March 1 2026:
Visa Income Threshold Increases
Timing Matters for Employer-Sponsored Visas.
If sponsoring overseas talent is part of your 2026 workforce plan, the timing of your applications can affect budgets, approvals, and role viability.
Here’s what you need to know:
From 1 July 2026 , the salary thresholds for the following visas will increase under annual indexation:
Income Thresholds
| Threshold Type | Current – up to 30 Jun 2026 | From 1 July 2026 to 30 June 2027^ |
|---|---|---|
| Core Skills Income Threshold (CSIT) | $AUD76,515 | $AUD79,423 |
| Specialist Skills Income Threshold (SSIT) | $AUD141,210 | $AUD146,576 |
| Note: # | #The above thresholds are ‘Guaranteed earnings‘. Guaranteed earnings are not the same as “total remuneration package“. Contact us for advice | ^Figures updated 1 July 2026 to match legislation released 1 July 2026 |
HR Attention Required
Practical Steps for Employers
1. Review your sponsorship pipeline: Identify roles and check salaries against current thresholds.
2. Check internal approvals: Ensure budgets and sign-offs are in place.
3. Consider early lodgement: Applications submitted before 1 July 2026 benefit from current thresholds.
4. Align recruitment & sponsorship: Coordinate hiring timelines with immigration requirements.
5. Seek guidance: Understanding changes reduces risk and keeps your recruitment plan on track.
WHY IT MATTERS
Budget planning & approvals: Even modest increases can require internal review if salaries are near current thresholds.
Role viability: Positions currently feasible may need reassessment if they now fall below new thresholds.
High-volume period: June is always busy for sponsorship applications. Delaying preparation can create avoidable pressure.
Sponsorship Viability: Income threshold increases may result in sponsorship no longer being viable, resulting in employment and business disruption.
If you need assistance or have any questions about these changes, contact us today for expert support in lodging your Employer Sponsored Work Visa applications.
