Key facts at a glance
Core Skills (CSIT)
A$79,423
From 1 July 2026, up from A$76,515
Specialist Skills (SSIT)
A$146,576
From 1 July 2026, up from A$141,210
Real test
Higher of the two
Threshold vs local market rate (AMSR)
From 1 July 2026, sponsoring a tech hire on the Subclass 482 (Skills in Demand) visa means clearing one of two guaranteed-salary floors: the Core Skills Income Threshold (CSIT) at A$79,423, or the Specialist Skills Income Threshold (SSIT) at A$146,576. Both just rose from A$76,515 and A$141,210 under the annual 1 July indexation cycle.
Clearing the threshold isn't the whole test. Home Affairs requires the higher of the statutory floor and the local market rate for the role (the Annual Market Salary Rate, or AMSR), and it counts guaranteed cash salary only, not superannuation, bonuses, or equity. Getting either of those wrong is one of the most common reasons a 482 nomination gets refused. Below is the full breakdown: which stream applies to which roles, what counts toward the number, and a five-step checklist for keeping a sponsored tech hire compliant.
See the full true cost of a sponsored hire, salary, super, payroll tax, and visa fees combined.
Open the Employer Cost CalculatorCSIT vs. SSIT: the two-stream system
In December 2024, the Skills in Demand (SID) visa replaced the old Temporary Skill Shortage (TSS) visa and retired its single Temporary Skilled Migration Income Threshold (TSMIT) figure. In its place sit two indexed thresholds tied to two separate nomination streams:
Core Skills Stream (tested against CSIT): covers the bulk of mainstream tech occupations, mid-level Software Engineers, Systems Analysts, Data Engineers, and DevOps Engineers among them, provided the guaranteed cash salary clears A$79,423.
Specialist Skills Stream (tested against SSIT): a fast-tracked pathway for genuinely high-earning specialists, think Cloud Architects, Principal Engineers, AI Research Leads, and Engineering Directors, whose guaranteed salary clears A$146,576. It carries priority processing and a broader eligible-occupation footprint than the Core Skills Stream's list.
Both figures are indexed annually on 1 July under Regulation 5.42A of the Migration Regulations 1994, based on Australian Bureau of Statistics Average Weekly Ordinary Time Earnings (AWOTE) data, so they move every year regardless of any separate policy change.
Threshold breakdown: 2025-26 vs. 2026-27
| Stream | 2025-26 | 2026-27 (from 1 Jul) |
|---|---|---|
Core Skills Stream (CSIT) Software Engineers, Systems Analysts, Data Engineers, DevOps Engineers | A$76,515 | A$79,423 |
Specialist Skills Stream (SSIT) Cloud Architects, Principal Engineers, Engineering Directors, AI Leads | A$141,210 | A$146,576 |
The threshold that applies is the one in force on the date the nomination is lodged, not the date it's decided. A nomination lodged 30 June 2026 is assessed against the 2025-26 figures even if approved in August.
The rule that actually decides the number: whichever is higher
Clearing CSIT or SSIT is a floor, not the answer. Home Affairs also requires the Annual Market Salary Rate (AMSR), the rate an Australian worker doing the same job, in the same location and business, would actually be paid. The nominated salary has to be the higher of the statutory threshold and the AMSR.
Example: a Sydney employer nominates a mid-level Software Engineer under the Core Skills Stream. CSIT is A$79,423, but local market data shows equivalent Sydney engineers earn A$115,000. The employer must pay A$115,000, not A$79,423.
The reverse also happens: a regional employer sourcing AMSR data for a specialist systems administrator finds a local market rate of A$72,000. Because that's below CSIT, the nomination fails unless the salary is lifted to at least A$79,423, the statutory floor wins when it's the higher figure.
What counts (and doesn't) toward the threshold
The most common mistake international recruiters make is assuming a Total Remuneration Package figure can be used to meet CSIT or SSIT. Home Affairs assesses guaranteed annual cash earnings only.
Counts toward the threshold
- ✓ Base cash salary paid directly to the employee
- ✓ Guaranteed, non-variable allowances written into the contract and quantifiable in advance
Does not count
- ✗ Employer Superannuation Guarantee (12%), never counted, no matter how the offer is worded
- ✗ Discretionary or performance-based bonuses and commissions
- ✗ Equity, RSUs, or unvested stock options
- ✗ Non-guaranteed or conditional overtime
- ✗ One-off relocation stipends and reimbursements
The Super Guarantee exclusion catches out recruiters the most often: you cannot add 12% super to a base salary that's just short of CSIT or SSIT and claim it clears the bar. See our full guide on how super interacts with base salary vs. package offers for the wider mechanics, which apply the same way whether or not a visa is involved.
