A sponsored job offer in Australia is more than “a salary figure on a letter.” If you are moving countries (or changing visa status) based on an employer-sponsored role, you need to confirm—upfront and in writing—how your salary, allowances, overtime, and superannuation (super) will actually work in the real world.
This checklist is written for sponsored workers and job seekers (including Nigerians/Ghanaians and other foreign workers) who want to avoid common pay pitfalls such as unclear overtime expectations, “all-inclusive” salary promises that don’t match award entitlements, or super being mis-stated or excluded.
It is not legal advice. For visa and wage compliance questions, rely on official guidance and/or qualified professionals.
1) Start With the Two “Minimum Pay” Systems That Can Apply
A sponsored job offer typically sits inside two overlapping compliance frameworks:
A. Workplace law minimums (Fair Work)
In Australia, pay is often governed by one of the following:
- A modern award (common in many industries/roles)
- An enterprise agreement
- An individual contract (must still meet minimum legal standards)
- The National Minimum Wage for employees not covered by an award/agreement
Fair Work confirms that (as of 1 July 2025) the National Minimum Wage is $24.95/hour or $948/week for a 38-hour week (for employees not covered by an award/agreement). (Fair Work Ombudsman)
Awards and agreements can require higher base rates, plus penalties, overtime, and allowances. (Fair Work Ombudsman)
B. Visa sponsorship salary rules (Home Affairs)
For many employer-sponsored pathways, the Department of Home Affairs requires the nominated pay to meet:
- The relevant income threshold (e.g., Core Skills Income Threshold), and
- The Annual Market Salary Rate (AMSR) concept (pay comparable to an Australian worker doing the same job in the same location)
Home Affairs publishes a dedicated page on salary requirements to nominate a worker, including the Core Skills Income Threshold (CSIT) figure for the relevant period. (Immigration and citizenship Website)
Home Affairs also announced annual indexation of skilled visa income thresholds from 1 July 2025, with CSIT moving to AUD 76,515 (for nominations lodged 1 July 2025–30 June 2026), and the Specialist Skills threshold increasing separately. (Immigration and citizenship Website)
Practical takeaway: even if your visa nomination “meets the threshold,” you still must confirm your pay complies with the correct award/agreement/contract rules.
2) Salary Checklist (What to Confirm in Writing)
Below is the salary section you want to verify before you sign anything.
2.1 The basics
Confirm the offer clearly states:
- Job title and duties (matches what you’ll actually do)
- Location (suburb/state; affects market rate and allowances)
- Employment type (full-time, part-time, casual, fixed-term)
- Hours: ordinary weekly hours (commonly 38 for full-time)
- Pay frequency: weekly/fortnightly/monthly
- Start date (and probation terms if any)
2.2 Base salary vs “package” (this causes real problems)
Ask the employer to specify:
- Base salary (gross)
- Whether the figure is “plus super” or “inclusive of super”
- Any bonus/commission structure (how it’s calculated and paid)
- Whether any benefits are guaranteed or discretionary
Why this matters: many disputes come from offers written like:
- “$85,000 package” (often means including super)
- “$85,000 + super” (super is paid on top)
You want a line item like:
- Base salary: $X per year (gross)
- Superannuation: 12% of ordinary time earnings (paid in addition to base)
(We will cover the super rate in Section 5.)
2.3 Market rate and visa threshold checks (sponsored roles)
For employer-sponsored nominations, ensure the offer aligns with Home Affairs salary requirements and time period. Home Affairs lists the CSIT figure and dates (e.g., AUD 76,515 for certain nomination lodgement dates). (Immigration and citizenship Website)
Checklist questions:
- Does the nominated salary meet the applicable income threshold for the date the nomination is lodged?
- Is the salary consistent with market pay at that location for that role?
- Is the pay structure transparent (base + super + any allowances)?
2.4 Award/agreement coverage (don’t skip this)
Ask:
- “Which award or enterprise agreement applies to this role (if any)?”
- “What is my classification level under the award?”
Fair Work’s pay guides are the starting point for award minimum rates, overtime, and allowances. (Fair Work Ombudsman)
Also, Fair Work reminds employees that allowances/penalties depend on the applicable instrument (award/agreement/other arrangements). (Fair Work Ombudsman)
2.5 If you are offered a salary “in lieu of” overtime/penalties
This is where many sponsored workers get caught.
If your role is award-covered and the employer says:
- “You’re on salary, so no overtime,” or
- “Your salary absorbs penalties,”
…you must confirm whether there is a lawful annualised wage arrangement permitted under the award/agreement and whether it includes required safeguards.
