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Australian Dollar (AUD)
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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.
There are mainly two types of employment contracts in Australia:
Fixed-Term Contracts: Employees are employed for a specific period or to complete a specific task.
Contracts can be in written or oral form.
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.
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 |
Effective Date: 1 July 2025
Hourly Rate / AUD | 24.95 AUD |
Weekly Rate / AUD (Based on 38-hour Standard Weekly Working Hours) | 948 AUD |
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.
Per Day | Per Week |
By agreed arrangement | 38 hours |
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.
Determined in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position.
Determined in accordance with the provisions of the industry’s industrial award, based on the nature of employment and the nature of the position.
Length of Leave and Benefits:
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 |
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’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:
Services may vary across countries.
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.
Share this guide
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:
A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:
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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