Subclass 482 — Core Skills Stream
The current core employer-sponsored work pathway, explained through the Core Skills Occupation List, nomination, annual market salary, the 2026–27 income threshold and the actual visa application sequence.
Temporary · Core SkillsOpen current SID stream
Skills in Demand replaced Temporary Skill Shortage
On 7 December 2024 Australia replaced the Temporary Skill Shortage subclass 482 framework with Skills in Demand (SID). The Core Skills stream is one of the current SID routes used when an approved employer cannot find a suitably skilled Australian worker for a qualifying position. The legal subclass number remains 482, but the old TSS Short-term and Medium-term streams should not be promoted as open new application channels.
The Core Skills stream is a temporary employer-sponsored visa, usually permitting a stay of up to four years; relevant Hong Kong passport holders may qualify for a period of up to five years. It is not an unrestricted labour-market visa. The candidate’s permission to work depends on conditions attaching to the sponsorship and nominated position.
This guide applies to the Core Skills stream only. Specialist Skills has a higher threshold and a different occupational gate, while Labour Agreement visas depend on an agreement between the employer and Australian Government. The application and employment evidence must match the correct stream at every stage.
At a glance · five verification stages
Core Skills Occupation List, ANZSCO and genuine duties
Applicants must be nominated for an eligible occupation on the Core Skills Occupation List (CSOL) subject to relevant exclusions and caveats. The list is not the same as the occupation lists used for every state-nominated or independent visa. Home Affairs specifically distinguishes the ANZSCO 2022 occupational framework for 482 and 186 from the older classification used for certain other skilled visas.
Employers should select the occupation by comparing the proposed job’s true principal tasks, skills and necessary qualifications with the official classification. Job titles can be misleading: an invented managerial label does not convert a clerical position into a listed professional occupation. Caveats may disqualify particular working arrangements or businesses even where the occupation code appears on CSOL.
A documentary pack should show an authentic role description, salary, work location, business activity, employment terms, candidate experience and qualifications. Some occupations require licensing, registration or a skills assessment. Other applicants may qualify without a formal assessment; the circumstances and occupation rules must be verified rather than assuming every applicant has the same checklist.
Stream and rule comparison
| Requirement | Core Skills position | Why it matters |
|---|---|---|
| Occupation | On Core Skills Occupation List | Specific code and caveats |
| Threshold 2026–27 | AUD 79,423 | Nomination lodged in period |
| Market salary | Separate AMSR test | Equivalent Australian worker |
| Experience | Generally 1 relevant year | Role-based evidence |
| Family | Applicable inclusion/entrant rules | Separate assessment |
Market salary and the 2026–27 threshold
The Department lists a Core Skills Income Threshold (CSIT) of AUD 79,423 for nomination applications lodged from 1 July 2026 to 30 June 2027. For the preceding year 1 July 2025 through 30 June 2026, it lists AUD 76,515. The nomination lodgement date is therefore essential to choosing the correct published threshold.
The income threshold is not a substitute for the Annual Market Salary Rate (AMSR) inquiry. The employer must establish the pay an equivalent Australian employee would receive for comparable work and satisfy the applicable salary rules. If the nominated person receives less than the comparable Australian worker, the Department may refuse the nomination, even if the pay meets the threshold.
The relevant remuneration test may exclude non-monetary benefits. The offer needs a credible calculation of monetary earnings and conditions, consistent across the nomination, contract, payroll plan and employer records. The statutory criteria and any applicable exception should always be checked against the precise nomination.
Experience, English and occupational capability
The Home Affairs Skills in Demand programme generally requires the applicant to demonstrate at least one year of relevant work experience in the nominated occupation or a related field, subject to any applicable exceptions. Evidence should show duties, dates and working arrangements; a bare résumé is weak proof of paid professional experience.
English language requirements vary with the current stream settings and available exemptions. Identify whether an accepted test, passport-based exemption or another prescribed basis applies, and confirm result validity. Regulated occupations may require Australian licensing or registration independent of immigration approval.
