27 Best Employer of Record in Australia: Reviewed in 2025
10 Best Australian Employer of Record Service Shortlist
Here's my pick of the 10 best software from the 27 tools reviewed.
Get free help from our HR software advisors to find your match.
Hiring employees in Australia can be a daunting task, especially when you're faced with unfamiliar employment laws, the complexities of registering a legal entity, and the pressure to stay compliant with government bodies like the Australian Tax Office (ATO) and Fair Work Commission. These hurdles can slow your global expansion and make it difficult to confidently choose the right service to support your growth.
That’s where Employer of Record (EOR) services can turn things around. An Australian EOR can help you hire, pay, and manage employees legally — without having to open a local entity yourself. You get fast access to top Australian talent, ongoing compliance with local regulations, and peace of mind knowing your HR operations are in expert hands.
As an HR writer and researcher for People Managing People, I’ve evaluated dozens of EOR providers around the world to help teams like yours find the right fit. In this article, I’ll walk you through the best EOR services for hiring in Australia — so you can grow your team down under, without the headaches.
Market Details for Hiring in Australia
- Capital City: Canberra
- Currency: Australian Dollar (AUD)
- Payroll Frequency: Monthly
- Official Language: English
- Approx. Population: 27.3 Million
- Public Holidays: 12 to 14 days (regional variations)
Why Hire Employees in Australia?
Australia is particularly known for its deep talent marketplace in specific industries such as technology, healthcare, financial services, and mining. The thriving tech scene, advanced healthcare system, and stable financial sector provide a rich pool of specialized skills. In addition, Australia's global leadership in mining and resources attracts experts in these fields.
Other aspects that make Australia an attractive market for hiring remote employees include its large English-speaking population, favorable time zone for global coordination, economic stability, and strong work ethics. These factors combined make Australia a compelling choice for companies seeking the best talent globally.
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Best Employer of Record in Australia: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in Australia to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for offering local health benefits to Australian EOR employees | Free trial + demo available | From $29/month | Website | |
| 2 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 3 | Best for flexible global payment options | Free demo available | Pricing upon request | Website | |
| 4 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 5 | Best for an HR compliance documentation hub | Free demo available | $99/employee/month | Website | |
| 6 | Best for hiring and paying talent in Australia | Free demo available | From $199/employee/month or $19/contractor/month | Website | |
| 7 | Best for competitive and cost-effective benefits packages | Free trial available | From $29/user/month | Website | |
| 8 | Best EOR partner for enterprise organizations | Free demo available | From $595/employee/month or $49/contractor/month | Website | |
| 9 | Best for complying with local laws | Free trial available | From $39/employee/month | Website | |
| 10 | Best for hiring without setting up a local entity | Not available | From $29/contractor/month to $499/EOR employee/month | Website |
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Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Paycor
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.1 -
edays
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.3
Reviews of the Best Employer of Record Services in Australia
To help you find the best EOR service for hiring employees in Australia, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. I’ve also included 10 more EOR service providers for Australia below in case you’d like more options to consider.
Deel
Best for offering local health benefits to Australian EOR employees
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including Australia.
Deel owns a local entity in Australia staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire an employee in Australia with Deel, the average onboarding time frame is 2 days.
Why I picked Deel: Deel excels as an EOR service provider in Australia by offering streamlined contract management, ensuring compliance with Australian employment laws. Deel also helps organizations offer localized employee benefits for Australian staff, including private health insurance, workers compensation insurance, and social security contributions.
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the Australian talent market.
Deel Key Services:
Deel offers end-to-end management for your employees based in Australia, covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel for visa and immigration support if you want to relocate existing employees to Australia, with Deel managing the entire visa process for your organization in-house.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- Potential complexity for first-time users
- Limited customization options
Remofirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can build global teams with ease. They offer EOR services in 180+ countries, eliminating the need to set up multiple legal entities abroad.
Why I picked Remofirst: For budget-conscious businesses expanding their remote teams in Australia, Remofirst is a great option. Australia has strict labor laws, and Remofirst handles these complexities by making sure your employees comply with all legal requirements. This saves you from having to worry about establishing a local office or navigating Australian employment law on your own.
Remofirst’s EOR services in Australia also include managing taxes and payroll in line with local rules, which can be tricky to navigate. They ensure your employees receive the proper superannuation contributions and take care of income tax withholding, helping you avoid costly mistakes. They'll also automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it.