Fair Work explains that some awards allow annualised wage arrangements (a fixed annual wage instead of hourly-by-hour). (Fair Work Ombudsman)
In addition, Fair Work has highlighted legislative changes intended to protect penalty and overtime rates within awards. (Fair Work Ombudsman)
Your protection move: require the contract to spell out:
- The ordinary hours the salary covers
- What happens if you work beyond those hours
- How the employer will ensure you are not worse off over time
3) Allowances Checklist (Housing, Travel, Meals, Tools, On-Call, Uniform)
Allowances can be legitimate and helpful—but they must be clearly defined and not used to blur salary compliance.
Fair Work notes allowances/penalty rates vary by the award or agreement and employees must still receive at least their entitlements. (Fair Work Ombudsman)
3.1 Common allowance types you may see
Depending on industry:
- Travel allowance (site-to-site travel, remote location work)
- Meal allowance (often linked to overtime rules)
- Uniform/laundry allowance
- Tool allowance (trades/technical roles)
- First aid allowance
- On-call allowance
- Leading hand/supervisor allowance
- Remote/field allowance (project sites)
3.2 Allowance wording you want (clear and measurable)
For each allowance, confirm:
- Eligibility: when you qualify (what triggers it)
- Rate: $ per day/shift/week, or reimbursement rules
- Evidence required: receipts, logs, approvals
- Tax treatment: some allowances are taxable; reimbursements differ
- Review mechanism: indexation or annual review (if any)
3.3 Red flag: “Non-cash benefits replace salary”
Be cautious if an employer tries to count:
- accommodation,
- a vehicle,
- food,
- “living allowance,”
…as a substitute for meeting the stated salary threshold for sponsorship.
Even when benefits are genuine, you still want the cash salary and super clearly stated and compliant with both Fair Work minimums and sponsorship requirements.
4) Overtime Checklist (When It’s Paid, When It’s Expected, and How It’s Recorded)
4.1 Confirm the “ordinary hours” baseline
Overtime generally means hours outside ordinary hours (as defined by award/agreement/contract).
Your contract should state:
- Ordinary hours per week
- Expected pattern (e.g., Mon–Fri, shiftwork roster, weekend work)
- Whether overtime is required, reasonable, and how it is approved
4.2 Overtime pay vs time off in lieu (TOIL)
Ask what the employer uses:
- Overtime paid at penalty rates (common in awards)
- TOIL (time off instead of payment) where lawful and documented
- Annualised wage arrangement (salary covers some/most overtime)
4.3 If the employer says “reasonable additional hours”
Many salaried roles include some additional hours. Your aim is to prevent “unlimited overtime” without compensation.
Protect yourself by requesting:
- An overtime policy (approval process and caps)
- A clear clause on what the salary covers (e.g., “up to X additional hours per week”)
- A periodic reconciliation to ensure you are not underpaid
4.4 Record-keeping is not optional
Even for salaried staff, employers have record-keeping and payslip obligations. Fair Work states employers must keep accurate records and issue pay slips. (Fair Work Ombudsman)
What you should personally track:
- Start/finish times (especially if you do variable hours)
- Breaks (where relevant)
- Overtime hours and reason
- Rostered vs actual hours
- Allowance triggers (travel, meals, on-call)
This is not about mistrust—it is basic risk control, particularly for sponsored workers who may be more vulnerable to payroll errors.
5) Superannuation (Super) Checklist: Rate, Base, and Payment Timing
Superannuation is one of the most misunderstood parts of Australian pay.
5.1 Confirm the current SG rate
The Australian Taxation Office (ATO) lists key super rates. For 1 July 2025 – 30 June 2026, the Superannuation Guarantee (SG) rate is 12%. (Australian Taxation Office)
Australian government business guidance also highlighted the move to 12% from 1 July 2025. (business.gov.au)
Checklist item: Ensure the offer letter specifies super and does not use outdated rates.
5.2 Super is usually calculated on “ordinary time earnings”
Super is generally paid on ordinary time earnings (OTEs), not necessarily every dollar (it depends on the rules and your pay components). ATO guidance on “how much super to pay” explains SG and provides calculation examples. (Australian Taxation Office)
Ask HR/payroll:
- “Is my super paid on ordinary time earnings as required?”
- “Is overtime included or excluded in your calculation for my role?”
- “If I receive allowances, are any of them treated as OTE for super?”
5.3 “Inclusive” packages: get the split
If the offer says “$X package,” require a written breakdown:
- Base salary amount
- Super amount (12% of OTE, or as applicable)
- Any additional employer contributions (if offered)
5.4 Payment schedule and evidence
Super has historically been paid quarterly by many employers, but reforms are moving towards faster payment timelines over time. For forward planning, monitor official updates and confirm how your employer handles payments.
At minimum, you should request:
- The fund name and employer contribution references
- Visibility through your super fund account
- Confirmation that super will be paid correctly and on time
6) Payslip and Payroll Compliance Checklist (Your “Proof File”)
A sponsored worker should treat payslips like immigration and tax documents: keep them.
