Skills in Demand Visa
(Subclass 482)

01 / The essential context

What is the Skills in Demand visa?

The Skills in Demand (SID) visa, subclass 482, allows an approved Australian employer to sponsor a suitably skilled overseas worker for a nominated position when the employer cannot find an appropriately skilled Australian worker. It is a temporary visa with different streams intended for different sponsorship and workforce circumstances.

On 7 December 2024, the Skills in Demand framework replaced the Temporary Skill Shortage (TSS) program for new applications under subclass 482. The subclass number continued, but the stream structure and a number of eligibility settings changed. This distinction matters because older web pages and application checklists frequently use the superseded TSS Short-term and Medium-term stream names. Those historical terms may still be relevant when explaining a pre-reform visa or application, but they should never be confused with the current application routes.

The visa is not a general job-search permit or an independently granted work visa. The sponsoring business and nominated position are central to the process. Applicants also need to satisfy the requirements that apply to their stream, including skills, relevant experience, English proficiency where required, and health and character standards.

Typically, the visa permits a stay of up to four years. Certain Hong Kong passport holders may have a stay of up to five years. The grant period and specific conditions are determined by the applicable criteria and the visa grant decision. Holding a subclass 482 visa does not itself grant permanent residence.

02 / Choosing the correct route

Three current streams — and why they matter

The SID framework operates through three principal streams. They differ in occupational scope, salary rules and the type of employer arrangement relied upon. Applicants should identify the applicable stream before assembling documentation, because submitting evidence for the wrong route can waste time and create confusion.

Core Skills stream

For Core Skills, the nominated occupation must be on the applicable Core Skills Occupation List. The existence of an occupation title somewhere in ANZSCO does not automatically make it eligible. The duties, skill level, nominated position and occupation description must align with relevant requirements. The employer must also satisfy the applicable salary rules. A worker can be highly qualified yet still be ineligible if the specific nominated occupation or sponsorship arrangement is not eligible.

Specialist Skills stream

The Specialist Skills stream focuses on eligible nominated positions within specified ANZSCO major groups. Home Affairs currently identifies major groups 1, 2, 4, 5 and 6 for this stream, and the nominated salary must meet the specialist threshold. Not every occupation qualifies merely because its salary is high: the occupational grouping and other applicable criteria still matter.

Labour Agreement stream

Some employers recruit through a negotiated labour agreement, including certain designated area or industry arrangements. An agreement may specify eligible occupations and, where legally allowed, different requirements or concessions. The terms are not universal. An applicant should not assume an exception seen in another company’s agreement also applies to their prospective employer.

03 / Eligibility framework

What applicants and employers must establish

Eligibility is assessed across the sponsoring employer, nominated role and individual visa applicant. These assessments interact, but are not interchangeable. A strong applicant cannot cure an ineligible nominated position; likewise, an eligible position does not remove the worker’s personal visa requirements.

Employer and nomination

The employer generally needs approved sponsor status or another valid basis for sponsorship. The employer must identify a genuine position, nominate the worker in an appropriate stream and comply with applicable obligations. A nomination may require information about the duties, occupation classification, salary, business operations and labour market testing or any applicable exemption. Employers should obtain professional assistance if their proposed arrangements involve complex agreement concessions or unusual occupational circumstances.

Skills and work experience

Applicants must possess the skills required to perform the nominated role. Current SID guidance generally requires at least twelve months of relevant work experience in the nominated occupation or a related field, but the exact evidence rules, recognition of experience and any applicable exemptions must be checked for the particular stream and circumstances. Certain occupations require a formal skills assessment, licensing or professional registration. Experience should be supported by credible independent evidence, not only a self-written description.

English-language requirements

English standards depend on the visa rules and possible exemptions. Test type, component score, test date and exemptions all matter. An overall test score cannot always substitute for required individual component scores. Applicants should confirm the currently accepted tests and English settings before booking an examination, particularly if relying on a previously completed test.

Health, character and immigration history

Applicants and included family members may need health examinations, police certificates and other evidence. Previous refusals, cancellations, compliance problems or incorrect information can affect the assessment. Applicants in Australia must consider their present visa status and any restrictions before lodging a further application. Nothing in this guide should be read as confirming that someone can lawfully remain in Australia while a sponsorship or nomination is pending.