Remofirst Key Services:
Their team of legal experts and HR professionals will ensure your business operations are always compliant with changing Australian regulations, with compliance documentation accessible at all times through your secure dashboard. Their customer support team is also available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
On top of their EOR services, Remofirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), and employee support with obtaining visas and other immigration documentation. They can even help you allocate equipment to your global employees.
Pros and cons
Pros:
- Comprehensive compliance management
- User-friendly platform
- Robust employee support
Cons:
- Dependence on third-party providers for some services
- Service availability may vary by region
G-P is a leading EOR service provider that assists companies looking to hire and manage employees in Australia. Their global HR platform streamlines international hiring, compliance, payroll, and benefits administration, ensuring a smooth onboarding process for Australian employees.
Why I picked G-P: G-P’s sophisticated global EOR platform is designed to handle complex regulatory environments, making it easy for businesses to hire and manage employees in numerous countries, including Australia. It also comes with an AI assistant, Gia, to answer all your local employment regulation questions.
New hires can be onboarded in days, with locally-compliant contracts according to Australian laws. Using G-P, you can also pay your EOR employees in over 180+ currencies (including cryptocurrencies) using Venmo or bank transfers.
G-P Key Services:
G-P offers automated onboarding processes, real-time expense reporting, and a dedicated support team, all of which contribute to its reputation as one of the best EOR services in Australia.
Their team includes local HR experts who understand the intricacies of Australian labor laws and cultural nuances and can also assist with global expansion plans and executing global transactions as needed.
Pros and cons
Pros:
- Easy and quick international hiring and onboarding process
- Strong compliance and risk management
- Comprehensive global employment platform
Cons:
- Dependence on the platform for all HR functions
- Limited customization options
Borderless AI is a global EOR platform built to help companies hire internationally without setting up local entities. It supports full-time employment, payroll, and compliance in 170+ countries—including Australia—using AI tools to reduce HR admin and speed up onboarding.
Why I picked Borderless AI: I chose Borderless AI for its AI-native approach. You can use built-in tools like HRGPT to answer HR questions or auto-generate contracts tailored to your hiring location. That kind of automation would help you reduce repetitive tasks and avoid bottlenecks as you scale your team across time zones.
I also picked Borderless AI because it can take the pressure off navigating Australia's complex employment laws. It handles contracts, tax filings, and local benefits in line with Australian standards, so you don’t have to build that knowledge in-house. I also liked how quickly you can get set up. In just a few clicks, you can generate a compliant local contract and start onboarding.
Borderless AI Key Services:
Borderless AI offers EOR services across Australia, including payroll in AUD, local tax deductions, and superannuation management. Their platform can support your contractor workforce too, with classification tools and centralized payment tracking. You also get visibility into hiring costs by region and payment timelines.
The platform includes a compensation checker to help you stay competitive, and a knowledge manager to turn your policies into searchable HR content. All of this is backed by local support based in North America and a pay-as-you-go pricing model with no upfront deposits.
Pros and cons
Pros:
- Facilitates international expansion without the need for local entities
- Offers clear, flat-rate pricing
- Provides an AI-powered assistant
Cons:
- Reporting and analytics tools are not extensive
- Does not offer direct recruitment or applicant tracking functionalities
Native Teams is a prominent EOR service provider in Australia. Their services include payroll processing, compliance management, and HR support tailored to the Australian market.
Why I picked Native Teams: Their onboarding service is designed to be quick and efficient, allowing new hires to start contributing to the team faster. This service includes setting up employment contracts, benefit packages, and necessary training, tailored to Australian standards, with all related documents stored in a digital documentation hub for easy access.
Native Teams Key Services:
Native Teams offers comprehensive HR and compliance solutions, including a robust platform that simplifies payroll, tax compliance, and employee benefits management. Their localized expertise ensures that businesses remain compliant with Australian labor laws, making them a top choice for companies looking to hire in Australia.
Pros and cons
Pros:
- Customizable benefits packages
- Personalized HR support for employee management
- Quick and efficient onboarding process
Cons:
- Dependency on Native Teams for all HR-related functions
- Limited customization options
Skuad’s digital HR platform helps global employers hire, pay, and manage employees in over 160 countries, including Australia. When you hire them as your Australian EOR partner, they’ll manage the whole hiring process on your behalf, including creating employment agreements and other legal documents.