Fair Work provides guidance on record-keeping and pay slip obligations and the purpose behind them (ensuring correct wages and entitlements). (Fair Work Ombudsman)
6.1 What your payslip should clearly show
Check for:
- Employer name and ABN (where applicable)
- Pay period dates
- Gross and net pay
- Hourly rate (if applicable) and hours worked (where applicable)
- Overtime amounts (if worked/paid)
- Allowances paid (line items)
- Deductions (tax, salary packaging, etc.)
- Super contribution amount (and often the fund details)
If anything is missing or confusing, raise it early with payroll/HR—most issues are fixable quickly when identified.
6.2 Keep your own “sponsored worker folder”
Store:
- Signed contract and offer letter
- Position description
- Any variation letters (pay rises, role changes)
- Payslips
- Timesheets/rosters
- Super fund statements showing contributions received
This helps if you ever need to prove earnings, role continuity, or resolve payroll discrepancies.
7) Sponsored Job Offer Red Flags (Practical Risk Filters)
Use this section as a quick screening tool.
7.1 Vague pay language
- “Competitive salary” with no number
- “Package” with no base/super split
- “All-inclusive” with no explanation of overtime/penalties
7.2 Unclear working hours expectations
- “Must be available 24/7”
- “Frequent overtime expected” with no pay/TOIL mechanism
- No roster pattern in shift roles
7.3 Allowances used to “inflate” the offer
- High allowances replacing a low base salary
- Benefits treated as if they are equivalent to guaranteed cash salary
7.4 Poor payroll discipline
- Employer reluctant to put pay terms in writing
- No clarity on award classification
- Resistance to time recording
Fair Work has emphasised record-keeping obligations, and underpayment enforcement activity in Australia is an ongoing reality—payroll governance matters. (Fair Work Ombudsman)
8) A Clean “Offer Letter” Template (What You Want to See)
You can’t force an employer to use your format, but you can request these elements:
Remuneration
- Base salary: $___ per annum (gross) plus super
- Superannuation: 12% of ordinary time earnings (paid in addition to base) (Australian Taxation Office)
- Allowances: (itemised list with eligibility + rates)
- Bonus/commission: (formula + payment schedule; if applicable)
Hours and Overtime
- Ordinary hours: ___ per week
- Overtime: (paid/TOIL/annualised arrangement details)
- Approval process: (manager approval and recording method)
Instrument Coverage
- Applicable award/enterprise agreement (if any) and classification level (Fair Work Ombudsman)
Payroll
- Pay frequency: ___
- Payslips issued each pay cycle and records maintained as required (Fair Work Ombudsman)
Conclusion
A strong Australian sponsored job offer is not only about getting a “yes” from an employer—it is about securing a clear, compliant, and livable employment arrangement once you land.
Use this checklist to confirm, in writing, your base salary, whether pay is plus super or inclusive, how allowances are earned and paid, and how overtime is handled and recorded. Cross-check that the offer aligns with Fair Work minimum entitlements (including applicable awards and pay guides) and that it satisfies Home Affairs salary requirements for nomination periods (including the published income thresholds and market salary expectations). (Fair Work Ombudsman)
If anything is vague, push for clarity before you sign. Most future pay problems start as small ambiguities in the offer letter.
FAQs
1) Is “$80,000 package” the same as “$80,000 + super”?
Often not. “Package” commonly means including super, while “+ super” means super is paid on top of base salary. Always request a written split and confirm the SG rate (12% for 2025–26). (Australian Taxation Office)
2) Do sponsored workers still get overtime and allowances?
Yes, if you are covered by an award/enterprise agreement (or your contract provides it). Employers must meet minimum entitlements set by the applicable instrument. Allowances and penalties depend on that instrument. (Fair Work Ombudsman)
3) Can an employer say my salary “includes overtime”?
Sometimes, but it must be structured correctly and must not leave you worse off versus minimum entitlements. Some awards allow annualised wage arrangements, with conditions. (Fair Work Ombudsman)
4) What is the Core Skills Income Threshold (CSIT) and why does it matter?
For certain employer-sponsored nominations, Home Affairs requires the nominated salary to meet income thresholds (and market salary expectations). Home Affairs publishes the salary requirements and the CSIT for relevant periods (e.g., AUD 76,515 for nominations lodged between 1 July 2025 and 30 June 2026). (Immigration and citizenship Website)
5) What should I do if my payslip doesn’t show super or allowances clearly?
Raise it promptly with payroll/HR and keep your own records. Employers have pay slip and record-keeping obligations designed to ensure correct payment of entitlements. (Fair Work Ombudsman)
6) What is the super rate I should expect in 2026?
For the 2025–26 financial year, the ATO lists the Superannuation Guarantee rate as 12%. Always confirm how your employer applies it to your ordinary time earnings. (Australian Taxation Office)