The Skills in Demand (subclass 482) visa: streams, eligibility and the employer process

The Skills in Demand visa is now Australia’s main temporary employer-sponsored visa for skilled workers. It can be an effective response to a genuine skills shortage, but it is not simply a matter of finding an occupation on a list. The business, the position, the salary and the applicant must each satisfy a separate set of requirements.

The subclass 482 Skills in Demand (SID) visa replaced the Temporary Skill Shortage framework for new applications on 7 December 2024. It allows an approved employer to sponsor a suitably skilled person to work in a genuine full-time position, generally for one to four years. Hong Kong passport holders may be granted up to five years. Eligible family members may be included and can generally work and study in Australia.

In practice, a 482 matter has three connected parts: sponsorship, nomination and the visa application. Some employers already hold standard business sponsorship approval, in which case the first stage does not need to be repeated. The nomination is the employer’s application for the position and proposed worker. The visa application is the worker’s application based on their skills, experience, English, health and character.

A useful starting point: Do not select the occupation from the employee’s job title alone. The Department looks closely at the actual duties, the skill level of the role, the business context and any occupation-specific caveats.

The three SID visa streams

The appropriate stream is determined by the occupation, the nominated earnings and, for the Labour Agreement stream, the terms of the relevant agreement. It is not always a free choice for the employer.

Stream	Occupation requirement	Salary setting	Visa period
Core Skills	Occupation must be on the current Core Skills Occupation List and satisfy any caveats.	At least AUD 79,423, and not below the Annual Market Salary Rate.	Usually one to four years
Specialist Skills	Occupation must fall within ANZSCO Major Group 1, 2, 4, 5 or 6 and satisfy applicable restrictions.	At least AUD 146,576, and not below the Annual Market Salary Rate.	Usually one to four years
Labour Agreement	Occupation and access must be authorised by an approved labour agreement.	Standard rules or an approved concession, as specified in the agreement.	Up to four years, subject to the agreement

1. Core Skills stream

The Core Skills stream is the pathway most employers will use. The nominated occupation must appear on the current Core Skills Occupation List (CSOL), which is based on the 2022 version of ANZSCO for subclass 482 purposes. The position must also avoid any caveat attached to that occupation. Caveats may relate to the duties, the type or size of business, the work setting or the salary.

For nominations lodged between 1 July 2026 and 30 June 2027, both the nominee’s guaranteed annual earnings and the Annual Market Salary Rate must be at least AUD 79,423. The higher of the market rate and the income threshold is the practical minimum.

2. Specialist Skills stream

The Specialist Skills stream is aimed at higher-paid roles. It is available for occupations within ANZSCO Major Groups 1, 2, 4, 5 or 6, subject to applicable restrictions. This means it does not cover trades workers, machinery operators and drivers, or labourers in Major Groups 3, 7 and 8.

For nominations lodged between 1 July 2026 and 30 June 2027, the nominated earnings must be at least AUD 146,576 and no less than the Annual Market Salary Rate. Where an occupation falls within an eligible major group and the nominated earnings meet the Specialist Skills Income Threshold, the nomination is generally made in the Specialist Skills stream, even if the occupation also appears on the CSOL.

3. Labour Agreement stream

The Labour Agreement stream is used where an employer has access to an agreement with the Australian Government. This may be an industry labour agreement, a Designated Area Migration Agreement (DAMA), or a company-specific labour agreement. It is intended for demonstrated workforce needs that cannot be met through the standard program.

A labour agreement may provide access to additional occupations or approved concessions relating to salary, English, work experience or age for a later permanent visa. Concessions are not automatic. The wording of the particular agreement controls the occupation, number of positions, location and eligibility criteria.

Applicant eligibility

The visa applicant must satisfy the common criteria and the criteria for the relevant stream. Although every case turns on its evidence, the principal requirements are as follows.

• Approved nomination:

The applicant must be nominated for an eligible occupation and the nomination must be approved and remain in effect when the visa is decided.

• Skills and qualifications:

The applicant must have the skills, qualifications and employment background needed to perform the nominated occupation. The evidence should address the actual duties and skill level, not simply repeat a position title.

• Relevant work experience:

For the Core Skills and Specialist Skills streams, the applicant generally needs at least 12 months of full-time equivalent work in the nominated occupation or a related field during the five years before application. The work may be full-time, part-time or casual and does not need to be continuous, but part-time and casual periods must add up to the full-time equivalent.