Why I picked Skuad: As part of their EOR service, Skuad offers remote onboarding and can facilitate payroll in multiple currencies. This includes the management of invoices as well as payroll automation. Skuad also offers robust compliance frameworks for local Australian employment laws, including visa and immigration processes, statutory benefits, and tax obligations.
Skuad Key Services:
Skuad's EOR services include remote employee onboarding, employee benefits, time-off tracking, and managing tax compliance. As part of their global hiring service, they’ll handle all the required documentation on your behalf, including work permits and visas for your new hires and their dependents.
Beyond that, Skuad can also help you distribute computer equipment to your new employees, and track company assets like phones and other IT devices.
Pros and cons
Pros:
- Robust HR support with localized knowledge
- Comprehensive compliance management features
- User-friendly platform
Cons:
- Deductions limited to Enterprise plan
- Platform could offer more customization options
Remote’s global HR solution offers EOR services that simplify payroll, benefits, taxes, and compliance for international workers. You can use their services to hire full-time employees or contractors and gain local market insights.
Once you’re ready to hire an employee in Australia, Remote can complete their onboarding process within 5 days.
Why I picked Remote: Remote helps companies compete for talent effectively in the global market by lending access to competitive benefits packages. They can help you offer health insurance, dental insurance, vision insurance, disability and life insurance, and mental health support services for your Australian employees. Remote also doesn’t add any markup to their benefits premiums or administration costs, making them a cost-effective choice.
Remote Key Services:
Services include global payroll processing, intellectual property and invention rights protection, and benefits packages that are tailored for the Australian market. Their software platform also covers experience reimbursement and time-off requests, which are quick and easy to approve through their online portal.
Pros and cons
Pros:
- Comprehensive compliance support
- User-friendly platform
- Strong local expertise
Cons:
- Limited customization options
- High cost per employee
Atlas HXM offers innovative companies the tools they need to compete in a global economy. As one of the largest, direct EOR service providers, Atlas HXM believes businesses should be able to employ whomever they want, wherever the talent exists.
Why I picked Atlas HXM: They're a popular choice across numerous industries, including non-profits, financial services, oil & gas, energy, life sciences, pharmaceuticals, technology, and government, and they can tailor their service offerings to your needs, whether you're a new startup, an SME, or an enterprise organization.
Atlas is committed to widening the margins of entrepreneurship and employment alike. As such, their business model helps startups and SMBs compete on the international playing field—turning commercial innovations into viable global enterprises. In doing so, Atlas brings opportunities to local economies and the people who work there.
Atlas HXM Key Services:
Services include Australian-specific compliance monitoring, employee engagement and productivity monitoring, and guidance on safety programs to minimize business risks.
Their technology platform is supported by international experts who deliver flexible services to companies wanting to expand across borders, including into Australia. Their services can help you onboard talent, manage compliance, and pay your global workforce without requiring a local entity or multiple third-party providers.
Pros and cons
Pros:
- User-friendly platform with localized support
- Comprehensive and customized onboarding
- Extensive local compliance expertise
Cons:
- Initial setup may require significant time and resources
- Limited customization options for specific HR policies
Agile Hero is an all-in-one global employment platform that combines Employer of Record (EOR), payroll, and global mobility services to help businesses manage their international teams.
Why I picked Agile Hero: Agile Hero's EOR service simplifies the complexities of hiring in Australia by acting as the legal employer for your team members, ensuring compliance with local labor laws and regulations. This means Agile Hero handles employment contracts, taxes, and benefits, reducing the administrative burden on your HR department. Additionally, they offer robust global mobility support, assisting with corporate immigration, relocation, tax and compensation guidance, and cultural induction programs. This comprehensive approach ensures that your employees transition smoothly into their new roles in Australia.
Agile Hero Key Services:
Other key services include global payroll management that centralizes payroll processing for both local and international staff, ensuring timely and accurate payments. The platform also offers self-onboarding capabilities, allowing new employees to complete necessary documentation and training modules at their convenience.
Agile Hero also provides real-time reporting tools, giving you immediate insights into your workforce metrics and payroll expenses.
Pros and cons
Pros:
- Employee self-service portals
- Supports global mobility
- User-friendly interface
Cons:
- Limited customization options
- Can be costly for smaller businesses or startups
Omnipresent is an employer of record (EOR) that helps businesses hire employees in over 160 countries, including Australia. With its global reach, it takes on the legal and administrative responsibilities of employing staff abroad without requiring you to set up a local entity. This means you can focus on growing your business while Omnipresent handles local compliance, payroll, and taxes, among other tasks.
