Expanding your global team to Australia? With its stable economy, skilled workforce, and transparent legal framework, Australia is a highly attractive destination for international businesses. But hiring employees in Australia comes with strict compliance requirements—ranging from tax laws and superannuation to employment awards and termination rules. That’s where an Employer of Record (EOR) can help.
An EOR enables companies to legally hire employees in Australia without setting up a local entity. The EOR becomes the legal employer, managing employment contracts, payroll, tax reporting, superannuation contributions, and compliance with Fair Work regulations. In this guide, we explore the top EOR service providers in Australia for 2025, with Asanify ranked #1 for its automation-led, fully compliant solutions.
Table of Contents
- What is an Employer of Record (EOR) in Australia?
- Why Use an Employer of Record in Australia?
- Why Hire Employees in Australia?
- Hiring in Australia: Important Local Details
- Key EOR Services You Should Expect
- Benefits of Using an EOR in Australia
- Trends in EOR Services in Australia
- Top 10 EOR Providers in Australia for 2025
- Other Australian EOR Services to Explore
- Compliance Factors When Hiring in Australia via EOR
- How to Choose the Right EOR Partner in Australia
- Why Choose Asanify as Your EOR Partner in Australia
- Conclusion
- FAQs
What is an Employer of Record (EOR) in Australia?
An Employer of Record (EOR) in Australia is a third-party service provider that legally employs workers on behalf of a foreign company. While you retain full control over the employee’s day-to-day tasks and performance, the EOR assumes responsibility for all local employment functions—such as drafting Fair Work-compliant contracts, managing Superannuation contributions, handling Pay As You Go (PAYG) tax withholding, and ensuring compliance with Australia’s National Employment Standards (NES) and Fair Work Act.
This model enables global businesses to hire employees in Australia quickly, legally, and without setting up a local legal entity or navigating complex employment laws independently.
Why Use an Employer of Record in Australia?
Australia is known for its complex employment regulations, including National Employment Standards (NES), industry-specific awards, and employer obligations under the Fair Work Act. Foreign businesses often face these challenges:
- Navigating award-based minimum wages and entitlements
- Ensuring superannuation payments and tax withholdings
- Complying with termination rules and notice periods
- Managing onboarding in line with state-specific health and safety laws
An EOR solves these issues by hiring on your behalf. You can hire employees in Australia without incorporating, while ensuring full compliance with Australian labor laws and tax codes.
Why Hire Employees in Australia?
Australia is a top choice for global businesses expanding in the Asia-Pacific region thanks to its stable economy, highly skilled workforce, and transparent legal system. It offers a strategic mix of Western business culture, strong IP protection, and flexible employment policies—making it ideal for both startups and enterprises.
Key Advantages:
- Comprehensive Legal Framework: Australia’s Fair Work Act and National Employment Standards (NES) clearly define employee rights, wage entitlements, and employer responsibilities.
- Highly Educated, English-Speaking Talent: Australia offers a workforce with strong expertise in software engineering, healthcare, finance, and mining, supported by world-class universities.
- Strong Worker Protections: Mandatory superannuation, public healthcare (Medicare), and structured leave policies ensure high employee satisfaction and retention.
- Business-Friendly Environment: Australia ranks high in global ease of doing business indexes, with minimal red tape and clear regulatory procedures.
- Time Zone Advantage: Ideal for bridging APAC and Western operations, offering overlapping work hours with Asia and partial coverage with Europe and North America.
Hiring in Australia: Important Local Details
To hire compliantly in Australia, foreign companies must understand the country’s employment laws, tax framework, and benefits system—especially when engaging talent through an Employer of Record (EOR).
Key Considerations:
- Employment Contracts: Must comply with the Fair Work Act and clearly outline wages, hours, termination conditions, and applicable modern awards.
- Superannuation: Employers are required to contribute a minimum of 11% of an employee’s ordinary earnings to a registered super fund (as of 2025).
- Leave Entitlements: Full-time employees receive at least 20 days of paid annual leave, 10 days of personal/carer’s leave, and eligible parental leave per NES.
- Termination & Notice Periods: Notice depends on tenure, ranging from 1 to 4 weeks. Redundancy and severance rules apply based on company size and role.
- Tax and Payroll: Employers must withhold income tax under the Pay As You Go (PAYG) system and manage payroll reporting via Single Touch Payroll (STP).
- Work Visas for Foreign Hires: Temporary Skill Shortage (TSS) visa (subclass 482) is common. EOR providers can sponsor and manage these efficiently.
