Hiring, Payroll & Employment
in Australia

Hire Employees and Contractors in Australia

Project Global helps international businesses hire, onboard and manage employees and contractors in Australia without needing to establish their own local entity. Through our established presence in Australia and in-country expertise, we provide Employer of Record (EOR), contractor management, payroll, compliance, recruitment and workforce administration services.

Services available in Australia:

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About Australia

Australia is one of the world's most stable and business-friendly economies, with strengths across financial services, technology, healthcare, mining, education and professional services. Its highly skilled workforce, transparent regulatory environment and strong infrastructure make it an attractive destination for international employers. Situated in the Asia-Pacific region, Australia serves as a strategic gateway for businesses expanding across APAC. Its robust legal framework, strong employee protections and mature labour market support sustainable growth and workforce development.

Australia: Country Resources

العملة:

Australian Dollar (AUD)

رأس المال:

Canberra

اللغة:

English

سهولة ممارسة الأعمال التجارية

سهل جداً

حجم السكان

27M

ضريبة القيمة المضافة

10% general rate

Gold Coast, Australia

Go Global in Australia

Our multinational clients trust us to take care of international payments and compliance for employees, contractors and freelancers working in Australia.

You can use our Employer of Record (EOR) service to employ your team via our legal entity – onboarding your Top Talent quickly and with ease. 

استمتع بخدماتنا ذات المستوى العالمي - لعملك وفريق عملك.

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الأسئلة الشائعة

Australia observes a combination of national and state-based public holidays. Key national holidays include New Year’s Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, Christmas Day and Boxing Day. Additional holidays vary by state and territory.

Salary and compensation in Australia are primarily governed by the Fair Work Act 2009. Key provisions include:

  • National Minimum Wage: Employees must be paid at least the applicable national minimum wage or the minimum rates prescribed by a Modern Award or Enterprise Agreement.

  • Payment of Wages: Employees are generally paid weekly, fortnightly or monthly as agreed in their employment contract.

  • Overtime and Penalty Rates: Eligible employees may be entitled to overtime pay, penalty rates and allowances under an applicable Modern Award or Enterprise Agreement.

  • Superannuation Contributions: Employers must make compulsory superannuation contributions on behalf of eligible employees.

  • Annual Leave and Public Holidays: Employees are entitled to paid annual leave and public holiday benefits in accordance with the Fair Work Act.

Employers must comply with these requirements to ensure fair and lawful compensation practices.

Employees in Australia are entitled to various forms of leave under the National Employment Standards and applicable workplace agreements. Key leave entitlements include:

  • Annual Leave: Paid annual leave for eligible employees, with additional entitlements applying in certain circumstances.
  • Personal and Carer’s Leave: Leave available for personal illness, injury, or to care for an immediate family or household member.
  • Compassionate Leave: Leave available following the death or serious illness of a close family or household member.
  • Parental Leave: Eligible employees may access parental leave in connection with the birth or adoption of a child.
  • Family and Domestic Violence Leave: Protected leave for employees experiencing family or domestic violence.
  • Community Service Leave: Leave for eligible community service activities, including jury duty and emergency management responsibilities.
  • Long Service Leave: Additional leave that may become available after an extended period of continuous service, subject to state and territory legislation.
  • Public Holidays: Employees may be entitled to paid leave on recognised public holidays, subject to workplace requirements and applicable legislation.

Employers must ensure leave entitlements are provided in accordance with applicable employment laws and workplace agreements.

Employment may be terminated for reasons including misconduct, performance concerns, redundancy or operational requirements. Employers must follow fair procedures and applicable notice requirements under the Fair Work Act.

Mandatory insurance provisions for employees in Australia include:

  • Workers’ Compensation Insurance: Employers are generally required to maintain workers’ compensation insurance to provide support for employees who suffer work-related injuries or illnesses. Requirements vary by state and territory.
  • Superannuation Contributions: While not insurance, employers are required to make mandatory superannuation contributions on behalf of eligible employees. These contributions help employees save for retirement and form a key part of Australia’s employment framework.

There are no broad mandatory health insurance requirements for employees. However, employers must ensure compliance with all applicable workers’ compensation, superannuation and workplace safety obligations.

There are several ways to engage workers in Australia, depending on your business objectives, the worker’s location and the type of work being performed.
 
