When an Australian employer nominates an overseas worker for a Skills in Demand (subclass 482), Employer Nomination Scheme (subclass 186) or Skilled Employer Sponsored Regional (subclass 494) visa, the Department of Home Affairs checks that the worker will be paid fairly. The key test is the annual market salary rate (AMSR). Getting the AMSR wrong, or supporting it with weak evidence, is one of the most common reasons nominations are refused.
This guide explains what the annual market salary rate is, how to determine it step by step, which evidence to use (Fair Work awards, Jobs and Skills Australia data, salary surveys and job advertisements), what counts towards the salary, and how to present it in your nomination.
What is the annual market salary rate (AMSR)?
The Department describes the AMSR as the earnings an Australian citizen or permanent resident earns, or would earn, for equivalent full-time work, for one year, at the same workplace and location.
If the overseas worker’s salary is less than AUD 250,000 a year, the employer must show that:
- the AMSR has been determined correctly;
- the overseas worker will not be paid less than the AMSR, that is, not less than an Australian worker would be paid; and
- both the AMSR and the worker’s pay (excluding non-monetary benefits) are at least the relevant income threshold.
If the employer intends to pay the overseas worker less than an equivalent Australian worker, the nomination will be refused.
Income thresholds for 2026-27
| Threshold | Applies to | Nominations lodged 1 July 2026 to 30 June 2027 |
|---|---|---|
| Core Skills Income Threshold (CSIT) | 482 Core Skills stream and 186 nominations | AUD 79,423 |
| Specialist Skills Income Threshold (SSIT) | 482 Specialist Skills stream | AUD 146,576 |
| Temporary Skilled Migration Income Threshold (TSMIT) | 494 and 187 nominations | AUD 79,423 |
Thresholds are indexed every 1 July. The threshold is a minimum, not the market rate. If the market rate for the role is higher than the threshold, you must pay the market rate.
Step 1: Is there an equivalent Australian worker?
The method depends first on whether you employ an equivalent Australian worker: an Australian citizen or permanent resident who works in the same workplace, at the same location, doing equivalent work to the nominee.
An Australian worker who is more or less experienced than the nominee, or who does similar work at a different pay grade, is not an equivalent worker. If you have an equivalent Australian worker, their payslips and employment contract are the starting point, and the overseas worker must not be paid less.
Step 2: Check for an award or enterprise agreement
Next, check whether a Fair Work award, enterprise agreement, state industrial instrument or transitional instrument covers the position, and identify the correct classification level. For example, many disability and community roles are covered by the SCHADS Award, meat processing roles by the Meat Industry Award, and hospitality roles by the Restaurant Industry or Hospitality Award.
| Equivalent Australian worker | No equivalent Australian worker | |
|---|---|---|
| An industrial instrument (award or agreement) applies | AMSR is set by the instrument, or by the Australian worker’s employment documents if they are not less than the instrument | AMSR is set by the instrument, or by other relevant information if it is not less than the instrument |
| No industrial instrument applies | AMSR is set by the Australian worker’s employment documents (payslips, contract) | AMSR is set by other relevant information (market evidence) |
Why the award alone is often not enough
An award sets the legal minimum pay. Many employers in the same industry and region pay above the award, especially for experienced or skilled workers. If the evidence shows the market pays more than the award rate, a salary at the bare award minimum may not be accepted as the market rate. Use the award as the floor, and support the salary with market evidence that shows it is fair and within the market range.
Step 3: Gather market salary evidence
Where there is no equivalent Australian worker, or to show that the salary is genuinely in line with the market, the Department accepts relevant information such as:
| Evidence | What to look for | Strengths and limits |
|---|---|---|
| Jobs and Skills Australia occupation and industry profiles | Median weekly earnings for the occupation (ANZSCO code) | Official government data, but usually national and general. It may not separate by region, experience level or full-time and part-time work, so it rarely tells the whole story on its own |
| Recent job advertisements | Ads for the same or similar role, full-time, in the same region, that state the salary | Very strong evidence of what the local market actually pays. Ads must be from a national recruitment website or national print media, in English, and specify the salary |
| Remuneration surveys | Salary data from reputable sources, such as SEEK, Indeed, Jora, PayScale, Glassdoor or industry salary guides | Useful to show a salary range by role and experience, but generic market data on its own may lead to a refusal, so combine it with other evidence |
| Written advice from unions or employer associations | A letter confirming the usual pay for the role in the industry and region | Helpful where data is limited, such as niche or regional roles |
Important: the Department warns that if you provide only generic market salary data or surveys, the nomination may be refused. The strongest case uses multiple sources that point to the same salary range.