Applicants should understand that approval of a sponsor does not approve a worker’s visa. Health, character and immigration-history requirements remain separate. Family members may be included or later apply under applicable subsequent entrant rules, but the family’s status depends on the relevant visa criteria.
Three connected but distinct decisions
The business usually needs sponsorship authorisation; it then nominates an appropriate position, and the individual applies for their subclass 482 visa. A mistake in one stage may affect the others. Labour market testing may be required unless an exemption applies, and employer sponsorship obligations must continue after grant.
Employers need credible evidence of active operations, vacancy, position duties and salary determination. Nominations should use the correct ANZSCO classification and show how the worker’s employment will actually operate. Where there is an associated entity, work arrangements should be checked against sponsor and visa conditions rather than assumed to be unrestricted.
Workers should not confuse an offer letter with an approved nomination. Employers likewise should not ask the worker to undertake prohibited work before their current immigration permission allows it. Independent checks of current visa status and grant conditions are essential.
Conditions and the possible ENS pathway
The Core Skills stream permits employment for the sponsoring employer or an associated entity, subject to the specific visa conditions and exceptions. The right to undertake work for an unrelated business or after a sponsorship relationship changes cannot be assumed. The Department’s current rules for cessation of employment, changing sponsors and employment conditions need to be checked for the holder’s facts.
Certain eligible SID holders may later explore the Employer Nomination Scheme subclass 186, including the Temporary Residence Transition stream. This is not automatic: the employer, nominated position, qualifying work period, salary and separate permanent visa criteria must all be satisfied at that time.
The temporary visa’s general stay period does not itself create permanent residence or guarantee an extension. A candidate’s long-term plan may compare 186 and regional employer-sponsored subclass 494 routes, but those are distinct visa programmes with separate legal criteria.
Applicant and employer costs need separate labels
The Department displays subclass 482 Skills in Demand visa charges from AUD 4,015 for the main applicant at this research baseline, with limited concessions for qualifying Pacific Island and Timor-Leste applicants from 1 July 2026. This is a starting visa charge, not the overall cost to every household. Separate additional-applicant fees, health, character, assessment, translation and testing expenses may apply.
Employer-related sponsorship and nomination fees and any applicable levies are distinct from the applicant visa application charge. Sponsorship obligations can restrict the way certain expenses are passed to a worker. The official sources should be used rather than quoting an all-inclusive fixed figure without assumptions.
Processing times are not guaranteed. Current programme priorities may vary by sector and between Specialist Skills and other streams. An invitation is not part of the standard 482 framework in the way it is for SkillSelect 189/190/491.
Where eligibility commonly goes wrong
Example one: A technology business has an occupation on CSOL and offers AUD 82,000 cash annual earnings. That may be above the current CSIT, but the employer still must validate the relevant market salary and the role-specific caveats; the threshold does not complete the nomination assessment.
Example two: A worker previously held a TSS 482 Short-term visa. Their history can matter for transitional rules, but a new 2026 application should not be described as a new application to the repealed TSS Short-term stream. The present employer and worker should examine the relevant Skills in Demand criteria.
Example three: An applicant has extensive experience but a nominated title inconsistent with actual duties. An accurate occupational classification is essential even if salary and English test results appear strong.
Salary proof is not simply a threshold check
The Core Skills Income Threshold is AUD 79,423 for eligible employer nomination applications lodged from 1 July 2026 to 30 June 2027. This is a date-specific threshold, not a single perpetual salary condition. Sponsorship and nomination documents must also address the applicable annual market salary rate and how the worker’s earnings are calculated. A high headline salary without an eligible occupation or valid nomination will not establish visa eligibility.
For the Core Skills stream, the nominated occupation must be on the Core Skills Occupation List. Other skilled visa subclasses may use other lists or ANZSCO versions. A role that is eligible for a regional employer sponsorship or a points-tested skilled visa is not automatically eligible for the SID Core Skills stream. The content should help employers check the correct list before spending money on sponsorship work.
