Australia’s employer-sponsored migration framework will see another salary threshold adjustment from 1 July 2026, impacting businesses and skilled workers relying on the Subclass 494 Skilled Employer Sponsored Regional (Provisional) visa program.

The increase follows the annual indexation of skilled migration income thresholds in line with wage growth data published by the Australian Bureau of Statistics (ABS). Employers planning regional sponsorships in the 2026–2027 financial year should review remuneration arrangements early to avoid nomination issues or processing delays.

New Salary Requirement for the 494 Visa

From 1 July 2026, the minimum salary threshold for the Subclass 494 visa will increase as follows:

Period	Minimum Salary Threshold
1 July 2025 – 30 June 2026	AU$ 76,515
From 1 July 2026	AU$ 79,499

This represents an increase of approximately 3.8%.

The updated threshold applies to all new Subclass 494 nomination applications lodged on or after 1 July 2026.

What Is the Salary Threshold for the 494 Visa?

The salary threshold is the minimum guaranteed annual earnings an employer must offer a sponsored worker under the Subclass 494 visa program.

Importantly:

• The figure applies to base earnings only
• Non-monetary benefits cannot be included
• The offered salary must also meet the Annual Market Salary Rate (AMSR)

Even where the salary exceeds the minimum threshold, employers must still demonstrate that the sponsored employee is being paid at market rate for the role and location in regional Australia.

Who Will Be Affected?

The increased threshold will affect:

• Employers preparing to sponsor overseas workers under the 494 visa
• Businesses with nomination applications planned for 1 July 2026 onwards

Applications lodged before 1 July 2026 will continue to be assessed against the existing salary requirement of AU$76,515.

Why the Increase Matters

For many regional employers, particularly in sectors experiencing labour shortages, salary thresholds can directly impact sponsorship eligibility and workforce planning.

Businesses should be aware that:

• Existing salary packages may need adjustment before lodgement
• Delays in preparing nominations could result in higher payroll commitments
• Budget forecasting for sponsored positions should account for annual indexation increases

Employers should also remember that immigration compliance obligations continue throughout the sponsorship period, including maintaining lawful salary levels and equivalent employment conditions.

Steps Employers Should Consider Before 1 July 2026

Review Upcoming 494 Nominations

Businesses with planned regional sponsorships should assess whether applications can be lodged before the new threshold takes effect.

Audit Salary Levels

Employers should confirm that proposed salaries:

• Meet the new minimum threshold
• Align with market salary requirements
• Exclude non-cash benefits from guaranteed annual earnings calculations

Regional Sponsorship Planning

The upcoming increase to the Subclass 494 visa salary threshold reinforces the Australian Government’s focus on ensuring sponsored workers receive competitive remuneration consistent with local labour market conditions.

For regional employers, early planning will be essential to avoid disruption to recruitment and sponsorship strategies after 1 July 2026.

At Hartman Immigration, we assist Australian businesses and skilled workers with Subclass 494 sponsorships, nomination eligibility, salary compliance, and visa applications. To discuss your sponsorship options or obtain assistance with an upcoming application, contact us for further advice.