Step 4: Put the evidence together
A well-prepared AMSR submission compares the offered salary against every relevant source in one place. For example:
| Source | Annual amount (full-time) |
|---|---|
| Award classification (for example, the correct level and pay point) | Award minimum |
| Jobs and Skills Australia median earnings for the occupation | National median |
| Five to ten recent job ads for the same role in the same region | Salary range in the ads |
| Salary surveys (SEEK, Indeed, PayScale, Glassdoor and similar) | Typical range by experience |
| Equivalent Australian worker’s payslips (if any) | Actual pay |
| Salary offered to the nominee | Must be within, or above, the market range, and not below the award or the income threshold |
Explain in a short written submission why the offered salary is fair and reasonable: the award classification, the nominee’s experience, the region, and how the salary compares with each source. Keep copies of every advertisement and survey page, with dates.
What counts towards the salary?
- Base salary: the annual wage for full-time ordinary hours.
- Guaranteed overtime, penalty rates and allowances: amounts such as regular weekend or public holiday penalties, shift loadings or allowances can be counted only if they are guaranteed, that is, written into the employment contract as fixed and certain. Overtime or bonuses that may or may not happen should not be relied on.
- Superannuation: the employer’s compulsory super contribution is paid on top of the salary and is not counted towards the income threshold.
- Non-monetary benefits: benefits such as accommodation or a car are not counted towards the income threshold and must be provided in addition to it.
The employment contract must comply with Australian law
The salary and conditions in the nomination must match the employment contract, and the contract must comply with Australian workplace laws, including the Fair Work Act 2009, the National Employment Standards and any applicable award or enterprise agreement. The overseas worker must receive terms and conditions no less favourable than an Australian worker in the same role, including hours, leave, penalty rates and superannuation.
Common mistakes that lead to refusals
- Using the income threshold as the salary when the market rate for the role is higher.
- Paying at the award minimum while the evidence shows the local market pays more.
- Using the wrong award classification level for the duties and experience.
- Relying only on a generic salary website or a single source.
- Using job ads from a different region, for part-time or casual work, or for a different role.
- Counting overtime, bonuses or penalties that are not guaranteed in the contract.
- A contract that does not match the nomination, or that does not comply with the award or National Employment Standards.
Frequently asked questions
Is the award rate the annual market salary rate?
Not always. The award is the legal minimum. If there is an equivalent Australian worker or market evidence showing higher pay, the AMSR may be higher than the award.
Can I use SEEK or Glassdoor salary data?
Yes, as part of your evidence. Because the Department may refuse a nomination supported only by generic market data, combine salary surveys with recent job advertisements, Jobs and Skills Australia data and the award.
Can overtime be included in the salary?
Only if it is guaranteed in the employment contract. Non-guaranteed overtime, bonuses or commissions should not be relied on to meet the threshold.
Does the AMSR apply if the salary is over AUD 250,000?
No. If the annual salary is AUD 250,000 or more, the employer does not need to show the AMSR, although other nomination requirements still apply.
Get help with your nomination
Sleek Migration is led by Dr Majid Panahandeh Fard, Registered Migration Agent (MARN 2418637). We prepare AMSR evidence, salary submissions and award-compliant employment contracts for 482, 186 and 494 nominations, including under labour agreements and DAMA. Read also our guides to NDIS provider sponsorship and sponsoring meat workers.
Contact us: 2703/31 A’Beckett Street, Melbourne VIC 3000 | info@sleekmigration.com | Book a consultation
Source: Department of Home Affairs, Salary requirements to nominate a worker. This article is general information only and is not legal or migration advice. Income thresholds and requirements change regularly. Information checked November 2026.