Salary Requirements to Sponsor an Overseas Worker (2026-27)

By Peter Toms, Principal Lawyer · Updated 12 November 2026

If you are an Australian employer sponsoring an overseas worker for a 482 (Skills in Demand), 186 (Employer Nomination Scheme) or 494 (Skilled Employer Sponsored Regional) visa, you must pay at least the higher of:

The income threshold for the visa and stream; and
The annual market salary rate (AMSR) for the role, which is what an Australian would be paid for the same job in the same location.

Whichever figure is higher sets the minimum.

The short answer: meeting the threshold is not enough on its own. The salary must also match what Australians in the same role are paid.

Thresholds from 1 July 2026

For nominations lodged on or after 1 July 2026:

Core Skills Income Threshold (CSIT): $79,423. Applies to most 482 nominations and to 186 nominations.
Specialist Skills Income Threshold (SSIT): $146,576. Applies to the 482 Specialist Skills stream.
Temporary Skilled Migration Income Threshold (TSMIT): $79,423. Applies to 494 nominations.

The thresholds are indexed every year, usually on 1 July. The date the nomination is lodged decides which figure applies.

An example

If the market rate for a carpenter in your area is $82,000 and the Core Skills Income Threshold is $79,423, you must offer at least $82,000. You cannot rely on the threshold to pay less than the Australian market rate.

What counts towards the salary?

Generally, only guaranteed annual earnings count. That means the base salary and other guaranteed amounts paid in money.

Superannuation is paid on top. It does not count towards the threshold.
Non-monetary benefits, such as a car, accommodation or shares, do not count.
Overtime that is not guaranteed, and bonuses, usually do not count.

The figure must be the same in the employment contract and the nomination.

How to work out the market rate

The market rate is what a comparable Australian worker earns for the same job, at the same level, with the same hours, in the same location.

If you already employ an Australian in an equivalent role, use their contract and recent payslips.
If an award or enterprise agreement applies, identify it and the exact classification, and explain why it matches the duties.
If neither applies, build the rate from several recent sources, such as local job advertisements for the same role, Jobs and Skills Australia data, reputable salary surveys, or written advice from a union or industry association. Explain how those sources support your figure.

“Equivalent” means the same duties, seniority, hours and location. A comparison with a different role, or a different city, will not carry much weight.

What the Department checks

Whether the salary meets the threshold.
Whether the salary meets the market rate, and how you worked it out.
Whether the contract, nomination and any Labour Market Testing advertisements are consistent.
Whether you are actually paying what you said you would. This is checked after grant, and underpayment is a breach of sponsorship obligations.

Common mistakes

Using last financial year’s threshold.
Relying on overtime or bonuses to reach the threshold.
Using an award minimum when Australian employees in the business are paid more.
Market evidence that is old, from another city, or for a different role.
A salary in the advertisement that does not match the nomination.
Paying the worker less after grant than the nominated amount.

After the nomination is approved

The obligations continue after approval. Sponsors must pay the nominated salary, keep records, and give the worker terms and conditions no less favourable than an equivalent Australian. The Department and the Fair Work Ombudsman can both investigate, and breaches can lead to fines and to the business being barred from sponsoring.

Related guides

How we can help

If you are planning a nomination, we can check your salary position before you lodge, and help you evidence the market salary rate.

Book a consultation, email us at info@leytonstonelaw.com, or call +61 (02) 8114 4577.

Disclaimer: This article is general information only and is not legal advice. Immigration law and policy change often, and every case depends on its own facts. Please seek advice about your individual circumstances before making any decision.

Salary requirements to nominate an overseas worker: 2026-27