Employee Onboarding Process
Onboarding remote employees in Australia through an Employer of Record (EOR) ensures compliance with local labor laws while providing a seamless experience for both employer and employee. A structured onboarding process, supported by an EOR, minimizes legal risks, enhances employee satisfaction, and speeds up the time to productivity.
Before the Job Offer Letter
The Client Company is Responsible For:
- Creating Job Descriptions: Draft a detailed job description tailored to the Australian labor market and specific role requirements.
- Candidate Selection: Conduct interviews and finalize candidate selections.
- Finalizing Compensation: Determine salary, benefits, superannuation, and paid leave entitlements in accordance with Australian standards.
The EOR Partner Plays a Vital Role By:
- Ensuring Legal Compliance: All employment terms are aligned with the Fair Work Act and the National Employment Standards (NES).
- Drafting Offer Letters: Provide legally compliant offer letters that include necessary clauses and rights.
- Background Checks: Conduct work eligibility verifications, reference checks, and document validations.
After the Job Offer Letter
The EOR is Responsible For:
- Issuing Employment Contracts: Draft and share a compliant contract of employment outlining terms, responsibilities, and policies.
- Government Registrations: Register the new hire with the Australian Taxation Office (ATO) and a superannuation fund.
- Payroll Setup: Set up compliant payroll systems including PAYG tax deductions, super contributions, and employee benefits.
The Client Company is Responsible For:
- Providing Role-Specific Resources: Share documents, expectations, and digital tools required for the role.
- Internal Guidelines: Provide company policies, code of conduct, and workflow processes.
On Joining Day
The EOR is Responsible For:
- Document Collection: Collect Tax File Number (TFN), personal details, and employment declarations.
- Compliance Checks: Confirm that all legal documents are filed and onboarding checklists completed.
- Benefit Enrollment: Ensure the employee is enrolled in statutory programs like superannuation and Medicare (if applicable).
The Client Company is Responsible For:
- Team Introductions: Organize virtual introductions and team meet-and-greets.
- Training Materials: Provide initial training guides, access to tools, and set expectations for the probation period.
Post Onboarding
The EOR is Responsible For:
- Payroll Management: Handle monthly payroll, PAYG tax submissions, and issue payslips.
- Ongoing Compliance: Ensure labor law updates and changes are reflected in employment terms and practices.
The Client Company is Responsible For:
- Employee Engagement: Initiate regular one-on-one check-ins, team activities, and career growth plans.
- Performance Monitoring: Conduct probationary reviews and provide structured feedback.
Seamless Onboarding for New Employees in Australia with Asanify
A Warm Welcome, the Aussie Way 
Australian workplace culture emphasizes inclusivity, transparency, and open communication. Asanify ensures that new hires feel welcome and culturally aligned from day one. Onboarding is not just a compliance activity but a cultural integration experience.
Equipment Delivered to Their Doorstep 
Asanify coordinates with the client company to ensure all essential tech gear and resources are delivered to the new hire’s location well before their start date, enabling a productive Day 1.
FAQs
- What are the 5 C’s of onboarding? Connection, Compliance, Clarification, Culture, and Checkback.
- What should an employee onboarding checklist include in Australia? Job contract, tax declarations, superannuation setup, identity verification, and compliance documents.
- How can an EOR assist with onboarding remote employees in Australia? By managing compliance, contracts, registrations, and payroll on the company’s behalf.
- What documentation is required before hiring in Australia? TFN, proof of identity, visa/work rights documentation, bank details, and signed contract.
- What statutory registrations must be completed during onboarding? ATO registration, superannuation account setup, and employment declaration.
- How does EOR onboarding ensure Fair Work compliance? By aligning all processes with the Fair Work Act and NES requirements.
- Are superannuation contributions mandatory from the first paycheck? Yes, employers must contribute to an employee’s super fund starting from Day 1.
- How can remote onboarding be culturally adapted for Australia? Incorporate informal welcome messages, team bonding calls, and highlight flexibility.
- What onboarding tasks are split between the EOR and the client? EOR handles legal and compliance; the client focuses on cultural integration and role enablement.
- Why is onboarding crucial for remote teams in Australia? It builds trust, sets expectations, ensures compliance, and promotes long-term retention.
- What is the probation period policy in Australia and how is it tracked? Typically 3-6 months; tracked by performance check-ins and documented reviews.
- What happens if onboarding is non-compliant with Australian labor laws? Risk of penalties, lawsuits, or disqualification from employer registrations.
- Can an EOR help manage onboarding for both permanent and contract workers? Yes, EORs manage employment for various contract types under compliant structures.
- What role does ATO registration play in onboarding? It ensures tax is withheld correctly and the employee is listed with the proper payer.
- Are there digital tools that can simplify onboarding in Australia? Yes, platforms like Asanify automate document collection, compliance checks, and onboarding workflows.
- How does the onboarding process affect employee satisfaction and retention? A smooth and personalized onboarding process helps new hires feel valued and increases long-term engagement.
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.