Part-time roles: the FTE figure is what's tested
Sponsored 482 visa holders can work part-time, provided the role's full-time equivalent (FTE)salary clears the applicable threshold, calculated as FTE base salary × (part-time hours ÷ full-time hours) for the actual paid amount. A Principal Security Architect hired at 0.6 FTE (3 days a week) with an FTE base of A$150,000 is compliant under either stream, since A$150,000 clears both CSIT and SSIT, even though the actual cash paid works out to A$90,000. It's the full-time equivalent figure that has to clear the bar, not the pro-rata paid amount on its own.
Five-step compliance checklist for sponsoring tech talent
Audit the offer structure
Quote pay as “base cash salary + statutory superannuation,” never a blended Total Remuneration Package figure, on anything that goes to Home Affairs.
Confirm the stream
Check whether the role's guaranteed cash salary clears SSIT (Specialist Skills Stream, priority processing) or only CSIT (Core Skills Stream).
Build defensible AMSR evidence
Collect internal pay bands for equivalent local staff, applicable award or enterprise agreement rates, and a reputable market salary survey for the role and city.
Watch the 1 July indexation date
CSIT and SSIT reset every 1 July under Regulation 5.42A. The threshold that applies is the one in force on the date the nomination is lodged, not the date it's decided.
Re-check pay through the visa's life
Sponsored pay can't drop below the approved nomination amount or the current market rate at any point while the visa is active.
Budget the full cost of a sponsored tech hire
Run a specific salary and state through the Employer Cost Calculator to see Super Guarantee, payroll tax, and workers' comp on top of the base figure, then check the candidate's own take-home.
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Frequently asked questions
What are CSIT and SSIT for the Subclass 482 visa in 2026?
CSIT (Core Skills Income Threshold) and SSIT (Specialist Skills Income Threshold) are the two minimum guaranteed-salary floors under Australia's Skills in Demand (SID) visa, which replaced the old Temporary Skill Shortage (TSS) visa and its single TSMIT figure in December 2024. From 1 July 2026, CSIT is A$79,423 (up from A$76,515) and SSIT is A$146,576 (up from A$141,210). CSIT applies to the Core Skills Stream (most engineering, analyst, and DevOps roles); SSIT applies to the Specialist Skills Stream (senior, high-earning specialists) and unlocks faster processing.
Which stream does a mid-level software engineer fall under?
Almost always the Core Skills Stream, tested against CSIT (A$79,423). Most mainstream tech occupations, Software Engineer, Systems Analyst, Data Engineer, DevOps Engineer, sit here unless the specific role's guaranteed salary clears SSIT (A$146,576), in which case the employer can nominate under the Specialist Skills Stream instead for priority processing.
Does meeting CSIT or SSIT guarantee the nomination will be approved?
No. The salary paid must be the higher of the statutory threshold (CSIT or SSIT) and the Annual Market Salary Rate (AMSR), the rate an equivalent Australian worker earns in the same role, location, and business. A Sydney software engineering role with a local AMSR of A$115,000 still requires A$115,000, even though CSIT is only A$79,423. Clearing the statutory floor alone is not sufficient if the local market rate is higher.
Does employer superannuation count toward CSIT or SSIT?
No, and this is the single most common compliance mistake international recruiters make. Home Affairs assesses guaranteed cash earnings only. You cannot add the 12% Super Guarantee to a A$72,000 base salary to claim it clears the A$79,423 CSIT floor, the base cash figure alone has to clear it. See our guide on how super interacts with Australian salary packages for the full base-versus-package breakdown, since the same confusion trips up plenty of non-visa offer letters too.
What happens if a nomination is lodged just before the 1 July indexation date?
The threshold in force on the date the nomination is lodged applies, even if the decision is finalised after 1 July. A nomination lodged on 30 June 2026 is assessed against the 2025-26 figures (CSIT A$76,515), not the new 2026-27 figures, even if Home Affairs doesn't process it until August. Employers weighing whether to lodge before or after the reset should factor this timing rule in directly.
Can a sponsored employee work part-time on a 482 visa?
Yes, provided the role's full-time equivalent (FTE) salary clears the applicable threshold. A Principal Security Architect on a 0.6 FTE (3 days a week) with an FTE base of A$150,000 is compliant under either stream, since A$150,000 clears both CSIT and SSIT, even though the actual cash paid at 0.6 FTE is A$90,000. The pro-rata paid amount doesn't need to independently clear the threshold on its own; the full-time equivalent figure does.
What's the practical difference between CSIT and SSIT for an employer?
Beyond the salary bar itself, the Specialist Skills Stream offers materially faster processing and a broader range of eligible occupations than the old skilled occupation lists allowed, aimed at genuinely senior, hard-to-source talent. For a standard mid-level hire, there's rarely a reason to structure toward SSIT specifically, since the Core Skills Stream at CSIT covers the role at a lower guaranteed-salary bar and identical visa outcome for most purposes.
How much does a sponsored tech hire actually cost an Australian employer?
Well above the headline salary once you add the 12% Super Guarantee, payroll tax where applicable, workers' compensation insurance, and visa/nomination fees. Run the exact figure for a specific salary and state on the Australia Employer Cost Calculator before finalising a sponsored offer.
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