• English language:

Unless an exemption applies, applicants in the Core Skills and Specialist Skills streams must meet the prescribed English standard. For a test taken on or after 13 September 2025, the IELTS benchmark is 5.0 in each component. Equivalent scores apply to other approved tests. Common exemptions include eligible passport holders from Canada, New Zealand, Ireland, the United Kingdom and the United States, as well as certain applicants with five years of qualifying English-medium study.

• Skills assessment:

A mandatory skills assessment applies to specified occupations and passport cohorts. Where mandatory, the assessment must generally have at least been commenced before the visa application is lodged. The Department may also request a skills assessment in another case.

• Registration or licensing:

If the occupation is regulated, the applicant must be able to obtain the required Australian registration, licence or membership. Medical practitioners have specific recognition requirements.

• Health, character and insurance:

The applicant and relevant family members must satisfy health and character requirements. The visa holder must maintain adequate health insurance unless an applicable reciprocal health care arrangement is accepted.

There is no general age limit for the subclass 482 visa. Age can, however, become important if the applicant intends to pursue permanent residence later.

The employer process, step by step

The strongest applications are planned from the position outward. Starting with the proposed employee and trying to make the business documents fit afterwards often creates inconsistencies.

1. Define the role and select the occupation

The employer should confirm why the position is required, where it sits in the organisation, who it reports to, the day-to-day duties, the work location, salary and required qualifications. The selected ANZSCO occupation must reflect the substance of the role. For Core Skills occupations, the employer must also check every applicable caveat in the current occupation instrument.

2. Obtain or confirm sponsorship approval

An employer using the Core Skills or Specialist Skills stream generally needs to be an approved standard business sponsor. The business must be legally established and actively operating, and there must be no disqualifying adverse information. Standard business sponsorship approval generally lasts five years. An employer can lodge a nomination after submitting its sponsorship application, but the sponsorship must be approved before the nomination can be approved.

3. Complete labour market testing

Unless an exemption applies, the position must be advertised in Australia in at least two advertisements with national reach. Applications or expressions of interest must be accepted for at least four weeks, and the testing must usually occur within the four months ending on the day the nomination is lodged. The advertisement must be in English and include the position title or description, required skills or experience, and the sponsor’s name or recruitment agency’s name. Salary must be stated if the intended annual earnings are below AUD 96,400. Evidence of the advertisements should be preserved in the form in which they appeared, including publication and closing dates.

4. Set the salary and determine the market rate

The employer must identify the Annual Market Salary Rate for equivalent full-time work at the same workplace and location. If an equivalent Australian worker exists, their industrial instrument and employment records are central. If there is no equivalent worker, the employer will usually rely on an applicable award or enterprise agreement, credible salary data, comparable national job advertisements, remuneration surveys, and advice from an employer association or union where appropriate. Generic salary websites without a clear methodology are rarely persuasive on their own.

Salary trap: The CSIT and SSIT are thresholds, not prescribed salaries. The nominated worker must receive at least the relevant threshold and at least the properly determined market rate. Mandatory superannuation and benefits such as a car or accommodation should not be used to lift a cash salary to the threshold.

5. Prepare and lodge the nomination

The nomination identifies the worker, occupation, stream, work locations, proposed visa period and remuneration. It must establish that the position is genuine and full-time, that the duties include a significant majority of the ANZSCO tasks, and that the nominee’s qualifications and experience are commensurate with the occupation. A signed employment contract and coherent evidence of the business need should accompany the application. The employer must pay the applicable Skilling Australians Fund levy and nomination charge. These sponsorship-related costs cannot lawfully be transferred to the worker.

6. Lodge the visa application

The visa application may generally be lodged once the nomination has been submitted, using the nomination transaction reference number. It does not always have to wait for nomination approval. However, the visa cannot be granted unless the nomination is approved and remains in effect. Lodging both applications together may save time, but it also means the applicant incurs visa costs before the nomination outcome is known.

7. Meet post-grant obligations

The visa holder must usually begin employment within 90 days of arriving in Australia, or within 90 days of visa grant if already in Australia. The worker must ordinarily work in the nominated occupation for the sponsoring employer or an associated entity, subject to limited occupational exemptions and the rules applying after employment ceases. The sponsor must comply with its ongoing obligations, including record-keeping, notification, equivalent employment terms, cooperation with inspectors, and restrictions on recovering sponsorship and recruitment costs.