Suggested Read: Employer of Record Australia: A Comprehensive Guide
Key EOR Services You Should Expect
Before selecting an Employer of Record (EOR) in Australia, it’s important to ensure the provider offers a complete suite of services that meet the country’s legal and payroll compliance standards.
| Service | Essential for EOR? |
|---|---|
| Employment contract generation | Yes |
| Superannuation setup & reporting | Yes |
| PAYG income tax withholding | Yes |
| Payroll processing & STP reporting | Yes |
| Visa sponsorship | Optional |
| Employee benefits administration | Yes |
| HR helpdesk or ticketing system | Useful |
| IP assignment & confidentiality | Critical |
A reliable EOR partner in Australia should not only manage employment tasks but also reduce legal risk and provide ongoing support for both employers and employees throughout the worker lifecycle.
Benefits of Using an EOR in Australia
Engaging an EOR in Australia allows foreign companies to hire and manage employees quickly while ensuring compliance with complex national and state-level labor laws.
- Hire full-time Australian staff without incorporating a local entity
- Ensure PAYG tax, superannuation, and payroll reporting are fully compliant
- Reduce HR and legal overhead by outsourcing employment responsibilities
- Avoid penalties related to Fair Work breaches or ATO non-compliance
- Gain fast access to a skilled and diverse workforce with minimal setup time
Trends in EOR Services in Australia
The EOR landscape in Australia is evolving to meet the growing needs of remote-first companies, compliance-heavy industries, and high-growth startups.
Key Trends:
- Automation-Driven Platforms: Advanced EOR platforms now automate payroll compliance, STP submissions, and award interpretation—reducing manual admin errors.
- Localized Benefits Support: More providers are customizing benefits such as Super top-ups, health & wellness programs, and fringe benefits aligned with Australian expectations.
- Remote Work Enablement: EORs are offering infrastructure to support distributed workforces, including digital onboarding, time tracking, and secure document management.
- Flexible Pricing Models: Usage-based billing and per-employee pricing are gaining traction, making EOR services more accessible for early-stage companies and global scaleups.
Top 10 EOR Providers in Australia for 2025
Australia’s EOR landscape in 2025 is led by tech-driven platforms and regionally experienced providers that simplify hiring, payroll, and compliance for global businesses. These top EOR companies help employers onboard talent quickly, manage superannuation and PAYG tax, and stay aligned with Fair Work regulations. Below is a curated list of the best EOR providers operating in Australia today.
- 1. Asanify
- 2. Remote
- 3. Deel
- 4. Oyster HR
- 5. Papaya Global
- 6. Safeguard Global
- 7. Globalization Partners
- 8. Atlas
- 9. Velocity Global
- 10. Shield GEO
1. Asanify – Smart & Compliant Hiring in Australia
Asanify leads the list with its automation-first platform and deep compliance capabilities in Australia. It handles onboarding, employment contracts, tax filings, and superannuation—while keeping you updated on local labor law changes.
Strengths in Australia: Asanify ensures compliance with Fair Work awards, manages tax obligations (PAYG), and streamlines super contributions. It supports contracts localized to Australian standards and offers real-time support.
Ideal For: Startups, remote-first companies, and growing businesses looking for speed and accuracy in hiring.
2. Remote
Remote is a global EOR platform with a strong infrastructure in Australia. It offers legally compliant hiring and ensures employee benefits and tax obligations are fully managed.
Strengths in Australia: Remote supports IP protection, localized employment contracts, and health benefits alignment with local standards.
3. Deel
Deel offers EOR and contractor management in Australia, making it ideal for hybrid teams. It ensures seamless onboarding and documentation workflows.
Strengths in Australia: Deel excels in quick onboarding, centralized tax document management, and compliance with Australian super and payroll requirements.
4. Oyster HR
Oyster HR supports remote hiring in Australia through legally compliant EOR services. It’s known for its user-friendly employer and employee experience.
Strengths in Australia: Detailed onboarding guides, award-compliant contracts, and automated compliance checks make Oyster a solid option.
5. Papaya Global
Papaya Global combines EOR services with HR analytics and payroll automation. It’s well-suited for companies hiring in Australia at scale.
Strengths in Australia: Offers local payroll dashboards, tax filing automation, and real-time labor law updates.
6. Safeguard Global
Safeguard Global offers enterprise-ready EOR solutions across Australia, ideal for managing large teams and multiple awards.
Strengths in Australia: Expertise in NES and award compliance, and scalable infrastructure for enterprise-level operations.
7. Globalization Partners
Globalization Partners has local legal entities in Australia, ensuring smooth employee onboarding and tax compliance.
Strengths in Australia: Quick deployment of employees, robust contract templates, and strong employee data protection.
8. Atlas
Atlas is a direct EOR provider with in-house infrastructure in Australia, which reduces outsourcing layers.