Home Affairs describes at least one year of relevant work experience in the nominated occupation or a related field. Some applicants must start a prescribed mandatory skills assessment before lodgement for the application to be valid. The page should therefore warn against treating skills assessment as an optional afterthought.
Questions worth resolving before you apply
Is TSS Short-term still open for new 482 applications?
No. Skills in Demand replaced TSS on 7 December 2024.
What is the 2026–27 Core Skills salary threshold?
AUD 79,423 for nominations lodged 1 July 2026 through 30 June 2027.
Can salary below the market rate be accepted if above CSIT?
Not merely because the threshold is met; AMSR requirements also apply.
Can any employer sponsor me?
No. The business must meet the applicable sponsorship and nomination requirements.
How long can I stay?
Generally up to four years; special five-year settings can apply to qualifying Hong Kong passport holders.
Do I need a SkillSelect EOI?
The ordinary 482 nomination route is not a points-tested SkillSelect invitation route.
Is one year of experience required?
The Department generally specifies one year of relevant experience subject to any applicable exceptions.
Does a job title establish the occupation?
No. Genuine duties and current occupation classification matter.
Can I work for an unrelated employer?
Check your exact visa conditions and permitted arrangements first.
Can I bring eligible family members?
Family inclusion and subsequent entrant options may exist under current rules.
Does Core Skills automatically lead to 186 PR?
No. A separate permanent application and employer nomination criteria apply.
How much is the visa charge?
The advertised base charge starts at AUD 4,015, with variations and additional costs.
Verified Core Skills salary and experience settings — 2026–27
For nominations lodged from 1 July 2026 to 30 June 2027, the Core Skills Income Threshold is AUD 79,423. A qualifying nominated position must meet applicable Annual Market Salary Rate requirements as well as the threshold; occupation eligibility and employer approval are separate matters. The applicant generally needs at least one year of relevant work experience in the nominated or a related occupation, and a mandatory skills assessment where required. Official salary rules · Official Core Skills stream.
Verified 22 October 2026 · Publication review pending.
Verified research note · 23 October 2026
Core Skills: nomination-date salary and evidence controls
Assess the employer’s nomination independently of the worker’s visa application. The occupation must be on the Core Skills Occupation List, the role must reflect genuine duties, and the worker generally needs at least one year of relevant occupational experience. Check any mandatory skills assessment and the applicable English criteria before lodging.
For nominations lodged from 1 July 2026 to 30 June 2027, the Core Skills Income Threshold is AUD 79,423. For a salary below AUD 250,000 the Department also requires an appropriately established Annual Market Salary Rate (AMSR) and generally expects both the AMSR and the worker’s relevant pay, excluding non-monetary benefits, to satisfy the threshold. A headline salary figure alone is not a complete nomination analysis.
Prepare a dated evidence matrix: position description, relevant ANZSCO and CSOL selection, organisational chart, salary comparison material, work history, qualifications, English evidence, any licensing requirement and sponsorship status. Keep salary threshold dates separate from visa lodgement and do not assume that approval of one stage approves the other.
Official primary sources: Core Skills official criteria · Nomination salary requirements
General information only; check current Australian visa laws and obtain individual professional advice where appropriate.
Research reference · reviewed October 2026
Core Skills: evidence that connects the role, salary and candidate
Test the occupation using actual work, not just a matching title
The Core Skills stream of the Skills in Demand (SID) visa is the standard subclass 482 employer-sponsored pathway for an eligible position appearing on the Core Skills Occupation List. The nominated occupation must genuinely match the tasks the employee will perform. Job-title resemblance is insufficient: a company might call someone a ‘manager’ even when day-to-day duties are largely clerical, or advertise an occupation without being able to show the specialised work is required. Compare the ANZSCO classification with the real position description, business activity, reporting structure and skills required.
