[Australia] Update to salary rate assessment rules

In Australia, the government has introduced amendments to the method for determining the Annual Market Salary Rate (AMSR), which came into effect on March 25, 2026, Fragomen reports.

The changes apply to all nominations lodged on or after this date, together with those lodged earlier but not yet decided, across the Subclass 482, 494, 186 and 187 visa programs. 

According to Fragomen, the key change is greater flexibility in how employers can determine the AMSR. 

Where there is a relevant Fair Work or other industrial instrument, employers can reportedly continue to use it to determine the market rate. But they can now also rely on other evidence if it results in a salary at least equal to the salary under the Fair Work instrument. 

Other forms of accepted evidence include employment documents if there is an equivalent Australian worker, or other market information where there is no equivalent Australian worker. 

If no industrial instrument applies, employers will be required to use employment documents or relevant market information to determine the AMSR. 

These changes reportedly address a longstanding practical inconsistency, which saw nominations often approved based on alternative AMSR evidence despite the technical requirement to rely on a Fair Work instrument, particularly when earnings did not meet applicable income thresholds. 

The amendments formalise this more flexible approach and ensure that AMSR determinations better reflect real market conditions while maintaining alignment with Australian wage standards. 

Source: Fragomen

In Australia, the government has introduced amendments to the method for determining the Annual Market Salary Rate (AMSR), which came into effect on March 25, 2026, Fragomen reports.

The changes apply to all nominations lodged on or after this date, together with those lodged earlier but not yet decided, across the Subclass 482, 494, 186 and 187 visa programs. 

According to Fragomen, the key change is greater flexibility in how employers can determine the AMSR. 

Where there is a relevant Fair Work or other industrial instrument, employers can reportedly continue to use it to determine the market rate. But they can now also rely on other evidence if it results in a salary at least equal to the salary under the Fair Work instrument. 

Other forms of accepted evidence include employment documents if there is an equivalent Australian worker, or other market information where there is no equivalent Australian worker. 

If no industrial instrument applies, employers will be required to use employment documents or relevant market information to determine the AMSR. 

These changes reportedly address a longstanding practical inconsistency, which saw nominations often approved based on alternative AMSR evidence despite the technical requirement to rely on a Fair Work instrument, particularly when earnings did not meet applicable income thresholds. 

The amendments formalise this more flexible approach and ensure that AMSR determinations better reflect real market conditions while maintaining alignment with Australian wage standards. 

Source: Fragomen