04 / Verified 2026–27 figures

Income thresholds, market salary and visa charges

Australia indexes important skilled visa income thresholds annually. For nominations lodged from 1 July 2026 through 30 June 2027, the published Core Skills Income Threshold (CSIT) is AUD 79,423 and the Specialist Skills Income Threshold (SSIT) is AUD 146,576. The Temporary Skilled Migration Income Threshold (TSMIT), relevant to certain other employer-sponsored categories including subclass 494, is AUD 79,423 for the same period.

These figures are not automatic approval salaries. An employer must also comply with the applicable annual market salary rate (AMSR) requirements. In relevant cases, both the market rate and the worker’s guaranteed annual earnings must meet the operative threshold, with relevant treatment of non-monetary benefits. The proper test is not merely whether an offer letter contains a number above the published threshold. The correct nomination date, occupation and legal salary methodology matter.

The official subclass 482 listing currently displays a standard visa application charge starting at AUD 4,015, with limited concessions, including certain qualifying Pacific Island and Timor-Leste citizenship cases introduced from 1 July 2026. Family members, English tests, health checks, police certificates, skills assessments and professional services can create additional costs. Government application charges and external costs should never be presented as one universal fixed total.

Always verify the current amount using the Home Affairs Visa Pricing Estimator before lodging. A figure that applied to an old Temporary Skill Shortage stream should not be reused for a current SID application.

05 / Preparing documentation

Evidence checklist: what a strong application file needs

The precise document list is determined by the applicant’s stream, nationality, occupation, employer and family circumstances. The items below are a preparation checklist rather than a substitute for the document instructions presented in the official application system.

• Current passport and identity evidence
• Relationship and family documents, where relevant
• Employer sponsorship and nomination details
• Position description and occupation mapping
• Employment references with duties and dates
• Payroll records, contracts or tax evidence as appropriate
• Qualifications, transcripts and relevant licenses
• Skills assessment, if required
• English-language evidence or documented exemption
• Health insurance evidence where required
• Police certificates and character declarations
• Accurate translations and certified documents as required

Employment references should be detailed and truthful, and should be consistent with independent supporting records. A generic letter describing only a job title may be insufficient to substantiate relevant duties and experience. Applicants should also make sure dates align across their CV, reference letters, qualification history and immigration submissions.

Some licensing bodies and skills-assessing authorities have criteria separate from the visa regulations. A successful skills assessment or occupational registration does not automatically mean the person has met every subclass 482 visa requirement. Conversely, not every applicant is required to obtain the same type of assessment.

06 / Application sequence

How the application generally works

The process involves employer-side and applicant-side activity. The appropriate sequence may differ depending on sponsorship status, agreement arrangements and whether applications are already in progress. The following represents a common conceptual pathway rather than a universal legal checklist.

Step 1: Check the employer’s position

Confirm whether the sponsor is eligible and which stream supports the proposed position. Assess the occupation, actual job duties, salary rules, employer arrangements and any applicable labour market testing. If a labour agreement is involved, identify the agreement provisions before making assumptions about concessions.

Step 2: Prepare the nomination

The sponsoring employer prepares the required nomination information. The proposed salary, role and occupation must be documented accurately. An employer should avoid describing a generic or artificial position that does not reflect the genuine work to be performed.

Step 3: Assemble applicant evidence

The prospective worker reviews skills, work history, English requirements, health, character and family documents. If a skills assessment or professional license is mandatory, allow for the relevant assessment process. Translating or preparing records only after lodgement can produce unnecessary complications.

Step 4: Lodge a valid application

Applications are generally handled in the Australian Government’s ImmiAccount system. Check the current instructions and the relevant nomination transaction references, application charges, documentary uploads and location-specific restrictions. An Expression of Interest under the points-tested skilled migration system is not a substitute for the subclass 482 sponsorship and nomination pathway.

Step 5: Respond to requests and check the grant

Home Affairs may request additional evidence, examinations or clarification. Processing times vary and government processing statistics describe recently decided cases rather than a promised personal deadline. If granted, read the visa grant notice and check conditions using VEVO. Do not rely on a generalized blog summary of permitted work or residence conditions.

