Salary floors for Subclass 482, 186 and 494 visas jump to AU$79,499 as new thresholds kick in

Australian employers sponsoring foreign workers woke up on 18 July 2026 to sharply higher wage requirements after the Core Skills Income Threshold (CSIT) and Temporary Skilled Migration Income Threshold (TSMIT) were automatically indexed for the new financial year. Riverwood Migration’s policy update confirms that most employer-sponsored nominations lodged on or after 1 July 2026 must show a minimum guaranteed annual earnings of AU$79,499—up from AU$76,000 last year—while the Specialist Skills Income Threshold (SSIT) for high-salary 482 visa holders has risen to AU$146,717. The change flows from the Migration Regulations formula that links visa salary floors to Average Weekly Ordinary Time Earnings (AWOTE). Although widely signalled, the exact quantum of the increase was only known once the ABS released final wage data in May. Employers that filed nominations before midnight on 30 June are still assessed against the old thresholds, creating a scramble in late June as HR teams sought to ‘lock in’ existing packages. For multinational companies rotating staff into Australia, the higher floor affects not just new hires but also intra-company transfers and short-term assignments. Remuneration packages will need to be grossed-up to meet the new figure, plus superannuation. Failure to adjust contracts risks refusal of the nomination or, worse, a sanction for underpayment after visa grant. Migration agents report a surge in enquiries from start-ups and regional SMEs unsure whether they can still access overseas talent under the revised settings. The Government argues that automatic indexation protects migrants from exploitation and ensures sponsored roles pay at least the Australian market median. Industry groups counter that the one-size-fits-all threshold ignores regional wage differentials and low-margin sectors such as aged care. With a comprehensive review of the Skills-in-Demand visa slated for later this year, business groups are lobbying for a regional concession similar to the now-defunct Regional Occupation List. In the meantime, sponsors should audit existing 482 and 494 holders to identify anyone earning below the updated thresholds. Where wages fall short, options include a proactive salary top-up, a role re-classification or, in some cases, transitioning the employee to a Labour-Agreement stream with negotiated concessions.