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Employer of Record (EOR) in Australia | Global PEO in Australia

An Employer of Record (EOR) in Australia is a company that takes on the responsibility of being the legal employer for a worker. This includes managing payroll, benefits, and other employment-related tasks on behalf of the worker's actual employer.

employer of record Australia

Discover the key considerations and essential details you should be aware of before you hire your remote team in Australia.

On this page: Employment Contracts | Employment Laws | Employees vs Independent Contractors | Social Security | Personal Income Tax | Employment Visa | Employee Benefits

Employment Contracts and Minimum Entitlements in Australia

An employment contract serves as a crucial agreement between an employer and an employee, delineating the terms and conditions of their working relationship. In Australia, such contracts must adhere to legal standards, ensuring compliance with the National Employment Standards (NES), awards, enterprise agreements, or other registered agreements.

National Employment Standards (NES)

The NES establishes the baseline entitlements applicable to all Australian employees, irrespective of the existence of a formal contract. These standards cover various aspects, including:

  1. Maximum Weekly Hours: Defining limits on the working hours for employees.
  2. Flexible Working Arrangements: Addressing requests for adjustments to working hours.
  3. Parental Leave: Outlining provisions for parental leave and related entitlements.
  4. Annual Leave: Setting guidelines for annual leave accrual.
  5. Personal/Carer's Leave: Detailing provisions for personal, compassionate, and family and domestic violence leave.
  6. Community Service Leave: Addressing leave requirements for community service activities.
  7. Long Service Leave: Outlining conditions for long service leave.
  8. Public Holidays: Establishing provisions for public holidays.
  9. Superannuation Contributions: Defining employer contributions to employee superannuation funds.
  10. Notice of Termination and Redundancy Pay: Addressing termination notices and redundancy payments.
  11. Fair Work Information Statement (FWIS) and Casual Employment Information Statement (CEIS): Providing information about employee rights.

Fixed Term Contracts

Fixed-term contracts, which conclude after a set period, come with specific rules. Employees entering such contracts must receive the Fixed Term Contract Information Statement.

Pay Secrecy and Workplace Conditions

Employees have the right to share or withhold information about their pay and employment conditions. Employment contracts, awards, and agreements must align with regulations regarding pay secrecy.

Awards in Australia

Awards, or modern awards, are legal documents outlining minimum pay rates and employment conditions. With over 100 industry or occupation awards, they cover most Australian workers. Understanding award coverage involves examining clauses related to coverage and job classifications.

Awards do not apply when a registered agreement is in place. In workplaces with registered agreements, employees should refer to the specific terms outlined in those agreements.


When creating employment contracts in Australia, it is essential to align them with the NES and any relevant awards or agreements. Employers must provide new employees with the Fair Work Information Statement (FWIS) and casual employees with the Casual Employment Information Statement (CEIS) to ensure awareness of their rights and entitlements. By adhering to these standards, employers contribute to fair and transparent employment practices in Australia.

Seek legal clarity with an employer of record in Australia. Benefit from expertly drafted employment contracts tailored to local laws for clear terms and compliance.

Employment Laws in Australia

Australia boasts a robust framework of employment laws designed to safeguard the rights and well-being of workers. As a responsible employer, understanding and adhering to these laws is paramount. Let's delve into key aspects that shape the employment landscape in Australia.

Minimum Wages

Every worker in Australia has the right to receive a minimum wage, representing the lowest acceptable payment for a specific job. Employers are prohibited by law from paying less than this minimum wage. Effective from July 1, 2023, the national minimum wage stands at $23.23 per hour or $882.74 per week (for a 38-hour workweek).

Working Hours

Employers are not allowed to compel employees to work beyond the specified weekly hours, unless the extra hours are deemed reasonable. For full-time employees, the standard limit is 38 hours per week, unless their award or enterprise agreement stipulates otherwise. For non-full-time employees, the maximum is the lesser of 38 hours or the agreed-upon ordinary hours per week.

Overtime Pay

In contemporary awards and the majority of enterprise agreements in Australia, overtime compensation is calculated as a multiple of the employee's ordinary hourly rate. The provisions for overtime payments in modern awards generally stipulate the following:

  • Time and a Half (150%): For the initial two or three hours of overtime worked, employees are entitled to receive overtime pay at a rate of 150% (time and a half) of their ordinary hourly rate.
  • Double Time (200%): Once an employee exceeds the initial two or three hours of overtime, the overtime pay rate increases to 200% (double time) of their ordinary hourly rate for the additional hours worked.

Probation Period

Understanding Probation in Australia: When venturing into hiring remote talent Down Under, it's crucial to grasp the concept of the probation period. This period, typically lasting 3 to 6 months, allows employers to assess how seamlessly a new team member integrates into the work culture.

Employee Benefits During Probation

Even during this initial phase, your new hires enjoy the same perks as other team members. Whether it's annual leave or sick leave, full-time or part-time employees accrue and access these entitlements.

What If Probation Doesn't Work Out

In case the fit isn't perfect, rest assured that your employee is entitled to a notice period and payment for any unused annual leave. This ensures a fair transition even if the probation period doesn't lead to long-term employment.

