Salary can determine whether a subclass 482 nomination is ready to proceed. For employers, the question is not only whether the salary is commercially reasonable but also whether it meets immigration requirements.
In this guide, we explain what employers must pay in 2026, why market salary matters and where salary issues can affect nomination approval.
What must employers pay in 2026?
Employers must pay at least the relevant income threshold and at least the annual market salary rate. If the market salary rate is higher, the higher amount generally applies.
The relevant threshold depends on the stream and nomination lodgement date:
| Nomination period | Core Skills threshold | Specialist Skills threshold |
| 1 July 2025 to 30 June 2026 | AUD 76,515 | AUD 141,210 |
| 1 July 2026 to 30 June 2027* | AUD 79,499 | AUD 146,717 |
*Professional advisory sources indicate these thresholds will apply from 1 July 2026. Employers should confirm the current threshold with Home Affairs before lodging.
Employers may still see references to the TSS visa salary threshold when researching subclass 482 salary requirements. This is because the Temporary Skilled Migration Income Threshold (TSMIT) was associated with the former Temporary Skill Shortage (TSS) framework. For current subclass 482 nominations, the relevant threshold is generally the Core Skills Income Threshold or Specialist Skills Income Threshold.
Is the threshold the final salary figure?
No. The 482 visa salary requirements do not stop at the threshold.
Employers must also assess the annual market salary rate (AMSR). This is what an equivalent Australian worker is paid, or would reasonably be paid, for the same role.
If the threshold is AUD 79,499 but comparable Australian workers are paid AUD 92,000, the employer may need to offer at least AUD 92,000. This is why employers should not view the minimum salary for a 482 visa in Australia in isolation.
Do salary requirements differ between occupations?
Yes. The employer-sponsored visa salary in Australia can vary by occupation, seniority, location, industry and evidence.
A hospitality role may need award, allowance and penalty rate checks. A technology role may rely more on salary benchmarking, job advertisements or internal salary data. Healthcare, construction and trade roles may also need closer review where awards, enterprise agreements or market conditions affect pay.
Employers should also check the salary structure. Non-monetary benefits, such as accommodation or a car, generally cannot count towards the threshold. Bonuses, commissions and overtime may create risk if guaranteed annual earnings fall below the required amount.
What salary risks should employers check?
Salary below the threshold
An employer offers AUD 72,000 for a Core Skills role before 1 July 2026. Even if the role is genuine, the salary is below the AUD 76,515 threshold and may not support nomination approval.
Market rate higher than the threshold
An employer offers AUD 80,000 after 1 July 2026. This may sit above the Core Skills threshold, but if comparable Australian workers earn AUD 92,000, the higher market salary rate may need to be met.
Nomination lodged after 1 July
An employer prepares a nomination in June 2026 but lodges it in July. The indexed threshold may apply from the nomination lodgement date, even if recruitment started earlier.
What should employers review before lodging?
Before lodging an employer-sponsored visa nomination, employers should check:
- The correct 482 visa stream
- The applicable salary threshold
- AMSR evidence for the role
- Guaranteed earnings, not just package value
- Payroll arrangements to maintain the approved salary after approval
Salary planning can also affect future migration options, including a 186 visa, Skilled visa pathway where relevant.
Book an assessment for salary eligibility
At Ten Heads Immigration, we help employers and skilled professionals assess salary eligibility, sponsorship requirements and long-term migration pathways through detailed eligibility assessments, strategic planning and decision-ready applications.
If you are preparing a 482 nomination or reviewing salary compliance for 2026, contact us to book an assessment with one of our Registered Migration Agents.
This information is provided by Ten Heads Immigration Consultants and is for general guidance only and does not constitute legal advice. Immigration programs and policy settings may change at any time without notice. Eligibility criteria, visa outcomes, and visa durations depend on individual circumstances and the requirements in force at the time of application.
Registered Migration Agents: MARN 1575911 & MARN 2318052.
