Employer Sponsored - Salary Requirements Changes Effective from 1 July 2026

Moving to Australia on an employer-sponsored visa is a big step that comes with great career opportunities. Here, most skilled workers focus on securing the job offer, visa approval, and relocation, while overlooking one important area: salary rights. 

Many applicants think that getting a job offer means everything else is guaranteed. But in reality, Australia has strict salary rules for employer-sponsored visas, and the employer must offer a specific amount of salary to employees. 

This means your salary is not just something you negotiate with your employer, but it also affects your employer-sponsored visa outcome. That’s why understanding your salary rights early is critical. It helps you in avoiding risky job offers, making informed decisions, and protecting your long-term career plans. 

So, let’s look at the salary rules every employer-sponsored worker should know. 

Which Visas Does This Rule Apply To? 

Australia’s employer-sponsored visa framework covers several pathways. If you hold or are applying for any of the following, these salary rules apply directly to you: 

• Skills in Demand visa – Subclass 482 (Core Skills or Specialist Skills stream) 

• Employer Nomination Scheme – Subclass 186 

• Skilled Employer Sponsored Regional visa – Subclass 494 

The Most Important Rule: You Must Be Paid Market Salary 

One of the key requirements for employer-sponsored workers is that you must be paid at least the market salary for your role. This is known as the Annual Market Salary Rate (AMSR). 

In simple terms, this means: 

• You must be paid what an Australian worker would earn  

• Your salary must match your job level and responsibilities  

• Your pay must reflect your experience and location 

For example: 

If an Australian worker earns $85,000 for a similar role in the same city, your employer generally cannot sponsor you at $76,515. They must offer a higher market salary. 

Minimum Salary Requirements Still Apply 

Along with market salary, employers must also meet minimum salary thresholds set by the Australian Government. 

Employers must pay you according to the government salary threshold and the market rate, and whichever is higher must be offered. 

Salary Threshold Changes From July 2026 

Salary thresholds are expected to increase from 1 July 2026: 

• CSIT increases to $79,499  

• SSIT increases to $146,717 

So, applicants planning employer sponsorship in 2026 and beyond should review salary offers carefully to avoid falling below the new salary thresholds. 

Only Guaranteed Salary Counts 

Another important point many applicants overlook is that not all payments count toward your salary because immigration authorities only focus on guaranteed earnings. 

The following generally do NOT count: 

• Discretionary bonuses  

• Commission  

• Non-guaranteed overtime payments 

• Variable allowances 

• Performance incentives 

For example, if your base salary is $70,000 and you get a bonus of $10,000, then for visa purposes, your salary is only considered $70,000. 

Labour Agreement Sponsorship 

Some employers sponsor workers under Labour Agreements. These arrangements can differ from standard visa requirements. 

A labour agreement may: 

• Allow salary concessions,  

• Apply different thresholds, or 

• Use alternative salary assessment methods 

Still, the salary must be fair, workplace laws still apply, and underpayment is not permitted. 

Recent Changes to Market Salary Rules 

Recent legislative updates introduced greater flexibility in how market salary is assessed. 

These changes apply to: 

• Applications lodged before 25 March 2026 but not yet decided  

• Applications lodged on or after 25 March 2026  

Under the updated framework, employers may use different methods to determine market salary, particularly where industrial agreements apply. 

While this offers flexibility, it also increases the importance of accurate salary assessment and proper documentation. 

Your Rights as a Sponsored Worker 

Sponsored employees in Australia are protected under both migration and workplace laws. Here, you generally receive the same workplace protections as Australian employees.  

This includes: 

• Minimum pay requirements  

• Leave entitlements  

• Workplace safety protections  

• Protection from unfair treatment  

• Access to complaint mechanisms  

What These Salary Rules Mean for Your Visa Journey 

Salary compliance plays a critical role in employer-sponsored visa approval and long-term migration success. For the 2025–2026 financial year, most roles must meet minimum thresholds such as $76,515 under CSIT or TSMIT, while specialist roles may require $141,210 under SSIT, in addition to meeting market salary requirements. 

Understanding these rules before accepting a job offer can help avoid eligibility risks and ensure a smoother migration pathway. 

So, if you are planning employer sponsorship or aiming for Australia PR, Growmore Immigration can assess your eligibility and guide you on the right pathway. Contact our team to discuss your options. 

Email: info@growmore.one   | WhatsApp: +61 434 202 021   | Phone: +61 3 8764 3334 

FAQs

1. What is the minimum salary for employer-sponsored visas in Australia? 

For 2025–2026, most employer-sponsored visas require at least $76,515, while Specialist Skills roles require $141,210. Employers must also meet market salary, whichever is higher. 

2. What is the Annual Market Salary Rate?

It means you must be paid what an Australian worker would earn for the same role, experience, and location. 

3. Do bonuses or overtime count toward salary requirements? 

No. Only guaranteed base salary is considered. Bonuses, commissions, and overtime usually do not count. 

4. Can salary thresholds change? 

Yes. From 1 July 2026, thresholds are expected to increase, so applicants must review salary offers carefully.

5. What happens if salary is below the required amount? 

If the salary does not meet minimum or market rates, the visa application may be refused.