482 annual market salary rate: how employers can prepare evidence

Look for a genuinely comparable worker

Where there is an equivalent Australian employee, compare duties, skill level, seniority, hours and location rather than job title alone. Record material differences and explain them. Keep confidential payroll information controlled and provide only what is needed.

If no equivalent employee exists, identify suitable external evidence and explain why it is comparable. An employer-created salary range without supporting context may say little about the actual market.

Choose evidence that reflects the position

Useful material may include applicable industrial instruments, comparable advertisements and credible salary surveys, depending on the circumstances. Examine whether a survey covers the correct location, occupation, experience and reporting level.

A national executive salary average is a weak comparison for a junior role in a different setting. Likewise, an advertisement showing an inclusive package should not be compared directly with base salary without explaining the difference.

Write the reasoning before lodging

Prepare a brief salary assessment note identifying the position, evidence reviewed, relevant dates and calculation. Check it against the contract and nomination forms. If the proposed salary changed during recruitment, document why and check whether the surrounding evidence remains suitable.

In a hypothetical engineering business, two employees may share a title but have very different project responsibility. The salary assessment should explain that distinction rather than merely copying one employee’s pay. Emigrate Lawyers can assess whether the comparison is coherent and whether additional material would help.

Common questions