As we enter FY 2026/27, changes to visa processing, salary thresholds, travel restrictions and compliance obligations may affect your business if you employ international talent.
The Migration Agency (TMA) has summarised the latest immigration updates and what you need to know as an employer or HR professional:
1. Training visa process now sequential
Australia’s 407 training visa has undergone a significant procedural change. This visa is for employees undertaking a training program to build their experience or obtain licensing for their occupation. It requires a three-step process:
- the employer must become a sponsor
- the training role must be approved by the department
- the the employee’s visa application must then be approved
Employers must now secure approval for the sponsorship and the nomination before an employee can lodge a visa application, rather than submitting all three stages together.
With processing timelines for the 407 training visa taking between two and nine months, employers with staff already in Australia on other visas need to plan well ahead, since gaps in visa coverage could force an employee to leave the country while approvals are finalised.
After an increase in applications, the Department of Home Affairs is also applying closer scrutiny to training plans, checking they genuinely align with business needs and employee skills.
2. 482 visa salary thresholds rising
From 1 July 2026, salary thresholds for the 482 Skills in Demand visa increased across both the core skills and specialist streams, with the same adjustment applying to the 186 employer nominated permanent visa. The new thresholds apply only to applications lodged on or after that date.
The salary rate changes are:
- Core skills stream: $79,423
- Specialist stream: $146,576
These changes are not retrospective, but sponsors still need to monitor ongoing salary obligations for existing visa holders, as factors such as reduced hours, unpaid leave or changes to superannuation arrangements can affect compliance.
3. New travel restriction powers
Since March 2026, the Minister for Immigration has held expanded powers to restrict travel for some offshore temporary visa holders during periods of international risk or disruption. This is in response to the ongoing conflict in the Middle East. A control determination currently affects Iranian passport holders on Subclass 600 visas outside Australia, which may prevent them from being able to enter the country for a six-month period. Exemptions may be granted, but this is on a case-by-case basis.
Employers with globally mobile staff should stay alert to this, as further updates could be issued with little notice.
4. Processing delays and program numbers
Processing times remain a central planning issue for employers who want to hire and onboard international employees as part of their talent strategy.
This is what we are seeing at the moment:
Visa processing trends with the Department of Home Affairs (DOHA):
- 482 Skills In Demand visa:
- Core Skills – 50% processed in 2 months, 90% in 9 months
- Specialist – 50% in 15 days, 90% in 2 months
- 186 (employer-nominated Permanent Resident):
- Temporary Residents Transition Stream – 50% in 10 months, 90% in 14 months
- Direct Entry – 50% in 10 months, 90% in 20 months
- 186 (employer-nominated PR) – program numbers reached for 2025/2026
The 186 visa is currently taking between 10 and 18 months from application to approval, partly due to a surge in applications following eligibility changes at the end of 2024. Encouragingly, the government has lifted 186 program places from 44,000 to 58,000 for the coming financial year, an approximately 30% increase, which will hopefully address the backlog.
The 482 visa remains uncapped, with chefs and cooks, resident medical officers and motor mechanics among the most sponsored occupations.
When applying for a visa, it is important to have all documents ready, up to date and accurate at time of application, which will help prevent further delays.
5. Compliance obligations remain front and centre
Employer sanctions legislation requires businesses to verify and monitor the work rights of every employee, including Australian citizens and permanent residents as well as visa holders. The onus is on the employer to properly check work rights and ensure no one works without the correct visa or outside their visa conditions.
Failure to comply carries consequences, including fines for both the business and its directors, reputational damage, delays to future visa applications and even cancellation of sponsorship status. Employers sponsoring staff on work visas such as the 482 Skills in Demand (SID, formerly TSS) or the 407 training visa face additional obligations on top of these general requirements.
A new sponsor register is also on the way, which will publish the name of each sponsor, their ABN, postcode, number of nominations lodged and the occupation types involved, along with whether the sponsor is accredited.
Another thing to be aware of is the possibility of Border Force site visits. These officials have increased their activity in this area and have already carried out more than 100 site visits across regional Australia, with particular attention to training visa sponsors. It’s another reason why keeping accurate records and meeting notification obligations is essential in the new financial year.
Work visas and immigration: Planning ahead for employers
Some tips for more effective onboarding and management of international talent:
- Building long-term, employee-friendly visa strategies is far more effective than relying on temporary visas and rolling them over every few years.
- As an employer with an international team, factor rising government fees into hiring budgets, and consider splitting visa costs with employees where appropriate. More companies are moving to this arrangement.
- In FY2026/27, having clear, consistent policies around international transfers and crisis communication is increasingly important given ongoing global instability and staff anxiety around travel.
The Migration Agency partners with organisations to support a compliant, fair & within budget recruitment process. Contact us to navigate international hiring with confidence.
