$146,717, aligning them with updated labour-market data. Points for age will skew toward applicants aged 25-34, while tertiary qualifications obtained in Australia will carry a higher weighting. Regional nomination streams will receive extra points and faster processing, reinforcing the government’s onshore-first strategy introduced in the 2026-27 Budget.
![Skilled-migration points test to favour younger, higher-paid applicants from July]()
If navigating these rule changes feels daunting, VisaHQ can step in to simplify the process. Their online platform and in-house consultants help both applicants and sponsoring employers interpret the new points matrix, prepare documents and submit applications that meet the higher salary and qualification thresholds—visit https://www.visahq.com/australia/ for details.
For employers this means sponsorship costs will rise and “border shopping” for cheaper talent may no longer be viable. Companies with existing Subclass 482 (Skills in Demand) or Subclass 186 nominations lodged before 1 July are unaffected, but any new nomination must meet the higher salary floors. Immigration lawyers warn that labour-agreement negotiations will also need to factor in the new thresholds. The government argues that the overhaul will curb exploitation and lift median migrant earnings, but business groups say it risks exacerbating shortages in sectors such as aged care and hospitality that struggle to meet wage floors. The changes coincide with a renewed push to automate skills-assessment processes, backed by an A$85 million budget allocation announced last month. Practical tip: Employers planning to recruit offshore talent in the next quarter should lodge nominations immediately or prepare to adjust salary packages. Candidates nearing age 40 should consider switching to company-sponsored streams rather than relying on points-tested visas.
If navigating these rule changes feels daunting, VisaHQ can step in to simplify the process. Their online platform and in-house consultants help both applicants and sponsoring employers interpret the new points matrix, prepare documents and submit applications that meet the higher salary and qualification thresholds—visit https://www.visahq.com/australia/ for details.
For employers this means sponsorship costs will rise and “border shopping” for cheaper talent may no longer be viable. Companies with existing Subclass 482 (Skills in Demand) or Subclass 186 nominations lodged before 1 July are unaffected, but any new nomination must meet the higher salary floors. Immigration lawyers warn that labour-agreement negotiations will also need to factor in the new thresholds. The government argues that the overhaul will curb exploitation and lift median migrant earnings, but business groups say it risks exacerbating shortages in sectors such as aged care and hospitality that struggle to meet wage floors. The changes coincide with a renewed push to automate skills-assessment processes, backed by an A$85 million budget allocation announced last month. Practical tip: Employers planning to recruit offshore talent in the next quarter should lodge nominations immediately or prepare to adjust salary packages. Candidates nearing age 40 should consider switching to company-sponsored streams rather than relying on points-tested visas.
