Queensland State Nomination Trends 2026: Early Insights into 190 & 491 Invitations and What’s Influencing Them

Queensland remains one of Australia’s most attractive states for skilled migrants, driven by population growth, infrastructure expansion, healthcare demand, and regional development priorities. Under Australia’s State and Territory Nominated Migration Program, Queensland continues to nominate skilled workers through Subclass 190 (Skilled Nominated) and Subclass 491 (Skilled Work Regional) visas.

For the 2026 program year, Queensland has been allocated:

• 1,850 nomination places for Subclass 190
• 750 nomination places for Subclass 491

While the Department of Home Affairs (DHA) sets the overall planning levels, each state retains discretion in how nominations are prioritised, timed, and distributed throughout the program year. As a result, nomination patterns often evolve as labour market conditions, federal priorities, and state-level workforce needs shift.

This blog looks at early indicative trends observed from Queensland invitations facilitated through Aussizz Group, contextualised with broader policy direction, labour market factors, and DHA guidance. These insights are intended to help skilled migrants understand how Queensland may be approaching nominations, not to represent official or final state policy.

With 180,000+ successful migration journeys, Aussizz Group analyses these patterns to help applicants plan realistically and strategically.

Important Context: Understanding What This Data Represents

Before exploring trends, it is important to clarify the scope of analysis.

Disclaimer:

The trends discussed in this blog are based on invitation outcomes observed from applications handled by Aussizz Group. They do not represent the full Queensland nomination dataset, nor do they replace official guidance issued by Queensland or the Department of Home Affairs. State nomination decisions are discretionary and may change at any time.

This distinction is critical because state nomination outcomes are influenced by multiple external variables, not just applicant profiles.

Queensland’s 190 and 491 Allocation Strategy in 2026

Queensland’s allocation of 1,850 places for 190 and 750 places for 491 reflects a more flexible approach than that of the previous year.

Indicative Allocation Comparison

Emerging Trends From Early Queensland Invitations (Indicative, Not Absolute)

Based on invitations observed so far, certain patterns appear to be emerging, though they should be interpreted cautiously.

1. Strong Onshore Representation

A significant proportion of invited applicants observed were already onshore and working in Queensland at the time of invitation.

Why this trend may exist:

• DHA encourages states to prioritise job-ready migrants
• Onshore workers reduce settlement risk
• Employers can immediately retain skilled staff
• Easier verification of employment and compliance

This aligns with DHA’s broader migration objective of maximising economic contribution quickly, especially in sectors facing immediate shortages.

2. Employment Relevance Appears More Influential Than High Points Alone

While points remain a requirement under the GSM framework, invitations observed show that moderate points combined with strong employment relevance can be competitive.

Possible external reasons:

• State nomination is not purely points-ranked
• Queensland assesses labour market benefit
• DHA allows states flexibility to address local shortages
• Employment alignment demonstrates long-term retention potential

This reflects a broader shift away from purely numerical selection toward practical workforce outcomes.

3. Priority Occupations Align With National and State Skill Shortages

Occupations appearing frequently in observed invitations tend to align with:

• Healthcare
• Engineering
• Community services
• Planning and infrastructure-related roles

This mirrors:

• Australia’s Skills in Demand framework
• National Skills Commission workforce forecasts
• Queensland Government workforce planning priorities

Rather than indicating a fixed occupation list, this suggests Queensland is responding dynamically to current and projected shortages.

Indicative Occupation Patterns Observed (Not Exhaustive)

These patterns broadly align with DHA’s public statements around critical sectors, but should not be read as guaranteed future outcomes.

Why Queensland May Be Using 190 and 491 Differently?

Queensland’s use of 190 and 491 appears strategically differentiated.

Possibe Policy Drivers

• 190 used for candidates with stronger employment stability and long-term settlement potential
• 491 used selectively for regional needs where employers are actively seeking skilled workers
• Cautious release of invitations to preserve flexibility across the program year

This approach allows Queensland to:

• Respond to changing labour market conditions
• Avoid early exhaustion of nomination places
• Maintain alignment with DHA’s evolving migration direction

Salary Levels as an Indirect Indicator (Not a Requirement)

While salary is not an official eligibility criterion for Queensland state nomination under Subclass 190 or 491, the invitation outcomes observed so far suggest that market-aligned remuneration often accompanies successful nominations.

This should not be misunderstood as a rule or threshold. Instead, salary appears to function as a supporting indicator of role genuineness, skill level, and workforce contribution, which are consistent with broader principles outlined by the Department of Home Affairs.

Indicative Salary Ranges Observed in QLD Invitations

Important: These figures are observational only, based on invitations facilitated through Aussizz Group. They do not represent minimum salary requirements set by Queensland or the Department of Home Affairs.

How Queensland State Nomination Really Works

Queensland state nomination is:

• Discretionary
• Evidence-based
• Labour-market driven
• Not strictly ranked by points

Understanding this helps applicants avoid unrealistic expectations and focus on building a strong overall profile, not just increasing points.

How Applicants Can Align With Queensland Trends

Applicants aiming for Queensland nomination may benefit from:

• Securing relevant Queensland employment
• Ensuring duties align precisely with ANZSCO
• Maintaining clear employment documentation
• Strengthening English proficiency
• Demonstrating long-term settlement intent

These factors align with both Queensland assessment practices and DHA policy objectives.

Turning Eligibility Into a Practical Nomination Strategy

A realistic strategy involves:

• Treating nomination as competitive, not automatic
• Planning for 190 and 491 in parallel
• Monitoring state migration updates via DHA and Queensland portals
• Adjusting EOIs as employment or skills change

Professional guidance helps ensure that strategy adapts as state priorities evolve.

FAQs

Q1. Does Queensland Nominate Based Only on Points?

No. Points are necessary but not sufficient. Employment relevance, sector demand and state priorities are equally important.

Q2. Are Onshore Applicants Preferred by Queensland?

While not officially stated, DHA policy encourages states to prioritise job-ready migrants, which may indirectly favour onshore applicants.

Q3. Can Offshore Applicants Still Receive Queensland Nomination?

Yes, particularly in priority occupations, but competition is typically higher.

Q4. Is 491 a Strong Pathway for Queensland PR?

Yes. Subclass 491 remains a viable pathway to permanent residency through Subclass 191, provided residence and income requirements are met.

Final Perspective: What These Queensland Trends Really Mean

The early patterns observed suggest that Queensland is using its nomination program cautiously and strategically, shaped by:

• DHA migration objectives
• State labour market pressures
• Economic and population planning
• Workforce retention needs

Rather than drawing hard conclusions, these trends help applicants understand how Queensland may be thinking, allowing them to prepare smarter, more resilient migration strategies.

With 180,000+ successful migration outcomes, Aussizz Group continues to help skilled migrants interpret evolving state nomination patterns, align their profiles effectively, and move toward permanent residency with clarity and confidence.