Sponsor skilled staff without the compliance risk.
Sponsorship is three approvals and a set of ongoing obligations, not a form. We plan the advertising before it runs, set the nomination up to meet the income thresholds, and keep the business compliant long after the grant.
- Standard Business Sponsorship, nomination and visa applications
- Labour market testing planned before advertising begins
- Sponsor obligations, record keeping and monitoring support
Three approvals, in the right order.
A sponsored hire has three moving parts. The business must be an approved sponsor. The specific position must be nominated and approved. The worker must then satisfy the visa criteria. Each is assessed separately, and a defect in one holds up the others — which is why the sequencing and the evidence plan matter more than the paperwork itself.
The Skills in Demand (subclass 482) visa replaced the Temporary Skill Shortage visa on 7 December 2024 and now runs three streams: Core Skills, Specialist Skills and Labour Agreement. Income thresholds are indexed every 1 July, and the threshold that applies is the one in force on the day the nomination is lodged.
We advise on the structure before you advertise, because labour market testing that does not comply cannot be fixed retrospectively — it has to be run again, and the hire waits.
The salary numbers that decide a nomination.
Published by the Department of Home Affairs for nominations lodged between 1 July 2026 and 30 June 2027. The nominated salary must also be no less than the annual market salary rate for the role.
AUD 79,423
Core Skills Income Threshold
Applies to subclass 482 Core Skills nominations and subclass 186 nominations lodged from 1 July 2026 to 30 June 2027.
AUD 146,576
Specialist Skills Income Threshold
Applies to subclass 482 Specialist Skills stream nominations lodged in the same period.
AUD 79,423
TSMIT (subclass 494)
The Temporary Skilled Migration Income Threshold used to assess Skilled Employer Sponsored Regional nominations.
Indexed 1 July
Annual indexation
Thresholds are indexed each year in line with Average Weekly Ordinary Time Earnings. The figure at lodgement is the one that counts.
Which sponsored visa suits the role?
Open each option to see the criteria that apply. The right answer depends on the occupation, the salary, the location of the position and how long you need the worker.
Six rules that decide whether your advertising counts.
Requirements in force since 11 December 2023 for subclass 482 Core Skills and Specialist Skills nominations and subclass 494 Employer Sponsored nominations.
Two advertisements
Since 11 December 2023 advertising on Workforce Australia is no longer required, so two valid advertisements are needed rather than three. LinkedIn's recruitment platform is acceptable; general classifieds and social posts are not.
Four weeks, within four months
For most nominations the position must have been advertised for at least four weeks within the four months immediately before the nomination is lodged, and applications must have been accepted for that whole period.
What the ad must say
The advertisement must be in Australia, in English, and include the position title or description, the skills or experience required, the sponsor's or recruiter's name, and the salary where annual earnings are below AUD 96,400.
Redundancies change the clock
If an Australian citizen or permanent resident was made redundant or retrenched from the nominated occupation within four months of lodgement, advertising must have occurred after that date, and the redundancy must be disclosed.
Evidence at lodgement
Copies of both advertisements must be provided when the nomination is lodged. Recreating evidence afterwards is the single most common reason a nomination stalls.
Exemptions are narrow
Occupation-based exemptions available under the old subclass 457 program do not exist for subclass 482 or 494. Assume labour market testing applies unless an exemption is confirmed in writing.
This is an indicative guide only. It is not immigration assistance and does not constitute advice about your individual circumstances.
From workforce review to renewal.
- 01
Workforce review
We look at the role, the salary, the location and the business before recommending a visa. Sometimes the answer is a different subclass — or a different hire.
- 02
Sponsorship approval
Standard Business Sponsorship application, including the evidence that the business is lawfully operating and meets the training and financial requirements.
- 03
Labour market testing & nomination
We plan the advertising before it runs so it complies first time, determine the annual market salary rate, and lodge the nomination with complete evidence.
- 04
Visa application
The worker's application, including skills, English, health, character and family members, prepared in parallel so nothing waits on a missing document.
- 05
Obligations and renewals
Record keeping, notifiable events, monitoring requests and the transition to permanent residence, tracked so the sponsorship stays compliant.
What employers ask us first.
- Salary requirements to nominate a workerOfficial CSIT, SSIT and TSMIT figures and indexation dates.
- Labour market testing requirementsAdvertising rules, evidence and exemptions.
- Sponsorship obligationsWhat an approved sponsor must do after the grant.
- OMARA register — MARN 1799073Confirm the registration of Raju KC.
Tell us about the role you can't fill.
Send us the position, the salary and the location. We'll tell you which visa fits, what the advertising has to look like, and what the business must commit to.
Information provided here is general. Advice on your sponsorship is given only after we review your circumstances.