Employer of Record Australia

Australian EOR services are priced as a portion of a co-employed worker’s salary. All HR operations required on behalf of the employee are covered by this fee, which is paid as part of the payroll process.  

If you work with a local EOR, you can hire people in Australia safely and lawfully without the need for a local corporate structure. EOR services offer a fully compliant way to hire or transfer individuals to Australia with all benefits and protections.  

In Australia, employers must provide their workers with total protection and a range of mandatory benefits. EOR services give businesses everything they need to effectively manage their duties in Australia while guaranteeing that employment agreements and administrative procedures comply with every necessary law. 

You can join the new market for a single monthly charge without needing to construct a local organization in Australia.  

In Australia, independent contractors can receive employee benefits and retain total control over their work and work procedures by entering into an EOR agreement to perform work for their clients. This allows your business to connect with a variety of nearby contractors and use our EOR to take care of contractor classification and payment compliance assurance.  

The services of our recruitment agency in Australia can offer top-notch hiring services while carefully adhering to hiring best practices thanks to our extensive recruitment networks and diversified local resources. Our recruiting specialists can find the best local or international talent for you because they are thoroughly versed in all local requirements and rules as well as hiring best practices.  

What’s more, once the right team members have been found and hired, they can be effortlessly integrated into your existing organization through our local EOR services.  

You can find the best international talent in Australia and beyond with the help of INS Global’s Australian recruitment agency solution and compliance guarantor. Our experts employ professional hiring strategies that account for all regional or local variations in employment norms.  

Without minimum or maximum service requirements, INS Global offers you the scalability to expand into more than 100 countries while hiring as many or as few team members as your projects demand. 

Reacting swiftly to constantly changing worldwide marketplaces may be necessary for your global expansion. That’s why we don’t put any restrictions on your recruitment needs.  

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The direct and indirect costs of working in Australia include things like payroll taxes, hiring fees, and signing bonuses, to name a few. On the other hand, all of this might be managed for a single charge by an EOR or PEO service.   

Working in Australia may also require less obvious costs, including incentive programs, moving expat employees, and other expenses related to establishing local institutions. Having the right local information also helps to reduce unnecessary spending.   

You can eliminate the necessity for a local physical site, which could be required as part of company opening procedures, by utilizing global EOR services.  

Following national labor legislation, certain employment perks or obligations may vary between Australians and foreign nationals. In these scenarios, INS Global can offer both groups of workers total compliance assurance and promptly adapt to changes in local or global regulations.  

EOR and PEO solutions can help businesses of all sizes, from small start-ups to massive multinational corporations, to succeed more quickly in a new market. Thanks to cutting-edge employment outsourcing technologies, employing local or foreign personnel effectively and securely is simple.  

Our services can even replace internal HR duties while offering quick ways to expand to accommodate more workers’ requirements.  

The legal expertise offered by PEO and EOR services may be particularly advantageous to businesses in various industries that lack structures or established networks in Australia (or seek to avoid cost-scaling difficulties). 

You can hire contractors through certified local organizations, umbrella companies, or staffing agency services in Australia in addition to using local PEO services in Australia or an EOR in Australia. Using contractors securely and effectively without worrying about misclassification is another benefit of outsourcing the necessity to engage and pay contractors in Australia.   

As an employer, you must ensure that Australian contractors are fairly compensated, even though you are not required to offer employee benefits or protections.  

There aren‘t specific rules on when a company must pay its employees in Australia, but typically payroll takes place every week, fortnight, or month.  

As of July 2023, the minimum wage in Australia is AUD23.23 per hour or AUD882.80 per 38-hour week. 

There are many different work visas available in Australia, with a full list being available on the Australian government‘s website here.  

Employers in Australia must manage and withhold tax and social security benefits for their employees as part of the regular payroll process. This also includes employer contributions to each employee‘s social security fund, which encompass Superannuation and Retirement Taxation (the equivalent of 11% of the employee‘s salary), Work Coverage (based on the chosen work insurance plan), and the Fringe Benefits Tax (47% of the value of all non-cash fringe benefits provided to workers).  

In addition to providing a safe working environment with regular and accurate payment, employers in Australia must give their employees pension contributions, paid leave for public holidays, sickness, annual vacation, and parental leave, plus long service leave for employees with more than 5 to 10 years of service. Employers are also required to offer flexible working arrangements if necessary.  

In general, it‘s considered best practice to have the full consent of an employee in Australia before making amendments to their contract to avoid legal problems. These amendments must be made in writing, and employers can terminate an employee if agreements cannot be reached.  

Most public healthcare services in Australia are free for users or may include small additional costs. The healthcare system is funded through taxes. 

In addition to this, the private healthcare system allows for private healthcare plans or services paid for by the user or through additional private health insurance.  

Employees in Australia must be given a notice period before termination. Notice periods depend on the employee’s length of service: 

• 1 week for service of 1 year or less 
• 2 weeks for 1 year – 3 years 
• 3 weeks for 3 years – 5 years 

• 4 weeks for more than 5 years 

Payments must be made to employees only in the case of redundancy if there is no evidence of serious misconduct. This payment is tax free. Redundancy payments are: 

• 4 weeks’ pay for 1-2 years of continuous service 

• 6 weeks’ pay for 2-3 years of continuous service 
• 7 weeks’ pay for 3-4 years of continuous service 
• 8 weeks’ pay for 4-5 years of continuous service 
• 10 weeks’ pay for 5-6 years of continuous service 
• 11 weeks’ pay for 6-7 years of continuous service 

• 13 weeks’ pay for 7-8 years of continuous service 
• 14 weeks’ pay for 8-9 years of continuous service 
• 16 weeks’ pay for 9-10 years of continuous service 
• 12 weeks’ pay for 10+ years of continuous service (plus long service pay) 

Since the Fair Work Act of 2009, Fair Work Inspectors (FWI) have overseen compliance with national labour laws.  

There are 7 national public holidays in Australia on which employees are eligible for paid leave. If the public holiday falls on a typical rest day, then the next working day should be provided as leave in lieu. Additionally, each state or territory may have its own public holidays.