Migration advisory firm This Is Australia confirmed on 6 July that the Core Skills Income Threshold (CSIT)— the salary floor for many sponsored-worker streams— is now AUD 79,423, up from AUD 76,515. All nominations lodged after 1 July must meet the higher amount, though existing visa holders remain unaffected. The new threshold applies to the Core Skills stream of the Skills in Demand (subclass 482) visa and several permanent pathways.
![Skilled-migration salary floor lifts to AUD 79,423, affecting new nominations]()
VisaHQ’s dedicated Australian portal can help employers and applicants navigate these changes by consolidating the latest salary benchmarks, application fees and document checklists in one place, reducing the risk of costly nomination errors and keeping HR teams compliant.
Employers must also ensure that the market salary rate for the position is not lower than the CSIT. Failure to comply can lead to nomination refusal and sponsorship sanctions. For human-resource planners, the immediate task is to audit pipeline cases: any nominations drafted before 1 July but not yet lodged will need remuneration packages adjusted. Regional employers— historically more sensitive to salary benchmarks— may struggle to meet the new floor, potentially reducing access to overseas talent in healthcare and hospitality. The change complements the rise in Visa Application Charges and signals the government’s two-pronged approach of raising both the cost to apply and the minimum salary to qualify, thereby tightening the migration tap while safeguarding against wage undercutting. Advisers recommend updating labour-market testing evidence, notifying finance departments of higher payroll commitments and reviewing assignment cost projections for 2026-27 mobility budgets.
VisaHQ’s dedicated Australian portal can help employers and applicants navigate these changes by consolidating the latest salary benchmarks, application fees and document checklists in one place, reducing the risk of costly nomination errors and keeping HR teams compliant.
Employers must also ensure that the market salary rate for the position is not lower than the CSIT. Failure to comply can lead to nomination refusal and sponsorship sanctions. For human-resource planners, the immediate task is to audit pipeline cases: any nominations drafted before 1 July but not yet lodged will need remuneration packages adjusted. Regional employers— historically more sensitive to salary benchmarks— may struggle to meet the new floor, potentially reducing access to overseas talent in healthcare and hospitality. The change complements the rise in Visa Application Charges and signals the government’s two-pronged approach of raising both the cost to apply and the minimum salary to qualify, thereby tightening the migration tap while safeguarding against wage undercutting. Advisers recommend updating labour-market testing evidence, notifying finance departments of higher payroll commitments and reviewing assignment cost projections for 2026-27 mobility budgets.
