Why immigrants struggle to secure jobs in their field in Australia

Australia’s 2025 skilled migration reset is reshaping how newcomers find professional work. The government replaced the Temporary Skill Shortage (TSS) visa with a new Skills in Demand visa built around salary bands, lifted the employer-sponsorship floor to the Temporary Skilled Migration Income Threshold (TSMIT) of AUD 73,150, and pushed harder on regional migration incentives. These changes aim to match workers to real needs, but they also raise the bar for entry-level salaries and add pressure on migrants whose pay offers fall short of new thresholds.

At the same time, long-standing hurdles—such as recognition of overseas qualifications, licensing in regulated fields, and employer preferences for “local experience”—continue to slow many job searches, even for highly trained professionals.

Key Changes Announced

The centrepiece of the reform is the Skills in Demand visa, which has three pathways tied to advertised earnings:

• Specialist Skills Pathway for roles paying AUD 135,000+
• Core Skills Pathway for roles paying AUD 70,000–135,000
• Essential Skills Pathway, with details still to come

Other major shifts:

• The policy lifted the TSMIT to AUD 73,150, which now sets the minimum base pay for most employer-sponsored roles.
  • For migrants with offers below this line, sponsorship becomes hard or impossible.
  • Applicants may need to seek higher pay, re-scope roles, or look for different employers—steps that can take time in a slower hiring market.
• The government is leaning into regional migration with extra points for applicants willing to live and work outside the largest cities.
  • This can help candidates who are just under metro cut-offs stand out.
  • Trade-offs: regional areas often have fewer specialist jobs and thinner professional networks, so finding the “right fit” job may take longer.
• Officials have proposed extending the period to find a new sponsor to 180 days, which could reduce churn and protect families from forced exits when layoffs hit.

Costs remain a pressure point: visa fees and professional advice can add up, and steps like English testing, skill assessments, licensing, and state endorsements carry separate costs and wait times. Many families will need careful budgeting and sequencing to avoid wasted time and money.

Affected Visa Categories and Pathways

The Skills in Demand visa is now the main employer-sponsored route, with the three pay bands shaping eligibility:

• Workers above AUD 135,000 sit in the Specialist bracket and generally have a clearer path.
• Roles in the AUD 70,000–135,000 range fall under the Core Skills Pathway; note AUD 73,150 (TSMIT) is effectively the minimum to progress.
• The Essential Skills Pathway is pending more detail; many early-career or care-sector candidates await guidance.

Practical implications:

• Expect tighter alignment to occupation lists and wage floors.
• Even with the right skills, salary bands and occupation settings decide whether sponsorship is available now, or whether the employer must adjust the offer.
• Candidates who match both occupation and pay requirements will have the strongest cases.

Effective Dates and Timeline

• The overhaul took effect in 2025, including the TSS transition to the Skills in Demand visa and the TSMIT lift to AUD 73,150.
• Additional measures—such as the 180-day sponsor grace period and clearer permanent residency routes—are being rolled out but may not be fully active yet.

For authoritative updates, see the Department of Home Affairs’ skilled work pages: https://immi.homeaffairs.gov.au/visas/working-in-australia

Credential Recognition and Licensing Barriers

A persistent obstacle exists outside visa rules: recognition of overseas education and professional licenses. In regulated fields—healthcare, law, education, and engineering—migrants often face:

• Additional exams or assessments
• Bridging courses to fill “local practice” gaps
• Supervised practice or provisional registration before full licensing

These steps can take months and cost significant money. Even after formal recognition, employers often prefer local education or recent Australian experience, especially in client-facing or safety-critical roles. The common outcome: qualified migrants accept jobs below their level or in adjacent fields while completing licensing, and it can be hard to return to the original profession later.

Labour Market Signals in 2025

• The labour market remains relatively tight but has eased from earlier peaks.
• Growth is strongest in roles requiring post-secondary qualifications.
• Digital change is reshaping demand: automation removes some tasks while information technology roles expand.
• Sectors with steady demand include healthcare, engineering, mining, and construction.

Hiring remains competitive and often slow, with multi-stage interviews and a preference for local references. Language and cultural presentation matter:

• Good English helps at every step—applications, interviews, and workplace trust.
• Cultural differences can influence how achievements are presented; many migrants report impostor syndrome even with strong records, which can contribute to underemployment.

Regional Migration: Promise and Trade-Offs

Regional migration offers extra points and sometimes stronger state or territory interest. Typical regional needs include:

• Healthcare
• Trades and construction
• Aged care
• Agriculture
• Local services

Benefits:

• Can speed up applications.
• May open doors that are crowded in Sydney, Melbourne, or Brisbane.

Trade-offs:

• Fewer specialist roles and large employers.
• Slower career progression and smaller professional networks.
• Higher risk that the “right job” will take longer to secure.

Many families choose regional routes deliberately, balancing visa points against the job-market limitations.

What Employers Want From Newcomers

Consistent employer feedback:

• Clear English, both written and spoken
• Evidence of relevant, recent work, even short-term or project-based in Australia
• Referees who can vouch for teamwork, safety, and communication
• Confidence with local tools, standards, and regulations
• Short, focused resumes that translate overseas achievements into Australian terms

Practical tip: volunteer projects, short contracts, or local certifications often act as the missing link that convinces hiring managers.