07 / After a grant

Work rights, travel and ongoing conditions

Subclass 482 visa holders generally work in the nominated occupation for the relevant sponsoring employer or permitted associated entity, subject to their conditions and applicable exceptions. Sponsor changes, employment interruptions and changes of nominated occupation can affect visa obligations and may require new sponsorship or nomination steps. Do not assume that holding a valid subclass 482 visa gives unrestricted access to any job in Australia.

The visa generally permits travel in and out of Australia while valid. Time outside Australia does not extend the visa’s grant period. Eligible family members may be able to join the primary visa holder and can have work and study rights subject to their conditions. All applicants and family members must comply with Australian law and the conditions of their own grants.

Workers in Australia are protected by relevant workplace laws. An employer cannot disregard minimum employment conditions simply because the worker needs visa sponsorship. The Fair Work Ombudsman provides information about employee entitlements and reporting concerns.

08 / Planning beyond the temporary visa

Is there a route to permanent residence?

A subclass 482 visa can be part of a longer employer-sponsored migration strategy, but a permanent outcome is never automatic. Depending on the worker’s age, experience, English proficiency, occupational eligibility and employer circumstances, the Employer Nomination Scheme subclass 186 may be relevant. Its Temporary Residence Transition and Direct Entry routes have different criteria, and applicable rules must be assessed at the time of a new nomination and application.

Some applicants may also consider regional employer-sponsored pathways such as subclass 494, or points-tested pathways such as subclasses 189, 190 and 491. These are separate programs, each with independent eligibility rules; holding a 482 visa does not guarantee an invitation, nomination or grant in those categories.

It is sensible to evaluate potential permanent residence planning early, especially where age limits, state nomination priorities or a career change could affect future options. However, long-term planning should never misrepresent a potential pathway as an existing entitlement.

09 / Common avoidable problems

Errors applicants and employers should avoid

Using a superseded stream: A TSS Short-term or Medium-term guide written before December 2024 is not a reliable checklist for a new SID application. Confirm the current stream names and requirements.

Confusing the salary threshold with the complete salary test: The income threshold is not always the only remuneration requirement. The annual market salary rate must be examined where applicable.

Assuming all work experience counts: The duties and relevance of work experience matter, not just the number of years printed on a CV.

Ignoring occupational licensing: Visa eligibility and permission to work in a regulated occupation can involve different authorities and evidence.

Relying on outdated fixed charges: Charges and thresholds change. Use the official estimator and verify the operative nomination and application dates.

Treating PR as guaranteed: Subclass 186 and other pathways require distinct criteria and decisions. Prepare a realistic alternative plan.

10 / Questions applicants ask

Frequently asked questions

Verified research note · 23 October 2026

Choosing among the three Skills in Demand streams

Start with the sponsor and the actual occupation, not with the candidate’s preferred visa name. Core Skills is linked to the applicable occupation list and its income threshold; Specialist Skills has a defined set of ANZSCO major groups and a higher income threshold; Labour Agreement cases are controlled by the terms of the employer’s approved agreement.

For 2026–27 nominations, the Core Skills Income Threshold is AUD 79,423 and the Specialist Skills Income Threshold is AUD 146,576. The Annual Market Salary Rate test is a separate statutory check where applicable. Pay composition, genuine duties, any licensing conditions, sponsor approval and the worker’s actual experience all matter.

Do not equate an invitation to interview, a contract offer, an approved employer nomination and the grant of a visa. These are different stages. Publish the salary period and a primary source with every numerical threshold; retain a review date because the figures are indexed annually.

Official primary sources: Official salary requirements · Employer-sponsored visa comparison

General information only; check current Australian visa laws and obtain individual professional advice where appropriate.

11 / Source register

Official government information

The following authorities formed the editorial evidence base for this preview. Links should be rechecked on publication and whenever rules change.

1. Home Affairs: Skills in Demand visa, subclass 482 — current streams, eligibility, duration and base charge.
2. Home Affairs: Core Skills stream — stream-specific eligibility.
3. Home Affairs: Specialist Skills stream — occupation groups and threshold.
4. Home Affairs: Labour Agreement stream — agreement-based sponsorship.
5. Home Affairs: salary requirements to nominate a worker — 2026–27 CSIT, SSIT and market salary obligations.
6. Federal Register of Legislation — Migration Act, Migration Regulations and relevant legislative instruments.

Editorial reference date: 21 October 2026 · Release state: editorial prototype · Qualified prepublication compliance review not yet completed.