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Global Expansion Guide

Australia

Manage and pay your employees easily with BIPO in Australia and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Australian Dollar (AUD)

employment guide_language

Language

English

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Capital

Canberra

Employer of Record Australia

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Australia

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  • Global Hiring Guide
  • Australia

Employer of Record Australia

Embark on your business expansion in Australia with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Australian market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

Types of Contracts

There are mainly two types of employment contracts in Australia:

  • Permanent Contracts: Employees remain employed until the termination of the employment relationship.

  • Fixed-Term Contracts: Employees are employed for a specific period or to complete a specific task.

    • Information Disclosure: When entering into a new fixed-term contract with an employee, the employer must provide the employee with a Fixed-Term Contract Information Statement.
    • Usage Restrictions: Provisions are in place to restrict the use of fixed-term contracts to prevent abuse. However, these restrictions do not apply to all fixed-term contracts and do not apply to casual employees.

Format of Contract

Contracts can be in written or oral form.

Other Provisions

An employment contract must not provide employees with fewer entitlements than the minimum legal requirements, including the National Employment Standards (NES), applicable awards, enterprise agreements, or other registered agreements. All employees are protected by the NES regardless of whether they have signed a contract. The contract must not result in employees receiving fewer entitlements than the minimum standards stipulated by law.

Statutory Contributions

Scope of Application: Applicable to employees of private enterprises.

Type of Social Insurance Cap Employee’s Contribution Employer’s Contribution
Superannuation (Pension Fund) 30,000 AUD – 12%
Worker’s Compensation (Work Injury Insurance) – – Determined by the employer’s chosen scheme
Work Health & Safety – Determined by the employer’s relevant policies

Minimum Wage

Effective Date: 1 July 2025

Hourly Rate / AUD 24.95 AUD
Weekly Rate / AUD (Based on 38-hour Standard Weekly Working Hours) 948 AUD

Public Holidays

Scope of Application: Private sector employees; vary by state or territory.

The following table applies to the Australian Capital Territory.

Holiday Name Date
New Year’s Day 1 January 2025
Australia Day 27 January 2025
Canberra Day 10 March 2025
Good Friday 18 April 2025
Easter Holiday 19 April 2025
20 April 2025
21 April 2025
Anzac Day 25 April 2025
Reconciliation Day 2 June 2025
King’s Birthday 9 June 2025
Labour Day 6 October 2025
Christmas Day 25 December 2025
Boxing Day 26 December 2025

Note: Employees who work on a public holiday or a substitute public holiday must be paid public holiday overtime pay. However, if the same employee works on both days of the same type of holiday, the public holiday rate can only be applied to one day, and the employee decides which day.

Overtime Compensation: Overtime pay must be paid in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position. If both parties agree, time off in lieu may be provided instead of overtime pay.

Exemptions from Overtime (on public holidays) Compensation: Determined in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position.

Working Hours

Normal Working Hours

Per Day Per Week
By agreed arrangement 38 hours

Rest Time

Awards, enterprise agreements, and other registered agreements provide employees with paid and unpaid rest periods and meal breaks.

Taking the Retail Industry Modern Award 2020 as an example, for full-time employees, in workplaces where at least 15 employees work on a regular basis each week, the employer must not require the employee to work more than 19 days within every four-week period.

Overtime Compensation and Exemption

Determined in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position.

Exemptions from Overtime Compensation

Determined in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position.

Leave

Annual Leave

  • Type of Employer: Single Employer
  • Eligibility: Completion of 1 year of employment
  • Length of Leave: 4-5 weeks
  • Entitlements During Leave: Paid by the employer at 100% of the employee’s salary
  • Pro-rata Leave on Termination: Employees are entitled to payment for any unused annual leave upon termination of the employment contract

Sick Leave

  • Eligibility: Completion of 1 year of employment
  • Length of Leave: 10 days per year
  • Sick Leave Benefits: Paid by the employer at 100% of the employee’s salary

Parental Leave (Maternity Leave)

  • Eligibility: Employees (excluding casual employees) who have completed 1 year of employment

  • Length of Leave and Benefits:

    • Paid parental leave is available for a maximum of 18 weeks (approximately 126 days), paid by the government at 100% of the minimum wage; unpaid parental leave is available for a maximum of 12 months

Other Leave Types

  • Career’s Leave: Employees may take paid or unpaid care leave if they need to care for an immediate family member or household member.
  • Bereavement Leave: In the event of the death of an immediate family member or household member, employees are entitled to 2 days of leave per occurrence, which can be taken consecutively or in parts as agreed with the employer.
  • Domestic Violence Leave: All employees affected by domestic violence are entitled to 10 days of paid domestic violence leave per year.
  • Community Service Leave: All employees are entitled to this leave to participate in activities such as voluntary emergency management activities or jury service.
  • Long Service Leave: Employees who have worked for the same employer for 7 to 15 years are entitled to a certain number of days of paid long service leave.

Termination and Compensation

Termination Notice

Length of Service Notice Period (Payment in Lieu of Notice)
< 1 year of continuous employment 1 week
≥ 1 but < 3 years of continuous employment 2 weeks
≥ 3 but < 5 years of continuous employment 3 weeks
≥ 5 years of continuous employment 4 weeks
Employers aged ≥ 45 who have worked for at least 2 years An additional 1 week

Compensation

Length of Continuous Service Compensation
≥ 1 but < 2 years 4 weeks
≥ 2 but < 3 years 6 weeks
≥ 3 but < 4 years 7 weeks
≥ 4 but < 5 years 8 weeks
≥ 5 but < 6 years 10 weeks
≥ 6 but < 7 years 11 weeks
≥ 7 but < 8 years 13 weeks
≥ 8 but < 9 years 14 weeks
≥ 9 but < 10 years 16 weeks
≥ 10 years 12 weeks

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Australian regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Australia’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Australia’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Australia

Unlock your growth potential with BIPO’s Employer of Record service in Australia. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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