If you’re considering working in Australia with employer sponsorship in 2025, you might have noticed there’s a fair bit of change in the air. Honestly, it’s a bit of a shifting landscape — some rules are tweaked, new visa streams introduced, and salary thresholds rising. But don’t worry — I’ll walk you through what’s new (and what’s stayed the same), and how you can apply (or get sponsored) under the new rules. Let’s dive in.
What’s Different in 2025?
Over the past couple of years, Australia has been gradually rolling out major reforms in its immigration & sponsorship framework. Some of these already kicked in (late 2024) and others take effect more fully in 2025.
Here are the headline changes you should know:
1. Introduction of the Skills in Demand (SID) visa, replacing the old TSS (482) regime
As of 7 December 2024, the old Subclass 482 Temporary Skill Shortage (TSS) visa framework has been replaced by the Skills in Demand (SID) visa.
In short: the SID visa preserves the employer sponsorship model but reorganises streams, refines experience requirements, and offers more flexible pathways to permanent residence.
Some of the key shifts under SID include:
- Work experience requirement reduced: Where TSS often demanded two years’ full-time work experience, many SID streams allow just one year (or equivalent part-time) within a recent timeframe.
- Occupation lists reworked: The new “Core Skills Occupation List” (CSOL) guides which roles are eligible under the core streams of SID.
- Maintained distinction for high-paid specialists: If your salary is high (above a threshold), you might have more flexibility regarding occupation restrictions under the “specialist” component.
- Better linking for permanent residency (PR): SID visa holders are eligible to transition to permanent employer-sponsored visas (e.g. Subclass 186) under clearer conditions.
So in sum: “SID” is not a totally different system but an evolved one. If you were eyeing 482 before, you need to now think in terms of SID.
2. Higher salary / income thresholds (from July 1, 2025)
One of the bigger changes is the increase in the minimum salary (or “income threshold”) that employers must offer to sponsored workers. As of 1 July 2025:
- The Core Skills Income Threshold (CSIT) rises from AUD 73,150 to AUD 76,515.
- The Specialist Skills Income Threshold (SSIT) moves from AUD 135,000 to AUD 141,210.
- The TSMIT (Temporary Skilled Migration Income Threshold) also gets adjusted in line with CSIT for relevant visas.
For you, that means: if your nomination (job offer) is lodged on or after July 1, 2025, you must meet the new salary floors (or the market salary rate, whichever is higher). If your application was lodged before that date, the old thresholds may apply.
To be fair, this is a challenge for many applicants — if your current offer is lower, you’ll need to renegotiate or seek a higher-paying role.
3. Changes in sponsorship obligations & mobility
Some of the “rules of the road” for employer sponsors have also shifted:
- The sponsorship obligations (for example, ensuring that the worker continues in the nominated occupation) now end when the worker ceases employment with the original sponsor rather than when they find a new employer.
- Visa holders under SID (and legacy TSS where relevant) get 180 days (instead of 60 days) to find a new sponsor after leaving their employer, and a total cap of 365 days across the visa life to do so.
That extra breathing room is good — it gives you more flexibility and reduces pressure when your job situation changes.
4. Stability in permanent migration allocations
One positive is that the Australian Government has confirmed the Permanent Migration Program size for 2025–26 will remain at 185,000 places — same as in 2024–25.
Also, the government reaffirmed that skilled/employer-sponsored streams remain a priority.
That means demand for skilled talent is still high — your chances are good, if you meet criteria.
