Employer of Record Australia
Hire staff and expand your business in Australia with our fully-managed EOR Service
How we can help
Unrivalled Employer of Record Service in Australia designed to expand your business seamlessly
Agility EOR delivers services for business’s looking for an Employer of Record in Australia. We help clients hire new employees or transfer existing employees into a fully-managed EOR service.
EOR Australia Services
Download our full Australia Employment Guide
Find out all about employing in Australia
WHAT to expect
Australia Employment Law
These pieces of legislation cover everything from terminations and severance pay through to working hours, holiday entitlement and rules around different contract types.
There are heavy fines and potentially imprisonment where the relevant laws aren’t followed. Let Agility EOR take care of all compliance elements for you.
Payroll in Australia
Australia has no mandatory 13th month salary requirements, and employees can be paid in weekly, bi-weekly or monthly increments.
On July 1, 2022, the federal minimum wage was set at $21.38 (AUD), or $812.60 (AUD) weekly for a standard workweek of 38 hours (before tax).
The majority of workers in Australia are covered by a modern award. These specify the minimum salary and other working conditions applicable to employees in specific fields.
Working hours in Australia
According to the Fair Work Act of 2009, a worker can only put in a maximum of 38 hours per week, or 7.6 hours per day. A worker may be required to work overtime if the employer deems it necessary.
What is considered reasonable depends on several different factors.
Modern awards include stipulations for overtime pay. Money is paid out according to specific fields of work or industries. Employees who are not covered by a modern award do not have a guaranteed entitlement to overtime pay, and their pay will depend on their individual contract.
Terminations in Australia
The termination of an employee in Australia is subject to strict requirements for procedural fairness and a sufficient reason. The number of employees that company has, their duration of service, and the nature of their jobs are all factors in determining the reasons for termination.
Any employee who engages in legitimate “industrial activity” or exercises a “workplace right” is protected from retaliation by their employer. In addition to not being able to fire someone because of their race, gender, age, or disability, employees also can’t be let go for being sick or injured for fewer than three months in a given year. The appropriate government agencies and trade unions must be notified in the event of 15 or more collective redundancies.
We are Australia EOR experts
We have extensive experience helping businesses expand their workforce in Australia. Take a look at our areas of expertise to find out more:
Unsure what’s required when employing staff in Australia? Find out about Australia Work Permits and Visas here
Wondering what it’s like to work in Australia? We’ve got you covered in our extensive guide
Learn more about how you can attract and retain staff in Australia with both statutory and enhanced employee benefits
Wondering if expanding
in Australia is right for you?
Read on or speak to a member of our team now
Australia Employer of Record Benefits
When you choose Agility EOR to expand in Australia, we guarantee an EOR service tailored to the needs of your business
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!