Notice Period

The notice period commences the day after you, as the employer, communicate the decision to terminate employment and concludes on the employee's last working day. The minimum notice periods are as follows:

  • 1 year or less of continuous service: 1 week
  • More than 1 year but less than 3 years: 2 weeks
  • More than 3 years but less than 5 years: 3 weeks
  • More than 5 years: 4 weeks

Considerations for Employees Over 45

For employees aged 45 and above with a tenure of at least 2 years, an additional week of notice is required.

Extended Notice Periods

It's important to note that an award, employment contract, enterprise agreement, or other registered agreement may establish extended notice periods beyond the minimum requirements. This could be, for instance, a notice period of 1 month instead of 1 week.

Employees vs Independent Contractors in Australia

Understanding the distinction between employees and contractors in Australia is essential for foreign employers hiring remote talent. The table below provides key indicators differentiating employees from contractors, ensuring compliance with Australian employment regulations.

Common Indicia: Employee vs. Contractor

Criteria Employee Contractor
Control Your business has the legal right to control how, where, and when the worker does their work. The worker can choose how, where, and when their work is done, subject to reasonable direction by you.
Integration The worker serves in your business and is contractually required to perform work as a representative of your business. The worker provides services to your business but performs work to further their own business. They may present themselves as part of your business.
Mode of Remuneration The worker is paid for the time worked, a price per item or activity, or a commission. The worker is contracted to achieve a specific result and is paid when they complete that result, often for a fixed fee.
Subcontracting/Delegating The worker must perform the work themselves and cannot pay someone else to do the work for them. The worker is free to delegate to others whom the worker will pay to complete the work on their behalf.
Provision of Tools/Equipment Your business provides all or most of the required equipment, tools, or assets, or the worker provides them with an allowance or reimbursement. The worker provides all or most of the required equipment, tools, or assets, and you do not give them an allowance or reimbursement for incurred expenses.
Risk The worker bears little or no risk, and your business bears the commercial risk for any costs arising from injury or defect in their work. The worker bears the commercial risk for any costs arising from injury or defect in their work.
Generation of Goodwill Your business benefits from any goodwill arising from the worker's work. The worker’s business benefits from any goodwill generated from their work, not your business.

These indicators, though not exhaustive, offer insights into the employment relationship's nature. Considering these factors will help foreign employers make informed decisions when engaging remote talent in Australia.

Social Security in Australia

Traditional Social Security Contributions

Australia does not have mandatory social security contributions funded directly through payroll taxes. This means there's no single deduction from salaries like Social Security in the US or National Insurance in the UK.


Australia relies on a compulsory superannuation system for retirement income. Employers are required to contribute a minimum of 9.5% (gradually increasing to 12% by 2025) of an employee's ordinary time earnings into a superannuation fund. This is considered employer-funded retirement savings, not a direct contribution to social security.

Medicare Levy

To fund the public healthcare system (Medicare), there is a 2% levy on taxable income and reportable fringe benefits of residents. This is not tied to social security in the same way as traditional contributions, but serves as a general taxation for healthcare access.

Other Social Security Programs

Australia has various social security programs, such as the Age Pension, disability benefits, and unemployment benefits. These are funded through general taxation, not individual contributions.

In Summary

  • No direct, payroll-deducted social security contributions in Australia.
  • Mandatory superannuation contributions by employers for retirement savings.
  • Medicare levy for public healthcare, separate from social security.
  • Social security programs funded through general taxation.

Personal Income Tax in Australia:

A Guide for Foreign Employers

Gaining a comprehensive understanding of Australia's personal income tax system is crucial for foreign employers looking to hire remote talent in the Land Down Under. Here's a concise guide to help you navigate the intricacies.

Key Points for Foreign Employers:

  • Tax Residency: Employees in Australia are subject to taxation based on their residency status. Understanding whether your remote talent is a resident or non-resident for tax purposes is fundamental.
  • Tax Rates: Australia has a progressive tax system, meaning higher income is taxed at higher rates. As of the current financial year, tax rates range from 19% for incomes up to AUD 18,200 to 45% for incomes above AUD 180,001.
  • PAYG (Pay As You Go) Withholding: As an employer, you are required to withhold tax from your employee's salary through the PAYG withholding system. The amount withheld depends on the employee's income and tax declarations.
  • Superannuation: Employers must contribute a percentage of an employee's earnings to a superannuation fund. This is in addition to the employee's salary and is aimed at providing retirement benefits.
  • Deductions and Allowances: Employees may be eligible for various deductions and allowances, impacting their taxable income. Familiarizing yourself with these can optimize your employees' financial situations.

Compliance and Reporting:

  • TFN (Tax File Number): Ensure that your employees have a Tax File Number. This unique identifier is essential for tax purposes and reporting.
  • BAS (Business Activity Statement): Businesses may need to submit BAS to report and pay the Goods and Services Tax (GST), Pay As You Go (PAYG) withholding, and other tax obligations.
  • Annual Reporting: Lodging annual reports, including PAYG summaries and payment summaries, is a standard requirement. This assists both employers and employees in fulfilling their tax obligations.

