Finding the right international talent is tough enough without unnecessary roadblocks. The Australian Government has recognised this and, as of 13 September 2025, has introduced important changes that make it easier for skilled workers to meet the English language requirements for the Subclass 482 (Skills in Demand) visa.
These updates, set out in Legislative Instrument LIN 25/082, will make a real difference for both employers and candidates, broadening the talent pool, speeding up processing, and reducing hurdles for otherwise highly qualified people.
What’s changed?
More English tests accepted
In addition to the well-known approved tests, three new options are now recognised for Subclass 482 visa applications lodged on or after 13 September 2025:
- CELPIP General – Canadian English Language Proficiency Index Program.
- LANGUAGECERT Academic.
- Michigan English Test (MET)
This expansion means candidates have more choice and flexibility in how they demonstrate English competency.
Combining scores across multiple tests
Applicants can now “mix and match” results across different test sittings. As long as all components were taken within the three years before the visa application, a candidate can combine their best results to meet the overall requirement.
For example:
- Listening and reading results from one test.
- Writing and speaking results from another.
This opens doors for candidates who previously missed out by a narrow margin.
Extended validity of test results
Another significant shift: English test results are now valid for three years, calculated retrospectively from the date of application.
That means:
- Any results taken within the past three years can be used.
- Combined test scores within that timeframe are accepted.
- Fewer candidates will need to redo an entire test simply because their results “expired” too quickly.
Why this matters for employers
These changes aren’t just technicalities – they’re practical improvements that:
- Expand the pool of skilled talent: more recognised tests mean more candidates from diverse backgrounds can apply.
- Reduce time to hire: the ability to combine test scores means fewer delays caused by retakes.
- Streamline recruitment: longer test validity means fewer administrative hurdles and less disruption to recruitment timelines.
- Align with global standards: Australia is keeping pace with international testing trends, making it more competitive in the global talent market.
In short, this is good news for businesses that need skilled workers quickly and reliably.
What employers and sponsors need to do
To make the most of these changes, employers should:
- Review recruitment timelines: with the new flexibility, candidates may meet English requirements sooner than expected.
- Update internal policies: HR teams, hiring managers, and legal advisors should be briefed on the new list of accepted tests and the three-year validity rule.
- Check evidence carefully: ensure any test results used are within the three-year window.
- Plan for transitional cases: candidates tested under the old framework should double-check their results still meet the current standard.
What this means in practice
For applicants, this framework reduces the burden of repeating entire tests and offers more accessible pathways to meeting requirements.
For employers, it means less friction in bringing international talent on board, and access to a wider pool of skilled candidates ready to meet the needs of Australian businesses.
At a time when competition for global talent is fierce, these changes are designed to make the system more inclusive and efficient, without compromising Australia’s commitment to English language competency.
Next steps for employers
If you’re considering sponsoring international workers under the Subclass 482 visa, now is the time to review your plans. With these new rules in place, you can access a broader talent pool and reduce delays in getting skilled people on site.
Talk to us today about how these changes could impact your hiring.