What happens if employment ends?

A subclass 482 visa does not automatically end on the last day of employment. Under current condition 8607 settings, a primary visa holder who ceases sponsored employment generally has up to 180 consecutive days at a time, and no more than 365 days in total over the visa period, to find another sponsor, apply for another visa or depart Australia. Work for another employer may be permitted during that cessation period.

Although short-term work may be permitted during the cessation period, a new employer will normally need an approved nomination before the visa holder can continue sponsored employment with that business. If the person will change occupation, a new nomination and a new visa application may be required. Because the exact position depends on the visa conditions and timing, advice should be obtained promptly when employment ends or a transfer is proposed.

Common problems that delay or undermine an application

Occupation chosen by title rather than duties. A familiar job title can conceal a materially different role. The business evidence, contract, advertisement and applicant’s experience must all point to the same occupation.

• Generic or copied position duties. Duties should reflect what the employee will actually do in that business. A list copied from ANZSCO without business context often weakens the genuine position assessment.
• Defective labour market testing. A missing business name, short advertising period, unsuitable platform or nomination lodged after the testing window can require the employer to advertise again.
• Treating the income threshold as the market salary. A role may require a salary above the Core Skills Income Threshold (CSIT) or Specialist Skills Income Threshold (SSIT) because comparable Australian workers are paid more.
• Counting superannuation towards the threshold. The guaranteed earnings figure should be checked carefully. Mandatory superannuation does not cure a base salary below the threshold.
• Weak work experience evidence. A reference letter should usually be supported by objective records such as payslips, tax documents, bank credits or social insurance records, especially where the employer is overseas or has closed.
• Assuming a 482 visa guarantees permanent residence. Many holders may later become eligible for the subclass 186 Temporary Residence Transition stream, but permanent residence is a separate application with its own age, English, employment and nomination requirements.

Frequently asked questions

Can a person apply from inside Australia?

Yes. An applicant can generally apply in or outside Australia. A person applying in Australia must hold an eligible substantive visa or a Bridging visa A, B or C and must also consider any other onshore application restrictions.

Does the employer need to wait for sponsorship approval before nominating?

The nomination can generally be lodged after the standard business sponsorship application has been submitted. The sponsorship must be approved before the nomination can be approved.

Can the worker change employer without applying for a new 482 visa?

Often a new employer can lodge a nomination for a worker who already holds a valid 482 visa. A new visa application may not be necessary if the occupation is unchanged, but the worker should not assume they can commence with the new sponsor before the nomination requirements are met. A change of occupation usually requires a new visa application.

Is there a pathway to permanent residence?

Potentially. Many 482 holders may later qualify for employer-sponsored permanent residence, including through the subclass 186 Temporary Residence Transition stream. The 482 visa does not guarantee that outcome, and future eligibility should be assessed before accepting the role if permanent residence is an important objective.

A practical final view

The SID visa is more flexible than the former TSS framework in several respects, including the shorter one-year work experience requirement and broader access to four-year visas. Even so, the quality of the employer’s preparation remains decisive. A strong matter has a genuine business role, a defensible occupation, compliant recruitment, a properly evidenced market salary and an applicant whose experience matches the work to be performed.

At Align Law, we assist employers and skilled workers with occupation strategy, labour market testing, standard business sponsorship, nomination and visa applications, as well as longer-term permanent residence planning. Early advice is particularly useful where the occupation is subject to a caveat, the business structure is complex, the proposed salary is close to a threshold, or the applicant’s experience is spread across several employers.

Important: This article provides general information only and is current as at 2 September 2026. Migration law and policy change regularly. Advice should be obtained on the facts of the proposed position and applicant before an application is lodged.

Sources and legal framework

Department of Home Affairs: Skills in Demand visa (subclass 482)

Department of Home Affairs: Salary requirements to nominate a worker

Migration Act 1958, including sections 140GB and 140GBA

Migration Regulations 1994, including regulations 2.72 and 2.73 and Schedule 2

Migration (Specification of Occupations – Subclass 482 Visa) Instrument 2024

Migration (English Language Test Requirements for Subclass 482 Visas) Instrument 2025

Labour market testing instrument, LIN 18/036

Mandatory skills assessment instrument, IMMI 18/039