Each year on 1 July, a number of important changes take effect across Australia’s migration program. The 2026–27 financial year is no exception, with updates affecting government visa application charges, employer-sponsored salary thresholds and Department of Home Affairs policy settings.

For Australian employers who sponsor overseas workers—or are considering doing so in the coming year—understanding these changes is essential before lodging new applications.

Government Visa Application Charges Increase

From 1 July 2026, government visa application charges have increased across most visa subclasses.

As these changes affect a wide range of visa categories, we have prepared a separate article outlining the updated government visa application charges and what they mean for applicants and sponsoring employers.

Salary Thresholds Increase from 1 July 2026

Annual indexation has resulted in higher salary thresholds applying to employer-sponsored visas lodged from 1 July 2026.

For the Skills in Demand (SID) (subclass 482) visa program, the new minimum salary thresholds are:

• Core Skills Stream: $79,499 plus superannuation
• Specialist Skills Stream: $146,717 plus superannuation

These updated thresholds apply to applications lodged on or after 1 July 2026. Employers should therefore review proposed remuneration packages before lodging sponsorship and nomination applications to ensure they satisfy the relevant legislative requirements.

Fair Work High Income Threshold

The Fair Work High Income Threshold (FWHIT) has also increased from $183,100 to $190,100 from 1 July 2026.

Although the FWHIT forms part of Australia’s workplace relations framework, it also has important migration implications, particularly for certain permanent employer-sponsored visa pathways and age exemption provisions under the Employer Nomination Scheme (subclass 186) visa.

We examine these changes in more detail in our separate

on the 2026 Fair Work High Income Threshold increase.

Greater Focus on Genuine Employer-Sponsored Positions

In addition to the legislative changes taking effect from 1 July, the Department of Home Affairs continues to place greater emphasis on the integrity of employer-sponsored visa applications.

Employers should expect careful assessment of matters including:

• whether the nominated position is genuine;
• whether the duties align with the nominated occupation;
• whether there is a legitimate business need for the role;
• labour market testing requirements, where applicable; and
• whether the proposed employment fits within the employer’s broader workforce structure and operational requirements.

As sponsorship applications become increasingly evidence-based, employers should ensure they maintain appropriate documentation supporting both the business need for the position and the suitability of the nominated worker.

Planning Ahead

With higher salary thresholds, increased government visa application charges and evolving policy expectations, careful planning has never been more important.

Obtaining advice before commencing the sponsorship process can help employers identify the most appropriate visa pathway, ensure applications satisfy current legislative requirements and minimise the risk of unnecessary delays or requests for further information.

Hartman Immigration works closely with Australian businesses, multinational organisations and growing companies to develop practical employer-sponsored migration strategies that support both immediate recruitment needs and long-term workforce planning.

If your business intends to sponsor overseas workers during the 2026–27 financial year, we would be pleased to assist.