Tasmania Updates Its 2026–27 State Nomination Program and ROI Scoring

Migration Tasmania has announced the settings and allocations for its 2026–27 Skilled Migration State Nomination Program. Tasmania has received 2,050 places: 1,250 for subclass 190 and 800 for subclass 491.

01 | A larger allocation for 2026–27

The new allocation is 200 places higher than the 1,200 subclass 190 and 650 subclass 491 places used in 2025–26. Tasmania plans to publish weekly information about invitations, lowest invited scores, places remaining and ROIs on hand.

02 | Greater weight on genuine and stable Tasmanian employment

The pathways have not been comprehensively rebuilt, but ROI attributes and scores have been recalibrated. Duration of Tasmanian employment, its connection to a skills assessment or Tasmanian study, income and longer-term settlement links now have a more direct effect on competitiveness.

The Tasmanian Skilled Employment Gold attribute now requires six months of Tasmanian employment with at least one job consistently providing at least 30 hours per week. Hours from multiple jobs cannot be combined for this requirement.

03 | Higher scores for nine months or more of matching employment

• 15–18 months of Tasmanian employment matching the skills assessment: 40 points;
• 12–15 months: 30 points;
• 9–12 months: 25 points, increased from 6.

Two years of Australian experience in the same industry combined with the priority income level has been reduced from 30 to 15 points, reflecting the stronger value placed on sustained Tasmanian employment.

04 | Study-related employment matters more for Tasmanian graduates

TSG Gold eligibility is unchanged, but new Orange-plus attributes reward work related to Tasmanian study. For subclass 190, more than 18 months earns 100 points, 12–18 months earns 75 and 9–12 months earns 50. The corresponding subclass 491 scores are 95, 70 and 45.

05 | A clearer test for employment related to Tasmanian study

For Gold, Green or Orange-plus recognition, a substantial proportion of course units must have a clear and meaningful connection to the role, and the knowledge and skills must be applied as a significant part of the person's duties. Similar course and job titles alone are insufficient.

06 | Fifteen points for living only in Tasmania

TSG and TER candidates who have lived, worked or studied only in Tasmania, with no period of residence elsewhere in Australia, may receive 15 points. The attribute recognises settlement links but does not by itself guarantee an invitation.

07 | A subclass 491 outcome through a subclass 190 pathway

A candidate who meets a Tasmanian subclass 190 pathway but cannot satisfy federal subclass 190 requirements because of skills-assessment eligibility or SkillSelect points may still submit an ROI under the 190 pathway with a clearly labelled explanation. If approved, Tasmania may nominate the candidate for subclass 491 instead.

08 | Updated income levels and calculation rules

The priority income level remains $57,000 per year or $28.85 per hour. Higher attributes now reference average earnings of $106,600/$53.95 per hour, TSMIT/CSIT of $79,423/$40.19, and 90 per cent of TSMIT/CSIT of $71,480/$36.17.

• Annual salary is calculated on a standard 38-hour week; where ordinary hours exceed 38, the hourly rate is used.
• Casual employees must use their base rate before casual loading.
• Hours from eligible multiple jobs may be combined, but incomes cannot simply be pooled; jobs counted for an income-based attribute must individually satisfy the threshold.

09 | Minimum hours and the special TSE Gold rule

Employment generally must average at least 20 hours per week. TSG employment during study may average at least 9 hours, rising to 20 after completion. TSE Gold requires one job to provide at least 30 hours per week.

10 | Closer scrutiny of genuine employment

Risk indicators include roles inconsistent with the employer's business, positions unusual for the business's size or activities, and loans, gifts, transfers, circular payments or other transactions outside normal payroll arrangements. Applicants may need to show that a role is genuine, reasonable and ongoing.

11 | New caveats for massage therapists and motor mechanics

From 1 December 2026, massage therapy work generally must be performed in a health, allied health, aged-care or disability-care setting to match the relevant assessment or study. Motor-mechanic work generally must be with a business whose main activity is vehicle repair, subject to limited provisions for authorised dealers.

12 | No ordinary offshore 491 profile invitations planned

Tasmania does not plan to issue invitations through the subclass 491 Overseas Skilled Occupation Profiles – Invitation Only Pathway in 2026–27. Overseas health, allied-health and teaching professionals with qualifying Tasmanian employment may still consider the subclass 190 Health or Education Sector Job Offer pathway.

XI Visa perspective

The changes strengthen competitive ROI selection rather than simply changing one minimum threshold. Sustained local employment, work related to an assessment or Tasmanian study, stable hours, income and long-term Tasmanian links receive greater recognition, while the genuineness of the role, employer context and payroll evidence face closer scrutiny.