Why I picked Omnipresent: When it comes to employing staff in Australia, Omnipresent offers localized expertise in Australian labor laws and compliance, ensuring your hires meet all legal requirements. You can trust them to handle employment contracts, tax registrations, and contributions to Australia’s superannuation system, which is a mandatory benefit for employees. They also manage statutory leave entitlements like long service leave, helping your company stay compliant with local regulations.
Omnipresent Key Services:
In addition to their EOR services, Omnipresent offers a range of key services that simplify global employment. They provide global payroll management, meaning you can pay all your employees, no matter where they are based, through a single platform.
Another feature worth noting is Omnipresent's benefits management, which allows you to offer competitive benefits packages tailored to local markets. They also have an easy-to-use platform where you can manage all aspects of your global team’s employment, from onboarding to payroll.
Pros and cons
Pros:
- Easy to manage payroll for global teams in one platform
- Handles tax compliance across multiple countries
- Strong local expertise in employment regulations
Cons:
- Lacks integration options
- Limited flexibility in customizing certain benefits packages
Other Australian Employer of Record Services
Here are some other EOR service providers in Australia that didn’t make it into my top 10 shortlist, but are still worth considering:
- Velocity Global
For navigating complex regulatory landscapes
- Mercans
For an advanced EOR management platform
- Horizons
For a flexible EOR contract with no termination fee
- Multiplier
EOR service for quick employee onboarding
- Papaya Global
For an AI-based payroll engine
- Rippling
For managing IT requirements for EOR employees
- Oyster HR
For EOR-related educational resources for clients
- Rivermate
EOR service for managing the local social security system
- Leap29
For hiring experts in oil & gas, construction, and engineering
- Gloroots
EOR service for small businesses or startups
- NN Road
For compliantly hiring foreign expats who live in Australia
- Gibson Watts Global
EOR service for risk management expertise
- Safeguard Global
EOR service for NGOs and non-profit organizations
- Polyglot Group
Australian EOR for a work visa sponsorship service
- Boundless
For a percentage-based EOR service model
- Australia PEO
For assistance with Australian mergers and acquisitions (M&A)
- Bradford Jacobs
For managing Australian payroll taxes
Hiring in Australia: Important Details
Here are some key details to note if this is your first time hiring staff located in Australia. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in Australia.
In Australia:
- Employment laws in Australia are set by the Fair Work Commission and the Australian Government's Fair Work Ombudsman.
- You can hire employees (full-time, part-time, casual, temporary, or fixed-term) or contractors. Your Australian EOR provider can help you determine the best hiring option depending on your needs while ensuring you avoid employee misclassification errors.
- Australia has both mandatory payroll deductions and social security contributions that must be collected, including the following:
- Pay As You Go (PAYG) Withholding Tax,
- Superannuation Guarantee Charge (SGC),
- Medicare Levy, and
- Higher Education Contribution Scheme - Higher Education Loan Program (HECS-HELP), if applicable.
- English is the official language in Australia.
- The standard working week in Australia is 38 hours per week for a 5-day work week.
- Overtime is allowed under the Fair Work Act 2009 and is calculated at 1.5 times the regular rate for the first two or three hours and double time thereafter.
- In Australia, employees are paid either bi-weekly or monthly.
- Paid vacation in Australia starts at 20 days of annual leave per year for full-time employees.
- There are 7 national public holidays plus up to 7 regional holidays that are celebrated in Australia which employees are paid for. Understanding and complying with employment norms and legal requirements surrounding Australian public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
- National public holidays in Australia include:
- New Year's Day (January 1)
- Good Friday (variable date)
- Easter Monday (variable date)
- Anzac Day (April 25)
- Christmas Day (December 25)
- Boxing Day (December 26)
- Australia offers maternity leave and paternity leave.
- The maternity leave entitlement is up to 18 weeks, beginning up to 6 weeks before the child’s birth.
- The paternity leave entitlement for fathers is 2 weeks, to be taken within 6 weeks of the birth.
- During these leaves, employees receive salary payments under the Australian Government’s Paid Parental Leave scheme.
- Paid sick leave in Australia is 10 days per year for full-time employees. Sick time can also be accumulated according to Australia’s Fair Work Ombudsman.
- The probationary period in Australia is typically 3 to 6 months, depending on the employment contract.
