KEY POINTS
- Assess the applicable threshold and annual market salary rate.
- Separate base pay, superannuation and variable remuneration.
- Review employment changes before implementing them.
Separate the salary questions
Identify the applicable stream and income threshold, then examine the annual market salary rate and the worker’s proposed earnings. Employment-law requirements continue to matter. Compare like with like: duties, experience, location, hours and responsibilities can affect whether another role is a meaningful salary comparator. Record why the evidence is relevant to this particular position.
Break down the package
Prepare a clear schedule of base salary, superannuation, allowances, benefits and any variable component. Obtain advice on what can count for the relevant migration calculation. Keep the contract, nomination and payroll setup consistent. A package described only as a single total can conceal a shortfall or make the proposed earnings difficult to assess.
Plan for changes
Salary thresholds can be indexed and should be checked for the proposed nomination date. Later changes in hours, duties, workplace or remuneration may also require a sponsorship review. Give payroll and managers a clear route for raising proposed changes before they are implemented. Retain the salary research and decision record with the nomination file. Keep the underlying data, not just the resulting salary figure.
Hypothetical example
A business uses a salary survey covering a broad national job category. Before relying on it, the employer checks whether the survey reflects the actual role’s responsibilities and location. It also separates superannuation and bonuses from the offer so that the relevant earnings can be assessed correctly.
Official sources
Information on this website is general information and does not constitute legal advice. Visa requirements and government charges can change. Obtain advice specific to your circumstances.