Employer of Record (EOR) in Australia

Hire in Australia in days, with no entity and no exposure to getting Fair Work Act compliance wrong. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Australia

An Employer of Record is a company that legally employs your Australian staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Australia without forming your own company.

In practice the EOR partner takes on everything that needs an Australian legal entity and local expertise: a compliant employment contract under the Fair Work Act’s National Employment Standards, monthly PAYG income tax withholding, the 12% Superannuation Guarantee paid into the employee’s complying super fund, all statutory filings and Single Touch Payroll reporting to the ATO, statutory benefits and leave, and compliant onboarding and lawful exits with the correct statutory notice, since Australia is not at-will once the minimum employment period is served. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Australia, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Australian employment contract under the Fair Work Act, with all statutory National Employment Standards correct from day one.

02

Compliant from day one

Monthly PAYG payroll, the Superannuation Guarantee paid into the employee’s complying super fund, and all statutory filings and Single Touch Payroll reporting to the ATO.

03

No entity required

Statutory benefits, annual leave, notice and unfair-dismissal protections under the Fair Work Act, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Australian hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Fair Work Act standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Australian contract is issued under the National Employment Standards, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

PAYG income tax withheld, Superannuation Guarantee calculated and paid, payslips issued, and statutory filings made to the ATO. You direct the work; the compliance just runs.

What EOR in Australia costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Australia the statutory employer cost is a single, employer-only Superannuation Guarantee contribution, not a shared employer/employee split. We make it transparent before you commit, so there are no surprises.

Superannuation Guarantee (employer)

12% of ordinary time earnings, paid into the employee’s complying super fund (the final legislated rate, reached 1 July 2025). From 1 July 2026, paid on each payday under Payday Super rather than quarterly, up to an annual maximum contribution base of AUD 270,830. Combined employer cost: 12% of ordinary time earnings; there is no matching employee contribution. Predictable and fully costed before you commit.

Minimum wage (2026-27)

AUD 26.44 per hour, AUD 1,004.90 per week (38-hour week) for 2026-27, one national rate with award-based variation on top.

Income tax & Medicare Levy (employee)

Progressive rates from 0% to 45% across five brackets, plus a 2% Medicare Levy on top for most taxpayers. Withheld from pay under PAYG, reconciled annually. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Australia, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Australia’s Superannuation Guarantee looks simple as a single 12% number, but the switch to per-payday contributions and the AUD 270,830 contribution-base ceiling both change what a fair monthly fee should look like, which makes it easy to under- or over-quote up front. We benchmark across our partner network for rates typically 15 to 25% below going direct, and renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of the Fair Work Act, the Superannuation Guarantee, and Australian termination rules that keeps you compliant.

  • EOR specialists
  • Fair Work Act & Super
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Australian Pty Ltd. We plan that crossover and manage the transition when the economics justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Australia

Two things slow foreign employers down in Australia: the time to register a company and appoint a resident director, and the risk of getting the Fair Work Act’s notice and unfair-dismissal rules wrong. An EOR removes both.

Working time, leave & contracts

Compliance handled under one national Fair Work Act. Australian employment law requires the Superannuation Guarantee, and dismissal protections that apply once the minimum employment period is served, with statutory notice, rather than at-will termination throughout. An EOR carries all of it correctly from day one, so a wrong assumption never becomes a liability.

Operational in days, not weeks

Registering an Australian company takes as little as one to three business days with ASIC, but you still need an Australian Business Number, a Tax File Number, and, for most foreign parents, a resident director, before you can legally employ anyone. An EOR removes that wait entirely: a compliant Australian contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount justifies it. This is the real value of EOR in Australia: speed into a market with strong institutions and its own award system, with the compliance carried by an expert.

Everything your Australian EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Australian contract

A compliant Australian employment contract under the Fair Work Act, issued and maintained for you.

Payroll, PAYG & Superannuation Guarantee

Monthly payroll run, with PAYG income tax and the Superannuation Guarantee calculated, withheld or paid, and reported correctly each month.

Statutory benefits

All statutory benefits administered: paid annual leave, public holidays, unpaid parental leave alongside government-funded Parental Leave Pay, and statutory notice on exit, which Australia requires once the minimum employment period is served. There is no compulsory employee-paid super contribution; the closest employee deduction is the 2% Medicare Levy, collected through the tax system, not billed to you.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Australia.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Australian EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant Australian contract from day one. Compare that to registering your own company and appointing a resident director, during which you cannot legally employ anyone until the ATO and ASIC registrations are in place.

Predictable, at 12% of ordinary time earnings under the Superannuation Guarantee, employer-funded only, paid into the employee’s complying super fund. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Australian legal employer meeting all Fair Work Act, Superannuation Guarantee, and ATO obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (PAYG withholding and Superannuation Guarantee), all statutory filings, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Australian Pty Ltd, and can support the incorporation itself, including appointing a resident director. Most use EOR for 12 to 24 months first.

Ready to hire in Australia?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Australia.

Tax and labour data verified July 2026 (ATO, Fair Work Commission, ASIC). Figures change; we confirm the current position when we scope your hire.