How to Apply (or Get Sponsored) Under the 2025 Framework
Okay, so the changes are now clearer. But how do you actually go about applying (or finding a sponsor) under the new system? Here’s a step-by-step guide — with tips and pitfalls.
| Step | What You Do | Key Points / Tips |
|---|---|---|
| 1. Find an eligible employer (or job offer with sponsorship) | You need a company willing to sponsor you. | Look for firms that already have sponsorship history. Be clear in your CV/cover letter that you’re seeking a role with visa support. |
| 2. Employer becomes a sponsor (Standard Business Sponsor—SBS) | The employer must apply to be a registered sponsor. | They’ll need to show their ABN, business records, that they’re operating lawfully, financials, payroll history, etc. ( |
| 3. Nominate the position / role | The sponsor nominates the specific job (you) under an eligible occupation. | The position must align with the occupation list (CSOL or specialist) and meet salary thresholds. Also must show labour market testing (advertise locally) in many cases. |
| 4. You (the worker) lodge the visa application | Submit your personal documents, skills, health, character proofs. | Provide qualifications, English test, policing records, skills assessment, etc. |
| 5. Wait for processing, approval, move | After nomination + visa approval, you can relocate (or transition if in Australia). | Processing times differ depending on stream (core vs specialist) and backlog. |
| 6. (Optional) Transition to permanent residence | After qualifying period, apply for an employer-sponsored PR visa, e.g. subclass 186 (ENS). | Usually, 2 years of work in the nominated role in Australia is required (among other criteria). Under new rules, that work can be with previous or different employers. |
Some additional tips to boost your odds (because yes, competition is real)
- Make sure your occupation is on the right list (CSOL or specialist) for your intended stream.
- Ensure your salary offer meets the new thresholds (or the market rate) especially if applying after mid-2025.
- Be honest and clean in your documents — gaps, discrepancies, or forged claims lead to refusal.
- Choose your sponsor wisely — ones with prior positive record are safer.
- Apply early (before July 1, 2025) if you can — the old thresholds may still benefit you.
- Keep track of deadlines and transitional rules: some applications in progress may be grandfathered under older rules.
What Hasn’t Changed / What Remains Similar
To balance things out, here are some parts of the sponsorship system that remain more or less similar to before:
- You still need to meet health, character, and English language requirements (same as always).
- The concept of employer nominating roles and sponsoring remains fundamental.
- The link to permanent residency for employer-sponsored visas still exists (though stronger under SID).
- The government’s continued focus on skilled migration; the demand for talent in sectors like IT, healthcare, construction, regional services remains steady.
So, in many ways, the system is evolving, not entirely rewriting itself.
What to Watch Out For & Common Pitfalls
- If your nomination is lodged after 1 July 2025, you must satisfy the new income thresholds — there’s no leeway.
- If your occupation is not on the CSOL or specialist list, you might struggle to find a sponsoring pathway.
- Delays and backlogs: legacy TSS applications and SID cases are creating some processing pressure.
- Some sponsors try to exploit or misrepresent roles — be cautious and check contract terms carefully.
- Changing employers too frequently may raise red flags — use the allowed 180 days carefully.
Your Action Plan
So where do you go from here?
- Check if your occupation is eligible under the CSOL or specialist streams.
- Negotiate a higher salary if your current offer is low relative to the new thresholds.
- Approach employers who sponsor or already have migrant staff.
- Submit your nomination before July 2025, if possible — to take advantage of older thresholds (if that’s favorable).
- Monitor your timeline — don’t lose track of the 180 days to find a new employer if your job ends.
If you like, I can prepare a version specifically geared for Indian applicants (documents, costs, timelines). Would you like me to do that?
FAQ
1. What is the Skills in Demand (SID) visa?
It’s the updated employer-sponsored visa regime that replaces Subclass 482 (TSS). It offers new streams, reduced work experience requirements, and clearer pathways to PR.
2. When do the new salary thresholds take effect?
From 1 July 2025, the increased thresholds (e.g. CSIT = AUD 76,515, SSIT = AUD 141,210) will apply to new nomination applications.
3. What if my visa nomination was lodged before July 2025?
You may still be assessed under the older salary threshold rules (assuming transitional provisions apply). But check carefully with a migration expert.
4. Can I switch employers while on a sponsored visa?
Yes — you’ll generally have up to 180 days after leaving a sponsor to find a new one, under the updated rules.
5. How soon can SID visa holders apply for permanent residency?
Typically after 2 years’ work in the nominated role (or satisfying other eligibility criteria). The new rules also allow more flexibility: your employment with different or previous sponsors may count.