- The termination terms in Australia are mandated by the Fair Work Act 2009. The required notice period ranges from 1 to 4 weeks, depending on the employee's length of service. This is another area where a local Australian EOR can provide assistance to ensure the probation period and related severance are handled correctly.
- Severance pay is offered based on the length of service, ranging from 4 to 16 weeks' pay for employees with 1 to 10 years of service, respectively.
Selection Criteria for Employer of Record Australia
Uncovering the best EOR services for this list required a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage international payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
What is an Employer of Record in Australia?
An Employer of Record (EOR) in Australia is a third-party service that hires employees on your behalf, handling all the legal, payroll, tax, and compliance responsibilities—so you don’t have to. While you manage day-to-day tasks and performance, the EOR acts as the legal employer, ensuring every hire meets Australia’s strict employment standards.
It’s a smart solution for businesses expanding into Australia or hiring remote talent, without needing to navigate local laws or set up a legal entity.
EOR vs Legal Entity
If you’re expanding into Australia, you’ll need to decide whether to use an EOR or set up a legal entity. While both options allow you to hire employees locally, they come with very different levels of complexity, cost, and risk.
Here’s a quick side-by-side comparison to help you weigh your options:
| Factor | Employer of Record (EOR) | Legal Entity Setup |
|---|---|---|
| Setup Time | A few days to onboard employees | Several weeks or months |
| Compliance Responsibility | Managed by the EOR | Fully managed in-house |
| Legal Entity Required | No | Yes |
| Payroll & Tax Management | Handled by the EOR | Must be set up and managed internally |
| Cost | Monthly fee per employee | High upfront and ongoing costs (registration, accounting, legal) |
| Local Expertise Needed | Provided by the EOR | Must be sourced or built internally |
| Risk Exposure | Lower (EOR assumes liability for employment compliance) | Higher (full legal responsibility for employment and tax compliance) |
| Flexibility | High—ideal for testing new markets or scaling quickly | Lower—better for long-term, permanent operations |
Using an EOR is often the faster, lower-risk route—especially if you're testing the Australian market or scaling rapidly. On the other hand, establishing a legal entity may be worthwhile if you’re committed to a long-term, permanent presence in Australia with a large local team.
How to Choose an Employer of Record in Australia
The right EOR can take the stress out of hiring in Australia—but only if it aligns with your specific needs. Before you commit, take time to clarify your goals and challenges, then use these questions to guide your evaluation:
- What problem are you solving?
Whether it’s navigating local compliance, hiring in specific states or territories, or managing benefits, pinpoint the exact hurdles you're facing. - Who benefits from the service?
Think about who on your team will interact with the provider and how the EOR will improve their daily work. - What's your budget?
Estimate how many Australian hires you plan to make so you can calculate your potential monthly costs based on per-employee fees. - What outcomes matter most?
Define what success looks like—whether that’s faster onboarding, fewer compliance risks, or streamlined payroll—and how you’ll measure it. - Will it integrate with your HR systems?
Ensure the EOR’s platform can work smoothly with your existing HR software to avoid unnecessary data or workflow issues.
Remember, every business is different, so taking the time to match the EOR’s strengths to your priorities is key to making the right choice.
Trends in Employer of Record Services
As global hiring becomes more common, companies need faster, more reliable ways to manage payroll, compliance, benefits, and onboarding across borders. In response, EOR services are evolving into tech-forward solutions that prioritize flexibility, automation, and end-to-end support for global teams.
Here are the latest trends shaping the future of EOR services and the HR platforms behind them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
These trends will continue to shape the future of international employment, making it easier for businesses to simplify global expansion.
For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our reviews of Velocity Global, Skuad, and Oyster HR.
Key Employer of Record Services
An Employer of Record (EOR) simplifies hiring and compliance in Australia by managing payroll, tax obligations, and labor laws. Key services include:
- Payroll in AUD: Ensures accurate payments in compliance with the Fair Work Act 2009, covering wage rates, overtime, and record-keeping, preventing penalties from the Fair Work Ombudsman.
- Tax Compliance and Superannuation: Handles Pay As You Go (PAYG) tax and compulsory superannuation contributions to meet Australian Taxation Office (ATO) requirements.
- Labor Law Compliance: Offers expertise on Australia’s National Employment Standards (NES) and Modern Awards, ensuring compliance with local laws and alignment with broader international workforce regulations. This mitigates risks tied to both domestic and cross-border employment.
