FY2025/26 Immigration Checklist: Is Your Business Ready to Hire and Sponsor Overseas Talent?
The start of the financial year in Australia (1 July) also marks the beginning of the new Migration Program Year. For businesses relying on skilled migration, it's the ideal time to reassess your immigration strategy to ensure it's not only compliant but also aligned with your hiring and growth plans.
📘 Download Our Free FY2025/26 Employer Immigration Strategy Guide Get a clear, actionable checklist to help your business stay compliant and plan ahead for sponsoring overseas workers. Click here to download the free guide.
What's New in FY2025/26?
1. Immigration and Citizenship Fee Increases
From 1 July 2025, the Department of Home Affairs has applied indexed increases of approximately 3% across most visa and citizenship application fees. Here are some key changes:
Subclass 482 (SID) now $3,210 (up from $3,115)
Subclass 186 (Employer Nomination Scheme): now $4,710 (up from $4,640)
Citizenship by Conferral: now $550 (up from $530)
Businesses must update their budgets to accommodate these higher costs.
2. Salary Thresholds Tied to AWOTE
From FY2025/26, the minimum salary requirement for employer-sponsored visas is indexed annually based on the Average Weekly Ordinary Time Earnings (AWOTE). The new threshold is:
$76,515, up from $73,150 last year.
This means businesses must plan ahead for annual salary increases when considering long-term sponsorships. If an Award wage applies to a role and is higher than AWOTE, then the Award rate must be paid.
A Strategic Checklist for Employers
1. Know the Evolving Visa Landscape
Visa processing times Skills in Demand (SID) visas are in flux. Plan ahead and allow for up to 12 week timelines when considering new hires.
There is also growing scrutiny of SID visa applications. Employers must now demonstrate:
Market rate salaries are genuine and competitive
The position aligns accurately with nominated ANZSCO codes
The business is financially capable of supporting the sponsorship
Due to this heightened scrutiny, we strongly recommend engaging expert immigration lawyers who can address these concerns thoroughly and ensure a strong application.
2. Align Immigration with Workforce Planning
Identify which upcoming roles may require sponsorship.
Cross-reference roles with the Core Skills Occupation List (CSOL) to confirm eligibility.
Integrate visa planning early in your hiring strategy, much like you would salary planning or headcount projections.
3. Understand the Full Cost of Sponsorship
Sponsorship costs go beyond application fees. Factor in:
Legal and advisory fees
Health cover and relocation expenses
Internal HR and compliance time
Use a total cost calculator to inform finance and HR teams.
4. Assess Your Sponsorship and Compliance Framework
Is your Standard Business Sponsorship up to date?
Do employment contracts reflect updated salary thresholds and ANZSCO codes?
Are your Labour Market Testing (LMT) practices aligned with future hiring plans?
Also consider:
Automating right-to-work and VEVO checks
Transitioning from manual tracking to digital compliance systems
5. Streamline Your Approach
To improve processing times and minimise administrative friction, consider applying to become an Accredited Sponsor. This status allows:
Priority processing of sponsorship and nomination applications
Streamlined document requirements
6. Educate and Empower Your Teams
Ensure HR and hiring teams:
Understand visa types and their specific conditions
Know their compliance responsibilities
Can identify risks and red flags early
Running internal training or visa policy refreshers can help ensure consistency.
7. Stay Informed
Subscribe to migration law updates
Attend webinars and legal briefings
Include immigration in leadership-level discussions
Appointing a dedicated internal visa lead can connect legal, HR, and operational needs.
Let's Set You Up for Success in FY2025/26
Immigration settings are changing rapidly. With the new Migration Program Year underway, there’s never been a better time to get your systems in order.
At One Planet Migration, we help Australian businesses strategically plan and streamline their sponsorship and immigration processes. Whether you're just getting started or want a health check of your current setup, we’re here to help.
💼 Book your free strategy call today and gain clarity on your immigration roadmap for the year ahead.
Simplifying Immigration, Connecting Humanity
Note: The information provided in this article is meant for general informational purposes only and should not be interpreted as legal advice. Although we strive to provide accurate and useful information, the nuances of Australian immigration law demand personalised advice from legal professionals. Given the dynamic nature of migration regulations, it is essential to consult with experienced immigration experts for up-to-date insights tailored to your individual circumstances. We strongly advise seeking professional guidance to navigate the complexities of Australian immigration law effectively and to achieve the most favorable outcomes for your immigration journey.
FAQs
Q: What is AWOTE and how does it impact sponsorship? A: AWOTE stands for Average Weekly Ordinary Time Earnings. From FY2025/26, employer-sponsored visa salary thresholds are indexed to this figure and will update annually.
Q: What are the new visa fees from 1 July 2025? A: Visa application fees have increased by around 3%. For example, the Subclass 186 visa is now $4,710, up from $4,640.
Q: Why is the SID visa under more scrutiny? A: Immigration is focusing on market rate salaries, job genuineness, and business financial capacity to prevent misuse. Thorough documentation is key.
Q: What are the benefits of becoming an Accredited Sponsor? A: Faster processing, fewer document requirements, and streamlined renewals.
Q: How can I stay updated on immigration changes? A: Subscribe to legal updates, attend industry webinars, and book regular reviews with your immigration advisor.