Strengths in Australia: Strong presence in local HR compliance, tailored benefits administration, and superannuation reporting.
9. Velocity Global
Velocity Global helps companies build agile teams across Australia with region-specific hiring and legal support.
Strengths in Australia: Excellent in payroll compliance, tax deduction, and award classification per Fair Work requirements.
10. Shield GEO
Shield GEO is known for customized HR support and personalized guidance on Australian labor laws.
Strengths in Australia: Provides hands-on onboarding support, regular compliance audits, and tailored documentation for Australian hires.
Other Australian EOR Services to Explore
While this blog highlights top global EOR platforms, several Australia-based or regionally experienced providers also offer reliable, localized EOR and payroll solutions. These companies often provide stronger in-country support and a deeper understanding of Australian labor laws and industry-specific awards.
- Employment Innovations – Sydney-based HR and payroll company offering EOR, HR advisory, and compliance services tailored to Australian businesses.
- Easy Payroll Global – Specializes in EOR and managed payroll solutions for Australia and New Zealand with local compliance expertise.
- Polyglot Group – Australian-founded HR services firm with EOR and workforce management solutions across multiple states and sectors.
These local providers may be particularly beneficial for companies focusing primarily on the Australian market, offering flexible pricing, real-time support, and localized benefits customization aligned with Fair Work compliance.
Compliance Factors When Hiring in Australia via EOR
A compliant EOR in Australia should fully manage your employment risk by handling all required obligations under national and state labor laws. Key compliance areas include:
- Employment Contracts: Must comply with the Fair Work Act and relevant modern awards; should include details on pay, hours, benefits, and termination terms.
- Superannuation Contributions: Employers must contribute a minimum of 11% (2025) of an employee’s earnings into a registered superannuation fund.
- Income Tax (PAYG): Employers are required to withhold income tax through the Pay As You Go (PAYG) system and report it via Single Touch Payroll (STP).
- Leave Policies: EOR must administer leave in compliance with National Employment Standards (NES), including annual leave, sick leave, and parental leave.
- Termination Terms: Must follow correct notice periods, redundancy entitlements, and ensure final pay includes accrued leave and super.
By ensuring these compliance factors are properly handled, EOR providers in Australia help global employers avoid legal penalties, build trust with local talent, and maintain smooth HR operations.
How to Choose the Right EOR Partner in Australia
Selecting an EOR in Australia goes beyond cost. Here are key evaluation points:
- Award and NES Compliance: Can they manage different award requirements and entitlements?
- Payroll and Super: Do they automate PAYG tax, Medicare levy, and superannuation contributions?
- Contract Localization: Are contracts compliant with state and national laws?
- Support Infrastructure: Do they offer fast onboarding and responsive local support?
- Cost Transparency: Are their fees clearly structured and competitive?
Why Choose Asanify as Your EOR Partner in Australia
Asanify is a trusted Employer of Record (EOR) solution built for speed, compliance, and operational ease in Australia. It enables global companies to onboard employees within 5–7 business days, handling Fair Work-compliant contracts, PAYG tax withholding, and superannuation contributions seamlessly. The platform supports award interpretation, STP-compliant payroll processing, and provides employee self-service features for leave, payslips, and benefits—all in one intuitive dashboard. Whether you’re hiring remotely or expanding your footprint in Australia, Asanify ensures fully compliant employment backed by expert local support.
Suggested Read: Understanding Labour Laws in Australia
Conclusion
Australia is a high-value destination for global hiring, offering a skilled workforce and strategic access to the APAC market—but it also brings regulatory complexity through modern awards, superannuation laws, and Fair Work mandates. An experienced EOR like Asanify helps you navigate compliance, manage payroll, and support your Australian employees without the need for a local entity.
With its fast onboarding, local HR expertise, and scalable technology, Asanify is the ideal EOR partner for businesses looking to grow confidently and compliantly across Australia.
FAQs
An EOR is a third-party entity that legally employs workers in Australia on your behalf and manages compliance with labor laws.
They handle employment contracts, PAYG taxes, superannuation, Fair Work compliance, and employee onboarding.
Yes, an EOR enables you to hire legally without establishing a local entity.
Under NES, employees are entitled to leave, public holidays, notice periods, and fair termination rights.
Awards set minimum pay and conditions for different industries. EORs must align contracts with applicable awards.
Typically AUD 600–1,200 per employee/month depending on provider and services.
With EORs like Asanify, onboarding usually takes 5–10 business days after document submission.
Yes, EORs remit super and PAYG taxes to the ATO on your behalf.
Yes, EORs help transition employees to your Australian entity once it’s registered.
It offers fast onboarding, award-aligned compliance, cost-effective pricing, and seamless integration with your global HR tech stack.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.