Practical Steps for Skilled Migrants in 2025

Recommended actions to build momentum:

1. Start credential recognition early: book assessments, exams, and bridging courses as soon as possible.
2. Align job targets to the Skills in Demand pathways and keep the TSMIT of AUD 73,150 in mind when negotiating offers.
3. Match your profile to occupation lists used under the Core Skills Pathway; reframe duties using Australian role names if needed.
4. Consider regional migration if you can work in broader roles and build a network from a smaller base.
5. Improve English with targeted practice: interview role-plays, industry vocabulary, and concise cover letters.
6. Build local experience through short contracts, internships, or supervised practice.
7. Use registered migration agents (accredited MARA advisers) when necessary to reduce costly mistakes.
8. Keep records tight: concise CVs, clear referees, and proof of duties that match local job descriptions.

According to analysis by VisaVerge.com, migrants who actively align salary discussions, job titles, and licensing timelines to current policy settings tend to progress faster than those who rely on old rules or assume thresholds will be waived.

Policy Rationale and Broader Implications

• The reforms aim to match migration more directly to workforce needs. The Skills in Demand structure signals what the government will sponsor—and at what pay level.
• Raising TSMIT creates a wage floor to protect against underpayment and to target roles that add strong economic value.
• The tilt toward regional migration seeks to spread growth beyond major cities and fill shortages in smaller communities.

At the same time, higher thresholds and sharper lists mean some well-qualified people no longer fit sponsored pathways until they lift pay offers or move to roles meeting the new criteria—especially mid-level professionals whose salaries sit just under AUD 73,150.

Implementation Details and Cost Pressures

Migration involves many steps, each with fees and timing:

• Skill assessments
• English tests
• Bridging courses
• Provisional or full registration

While the government is working to clarify permanent residency pathways and to extend the sponsor-change window to 180 days, day-to-day experience depends on processing slots, exam schedules, and employer lead times. Families should plan around school terms, lease dates, and job start times, and maintain a buffer for delays.

Lived Experience: Language, Culture, and Confidence

Settlement is more than paperwork. Cultural style affects interview answers—modesty can undersell leadership, and directness can be misread. Practical actions:

• Practice with peers familiar with Australian workplaces.
• Reframe overseas projects in concrete results: budgets managed, safety outcomes, speed gains, customer growth.
• Keep one foot in your field—study groups, professional meet-ups, short courses—so your profile remains current.

Accepting a survival job is sometimes necessary, but maintaining connections to your profession helps long-term prospects.

Employer-Sponsored Job Loss: Time to Recover

Layoffs happen. The proposed extension to 180 days for finding a new sponsor would ease pressure on sponsored workers who lose jobs. While full implementation is pending, the policy direction seeks to improve job mobility and reduce forced exits. For now:

• Confirm current visa conditions before making major moves.
• Maintain a list of potential sponsors in your niche.

Common Pitfalls That Slow Job Searches

• Ignoring the TSMIT and chasing offers below AUD 73,150
• Delaying licensing until after arrival, adding months without income in your field
• Applying with overseas job titles that don’t match Australian role names
• Skipping interview practice
• Moving to regional areas only for points, without a plan for the local job market and networks

Field-by-Field Notes From 2025 Trends

• Information technology: strong demand but role variety requires clear project examples and local references.
• Healthcare: registration steps are strict and lengthy; plan exams and clinical checks early.
• Engineering: recognition can require assessments and supervised practice; safety and standards language matters.
• Mining and construction: demand often tied to regional sites; safety records and site-readiness are key.

Candidates who align to Skills in Demand salary bands, complete required licensing, and prepare for local interviews typically find steadier traction.

How Regional Choices Affect Careers

Consider a staged approach:

1. Land a role that meets visa and TSMIT requirements.
2. Build local references and complete any licensing.
3. Aim for a closer match to your pre-migration specialty as networks grow.

This staged plan balances immediate visa needs with long-term career goals.

The Cost of Delay—and How to Cut It

Time lost costs money. Reduce waste by:

• Mapping your pathway from day one, including licensing dates and exam windows.
• Negotiating salary with the TSMIT and your pathway band in mind.
• Using Australian role names so algorithms and recruiters find you.
• Collecting proof of duties and outcomes from past jobs to simplify assessments and interviews.

Even small steps—like a local short course covering safety standards—can make your resume more trustworthy to Australian employers.

Outlook for the Year Ahead

Reforms introduced in 2025 aim to align migration policy with workforce needs while providing clearer pathways for families. Early 2025 labour reports show slight easing in tightness but steady demand for post-secondary skills.

For migrants planning next steps, the practical formula is demanding but clear:

• Match your role and salary to the Skills in Demand bands.
• Meet the TSMIT.
• Start credential checks early.
• Consider regional migration if you can work broadly while building networks.

A focused, well-sequenced plan—grounded in current rules—can turn a long search into a structured path toward the right job.