Engaging Professional Assistance:

  • Tax Agents: Consider engaging the services of registered tax agents or consultants to ensure compliance with Australian tax laws and regulations.
  • Employee Education: Empower your remote talent by providing resources or workshops on Australian tax regulations, helping them understand their obligations and rights.

Navigating personal income tax in Australia may seem complex, but with the right knowledge and professional support, foreign employers can ensure compliance and create a positive work environment for their remote teams.

Employment Visas to Relocate Foreign Employees to Australia

Permanent Residency Options:

  • Employer Nomination Scheme (ENS) Visa (Subclass 186): Ideal for skilled workers nominated by an approved Australian employer. Offers permanent residency upon meeting specific skill, qualification, and work experience requirements.
  • Regional Sponsored Migration Scheme (RSMS) Visa (Subclass 187): Similar to ENS, but for regional areas. Aims to attract talent and boost regional economies. Permanent residency possible after fulfilling specific criteria.
  • Skilled Independent Visa (Subclass 189): For skilled workers with in-demand skills, not sponsored by an employer. Requires high points-based test scores, specific work experience, and qualifications. Grants permanent residency.

Temporary Skill Shortage (TSS) Visa (Subclass 482):

Suitable for skilled workers in occupations on the Skilled Occupation List (SOL). Sponsored by an employer for up to four years, with potential pathways to permanent residency.

Other Options:

  • Working Holiday Visa (Subclass 417): Allows young adults (18-30 years old) from specific countries to work and holiday in Australia for up to 12 months, with some extensions possible.
  • Special Program Visas: Tailored for specific sectors or situations, such as the Pacific Australia Labour Mobility (PALM) scheme for seasonal work in designated industries.

Choosing the Right Visa:

The best visa for your employee depends on factors like:

  • Employee's skills and qualifications: Do they match the SOL or meet specific visa requirements?
  • Job offer and employer sponsorship: Is there a sponsoring employer and is it approved?
  • Desired location: City or regional area?
  • Long-term plans: Permanent residency or temporary work?

Employee Benefits in Australia

Beyond salary, a well-structured benefits package can make your company stand out in the Australian job market. Let's explore the landscape of mandatory and optional benefits you can offer to keep your workforce engaged and satisfied.

Mandatory Benefits:

  • Superannuation: This compulsory retirement savings scheme contributes 10.5% of an employee's salary into a designated fund. It's considered a standard cost and often not included in advertised salaries.
  • Paid Leave:
    • Annual Leave: Minimum of four weeks paid leave per year, accrues with time worked.
    • Personal/Carer's Leave: 10 days per year for sickness or caring for a family member.
    • Long Service Leave: Extended paid leave accruing after long periods of employment.
    • Parental Leave: Up to 18 weeks' paid leave for primary caregivers and 2 weeks for partners.
  • Worker's Compensation Insurance: Employers are obligated to provide insurance for work-related injuries and illnesses.

Optional Benefits:

  • Private Health Insurance: Many employers offer subsidized or discounted private health insurance, providing access to broader healthcare coverage.
  • Additional Paid Leave: Extra vacation days, personal leave days, or flexible leave policies can be offered to attract and retain talent.
  • Salary Packaging: Employees can choose to "sacrifice" part of their salary in exchange for benefits like childcare or salary packaging arrangements.
  • Superannuation Contributions: Employers may contribute above the mandatory 10.5%, enhancing retirement savings.
  • Wellness Programs: Some companies offer programs supporting employee health and well-being, such as gym memberships, mental health initiatives, or discounts on wellness services.
  • Professional Development: Opportunities for career growth and skill development, such as training programs or conference attendance, are valued by many employees.


  • Industry and Company Size: Benefits can vary depending on the sector and the size of the company. Larger companies or those in competitive industries tend to offer more comprehensive benefits packages.
  • Negotiation: While some benefits are non-negotiable, others may be open to discussion, especially for high-demand professionals.
  • Cost of Benefits: Employers factor the cost of benefits into total compensation packages. Understanding the value employees place on specific benefits can help tailor a competitive offer.

Remember, competitive benefits go beyond just monetary rewards. By crafting a tailored and comprehensive package that aligns with your company culture and employee needs, you can attract and retain top talent, improve employee satisfaction, and boost your overall business success.

Time zoneUTC+05:00 — Heard and McDonald Islands
Total Time zones9
Working hours per week38
Working weekMonday–Friday
Typical hours worked7.6
Personal Tax filing deadline31st Oct
Financial Year1 July – 30 June
Date formatdd/mm/yyyy
CurrencyAustralian Dollar (AUD)
VATthe standard rate is 10%

Choosing an Employer of Record (EOR) in Australia is a strategic decision for businesses aiming for international expansion. Delegating tasks like managing local employment regulations, handling payroll complexities, and ensuring compliance to the EOR allows companies to seamlessly establish a presence in Australia without the complexities of setting up a legal entity. This collaborative partnership enables businesses to focus on their core objectives and growth strategies while ensuring their Australian workforce operates in strict compliance with local laws. The EOR streamlines international employment processes and provides expert guidance to navigate the intricate landscape of Australian employment regulations.