Business · Employer of record
Employer of record in Australia
Employing someone in Australia through an employer of record: superannuation and Payday Super, state payroll tax, the national minimum wage and modern awards, leave, notice, redundancy pay and unfair dismissal.
Checked on 16 October 2026. The headline rules for a standard employee, from official sources where they opened and law firm, PwC or specialist publisher guides where they didn't; each line names its source. Sectors, collective agreements and contracts can change them. This is general information, not legal advice.
Know this first
- Australia isn't at will: after the minimum period, staff can claim unfair dismissal unless they earn above the high income threshold and aren't covered by an award or agreement. Sources disagree on the current threshold, so check it.
- Payroll tax and workers' compensation are run state by state, so the cost depends on where the person works.
- Payday Super is new from 1 July 2026: super now goes with each pay run, not each quarter.
Sources: Fair Work Commission, who is protected, Fair Work Ombudsman, Payday Super
Employing someone in Australia
- Employer costs on top of salary
- 12% superannuation on ordinary earnings, up to a maximum base of $270,830 a year in 2026-27. Since 1 July 2026 it must reach the fund within 7 business days of each payday. Payroll tax is set by each state: in NSW it's 5.45% of wages above $1.2 million a year. Workers' compensation insurance is compulsory and run state by state. ATO, super guarantee rate, ATO, maximum contribution base, October 2026, Fair Work Ombudsman, Payday Super, Revenue NSW, payroll tax rates, SafeWork NSW, workers compensation
- Minimum wage
- $26.44 an hour ($1,004.90 for a 38-hour week) from the first full pay period starting on or after 1 July 2026. Most staff are covered by a modern award, which usually sets a higher minimum for the job; award rates rose 4.75% this year. Fair Work Ombudsman, minimum wages, Clayton Utz, June 2026
- Holiday
- 4 weeks' paid leave a year, plus a paid day off on public holidays, which are set mostly by each state. Fair Work Commission, National Employment Standards
- Working hours
- 38 hours a week plus reasonable extra hours. Awards set overtime and penalty rates. Fair Work Commission, National Employment Standards
- Probation
- There's no legal probation. Instead, staff can't claim unfair dismissal until they've worked 6 months, or 12 at a business with fewer than 15 staff. Notice still applies during a probation period. Fair Work Ombudsman, unfair dismissal
- Notice from the employer
- 1 week up to a year's service, 2 weeks up to 3 years, 3 weeks up to 5 years, 4 weeks after that, plus a week for staff over 45 with at least 2 years' service. Fair Work Ombudsman, notice and redundancy pay
- Severance
- Redundancy pay rises with service, from 4 weeks' pay after a year (8 weeks at 4 years) to 16 weeks at 9 years, then 12 weeks from 10 years. Employers with fewer than 15 staff usually don't owe it. Fair Work Ombudsman, notice and redundancy pay
- Extra pay the law requires
- We found no legal requirement for a 13th month or bonus. The award for the job sets overtime, penalty rates and other extras. Fair Work Commission, National Employment Standards
- Contract
- We found no rule that the contract must be written, but every new employee must be given the Fair Work Information Statement. Fair Work Ombudsman, information statement
- Payroll and tax
- Pay at least monthly, with a payslip within 1 working day of payday. The employer registers for PAYG withholding and deducts income tax. Fair Work Ombudsman, paying wages, Fair Work Ombudsman, pay slips, ATO, PAYG withholding registration
- Sick pay
- Paid by the employer: 10 days' paid personal and carer's leave a year. Fair Work Commission, National Employment Standards
Providers and what they say about Australia
What each provider's own website says about Australia, in order of its published starting price. None of them publishes a separate price for Australia; the starting prices are worldwide or regional (Papaya quotes EUR 650 in Europe), and what you pay is set by quote.
| Provider | Covers Australia? | What it says | Starting price a month | |
|---|---|---|---|---|
| Skuad | Yes, on its own site | Listed in its coverage list | From USD 199 | Go to Skuad |
| Pebl (formerly Velocity Global) | Has its own page for it | - | USD 399 | Go to Pebl (formerly Velocity Global) |
| Multiplier | Yes, on its own site | Says it owns its Australian entity | From USD 459 (annual), USD 499 monthly | Go to Multiplier |
| Deel | Yes, on its own site | Says it has its own entity | From USD 599 | Go to Deel |
| Remote | Yes, on its own site | Says it has its own entity | From USD 599 | Go to Remote |
| G-P (Globalization Partners) | Not stated | - | From USD 599 | Go to G-P (Globalization Partners) |
| Atlas HXM | Yes, on its own site | - | From USD 599 | Go to Atlas HXM |
| Papaya Global | Not stated | - | From USD 650 (EUR 650 in Europe) | Go to Papaya Global |
| Oyster | Not stated | - | From USD 699 | Go to Oyster |
| Rippling | Not stated | Says 80 countries, with no list | Quote only | Go to Rippling |
Coverage is each company's own claim, from its country pages and coverage lists; we haven't checked how each one employs there. Ask whether it uses its own company or a partner in Australia.
Other countries
Employer costs, leave, notice, severance and the catches, with the providers that cover each one.
United KingdomIrelandGermanyFranceNetherlandsSwedenSwitzerlandBelgiumSpainPortugalItalyPolandRomaniaCanadaSingaporeJapanIndiaPhilippinesSouth AfricaMexicoBrazilColombiaChileArgentina
All 25 countries side by side: employer cost at your salary, holiday, notice and redundancy pay