The employer should document why the vacancy exists, where work will take place, how the role fits the organisational structure and what a comparable Australian worker would be paid. A salary above the public income threshold is not proof that the occupation is correctly classified or that the position is genuine. Applicable labour market testing and employer compliance obligations are separate nomination matters.
Two salary tests, not one rounded number
For eligible nominations lodged between 1 July 2026 and 30 June 2027, Home Affairs publishes a Core Skills Income Threshold of AUD79,423. This figure is a nomination-date threshold, not a flat rate applicable to every application throughout the following years. The Annual Market Salary Rate (AMSR) also matters: the overseas worker must not be underpaid compared with an equivalent Australian worker. Where a nomination is subject to both tests, both the AMSR and actual nominated remuneration must meet the applicable minimum. Non-monetary benefits cannot simply be counted to reach the threshold.
An employer-facing salary file should identify the guaranteed annual cash remuneration, ordinary hours, whether superannuation is included or excluded from quoted figures, any variable commissions, relevant award or enterprise agreement and credible comparable-market evidence. If market remuneration is higher than the threshold, paying only the threshold may still be insufficient. If the payroll proposal changes after drafting, review the nomination before sending inconsistent documents to Home Affairs.
The employee’s credentials need their own proof
Core Skills applicants generally need at least one year of relevant employment in the nominated occupation or a related field and the necessary skills and qualifications to perform the work. Some occupations require a formal skills assessment and certain regulated professions require state or territory registration. Even where a formal assessment is not mandatory, employers and applicants should not assume that the absence of an assessment means no skills evidence is needed. Employer letters, payslips, qualification records, training details and a duties-based work-history table can support the person’s capability.
English requirements apply unless a genuine exemption is available. A claim that the applicant speaks English at work is not a substitute for an accepted test or an applicable exemption. Similarly, a professional licence issued outside Australia may not confer permission to practise in the relevant Australian state. The skill, English, registration and immigration requirements need to be checked independently.
Nomination and visa records should tell the same story
Prepare two indexes. The employer index should cover sponsorship status, company details, lawful operations, market salary, position justification, workplace location and nomination papers. The applicant index should cover passport, employment and study history, English, skills assessment where applicable, previous visas, family and health/character evidence. A third short cross-check sheet should match the occupation, salary, location, start date and contract across both files. Contradictory terms often cause avoidable requests for information.
After grant, understand sponsor-related work restrictions and any conditions before changing jobs. This is a temporary visa that may support later options, including certain employer-nominated permanent pathways, but a future subclass 186 grant is not automatic. The employer must qualify for nomination again under the rules then applicable, and the applicant must meet that later stream’s independent requirements.
Practical quality-control questions
- Are position duties, ANZSCO description and the Core Skills Occupation List consistent?
- Are AMSR evidence and the nomination-date CSIT independently satisfied?
- Is each year of claimed experience supported with duties, dates and verifiable records?
- Has the applicant checked occupation-specific registration and English rules?
- Is any proposed permanent pathway described as a conditional option, not a promise?
Official sources: Core Skills stream · Salary requirements · Nominating a position.
This guide explains documentary and procedural considerations only. Requirements, concessions, fees and lawful-status effects need independent verification for each application.
Official source library
This guide draws on the official sources below. Australian visa criteria and fees can change; always verify the latest Department of Home Affairs requirements before lodging an application.
- Australian Department of Home Affairs — 482
- Australian Department of Home Affairs — 482 Core
- Australian Department of Home Affairs — Salary
- Australian Department of Home Affairs — Jobs
- Australian Department of Home Affairs — Fees
- Australian Department of Home Affairs — Processing
Research baseline: 21 October 2026. Fees, thresholds, eligibility and application availability may change. Always verify visa conditions, charges and document rules with the Australian Government when preparing an application.
Continue with official information
Review the relevant Department of Home Affairs requirements. Personal advice should come from an appropriately authorised practitioner.