- Talent Acquisition and Background Checks: Verifies industry-specific credentials and conducts background checks, ensuring new hires meet Australian certification requirements.
- Visa and Work Permits: Assists with Temporary Skill Shortage (TSS) visas and Employer Nomination Scheme (ENS) compliance, meeting Department of Home Affairs’ regulations.
- Onboarding and Offboarding: Manages compliant onboarding and terminations in line with the Fair Work Act, reducing risks of disputes or claims.
- Benefits Administration: Provides competitive superannuation and health insurance benefits, tailored to Australia’s job market.
- HR Support: Offers ongoing consultation on Australian employment laws, workplace safety (WHS), and compliance with the Fair Work Information Statement.
- Risk Management and Insurance: Oversees workers’ compensation and maintains insurance per state regulations, mitigating legal and financial risks.
- Multi-Language Support: Facilitates communication with Australia’s diverse workforce through translation and localization of legal documents.
Partnering with an EOR in Australia ensures compliance and streamlines HR operations, allowing you to focus on your core business.
Benefits of an Employer of Record Service
Expanding globally is exciting—but navigating foreign employment laws, payroll, and compliance isn’t. An EOR service lets you hire internationally without the legal headaches, giving you the freedom to scale faster and with confidence.
Here’s what you gain when you partner with an EOR:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of using an EOR service can help improve strategic planning. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in Australia cost between $199 to $650 per employee, per month.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models. If you'd like to delve deeper into the different factors that influence prices, my article explaining the intricacies of different EOR pricing models is a natural next step.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs About EOR Services in Australia
If you’ve got specific questions about the requirements to hire Australian employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What does an Employer of Record do?
An Employer of Record (EOR) legally hires employees on your behalf in countries where you don’t have a local entity. They handle payroll, taxes, onboarding, and compliance, so you can tap into global talent without taking on the legal risks or setting up a physical presence.
It’s a useful service for businesses that are expanding internationally but don’t have physical offices established yet, or don’t ever plan to establish them.
What are the minimum wage requirements in Australia?
As of July 1, 2024, the minimum wage in Australia is AUD 24.10 per hour, which amounts to AUD 882.80 per 38-hour work week. This rate applies to employees who are not covered by a specific award or enterprise agreement.
In addition to the national minimum wage, individual awards and agreements may set higher minimum rates of pay for specific industries or occupations. These awards also include provisions for penalty rates, overtime, allowances, and other employment conditions.
For up-to-date information and detailed specifics, you can refer to the Fair Work Ombudsman website.
Do EOR providers offer other types of global HR services?
Yes, most of the time they do. Many service providers in this space also offer professional employer organization services (also known as PEO services), as well as international payroll services.
PEO services are a way of outsourcing human resources to support your international teams. PEO companies can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
International payroll services support payments in multiple local currencies on your behalf, allowing you to easily pay remote employees or independent contractors within a unified payroll run. They also manage in-country compliance and tax filing requirements, making the process a lot easier on your team.
To dive even deeper into this topic, read our article covering other types of global HR services to figure out the best fit for you.
What are some of the consequences of non-compliance?
Hiring internationally without following local labor laws can lead to serious consequences, including:
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Fines and financial penalties
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Lawsuits or legal action
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Loss of business licenses or permits
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Government audits and increased scrutiny
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Reputational damage, both publicly and internally
Since every country has its own employment laws, using an EOR can help you stay compliant and avoid these costly mistakes.
Are there any risks to using an Employer of Record service?
While EOR services simplify global hiring, they’re not entirely risk-free. Here are some things to watch out for:
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Hidden fees for onboarding, offboarding, or added HR support
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Mandatory benefits may increase total costs in some countries
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Currency fluctuations can impact payroll costs
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Data security concerns if the EOR lacks strong protections or certifications (e.g. ISO 27001)
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Reduced control over workforce processes and policies
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Brand reputation can be affected if the EOR mishandles employee relations or compliance
Choosing the right EOR partner with transparent pricing, strong security, and a solid reputation helps reduce these risks significantly.
Gain Access to the Best Talent with an EOR in Australia
If you made it this far, I hope you have a better sense of how EOR services can simplify the process of hiring Australian employees. They're truly a valuable resource, whether you're an enterprise organization looking to snap up the top talent in Australia, or a small business or startup trying to break into the Australian talent marketplace without launching your own entity.
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