The most suitable solution will depend on whether the individual should be engaged as an employee or independent contractor, the length of the engagement and any employment or payroll requirements that may apply.
 
Planning to hire in Australia? Speak to our team about the available engagement options.

Both employment and contractor arrangements are widely used in Australia. The correct structure depends on the practical working relationship rather than simply the wording of the contract.
 
Where an individual operates independently, controls how services are delivered and provides services through a genuine business arrangement, a contractor model may be appropriate. Where the organisation controls how, when and where work is performed, an employment arrangement may be more suitable.
 
Discuss the most suitable engagement structure for your requirement.

The total cost depends on the engagement model, compensation package and any statutory obligations that apply.
 
In addition to salary or fees, organisations may need to consider superannuation, insurance, payroll obligations, employment benefits and workforce administration costs.
 
A full cost assessment should be completed before onboarding begins.
 
Request an Australia workforce cost estimate.

Yes.
 
Australia has a large contractor market across technology, media, consulting, engineering, professional services and project-based work.
 
However, a contractor arrangement should represent a genuine independent business relationship. The practical working arrangements are often more important than the title used in the contract.
 
Review the proposed contractor engagement before work begins.

Contractor misclassification can occur when someone is engaged as an independent contractor but operates in practice as an employee.
 
Factors that may increase risk include extensive supervision, fixed working arrangements, reliance on the organisation’s systems and equipment and integration into day-to-day operations.
 
Misclassification can create unexpected obligations relating to employment rights, taxation and superannuation.
 
Request a contractor classification assessment.

The most effective approach is to assess the working relationship before the engagement begins.
 
The contract should accurately reflect the intended arrangement and the practical relationship should support genuine contractor status. Factors such as independence, control, business structure and ability to work for multiple clients are all relevant.
 
Long-term engagements should be reviewed periodically to ensure the arrangement remains appropriate.
 
Request a workforce risk review.

Yes.
 
Australia has specific rules under which some contractors may create superannuation obligations even where they are not treated as employees for all purposes.
 
This can apply in a range of professional and project-based engagements. Organisations should assess superannuation obligations before onboarding to reduce the risk of future liabilities.
 
Review superannuation obligations before engaging a contractor.

Labour hire licensing can apply in certain Australian states and territories.
 
Whether a licence is required will depend on the location of the worker, the nature of the engagement and how labour is being supplied. Requirements can vary between jurisdictions, which means organisations should assess licensing obligations before implementing a workforce solution.
 
Discuss labour hire licensing requirements before onboarding begins.

Foreign nationals working from Australia should carefully consider visa and work-authorisation requirements before commencing work.
 
Australia offers a range of visa categories and the appropriate route depends on the individual’s circumstances, residency status and the nature of the work being performed.
 
Each case should be reviewed individually before work begins.
 
Discuss your proposed remote-working arrangement with our team.

Before onboarding a contractor, organisations should verify identity, tax information, payment details and any documentation required to support the individual’s right to work where applicable.
 
Appropriate onboarding checks help reduce compliance risks and minimise payment delays later in the engagement.
 
Check onboarding requirements for your proposed contractor.

Freelancers are generally responsible for managing their own tax affairs and business obligations.
 
Depending on the nature and scale of their activity, freelancers may need to register for applicable taxes, maintain business records and comply with reporting obligations.
 
Requirements vary depending on the individual’s circumstances and business structure.
 
Review the tax and onboarding requirements for your proposed freelancer.

Australia offers access to highly skilled professionals across media, digital, technology, consulting and professional services sectors.
 
Project Global can help organisations identify suitable talent and assess the most appropriate engagement model before onboarding begins.
 
Combining recruitment planning with workforce strategy often helps organisations move more quickly once the right candidate has been identified.
 
Tell us what talent you need and how you expect them to work.

Before making an offer, organisations should consider the proposed engagement structure, compensation package, superannuation obligations, working arrangements and onboarding requirements.
 
Clear planning at the outset helps reduce operational and compliance risks later in the relationship.
 
Review your proposed engagement structure before making an offer.

Employees in Australia are generally entitled to statutory workplace benefits, including annual leave, personal leave, parental leave and superannuation contributions.
 
Additional benefits may vary depending on the role, industry, employment agreement and market expectations.
 
Employers should ensure that any package reflects both legal obligations and talent attraction objectives.
 
Request guidance on Australian employment obligations and workforce costs.

Project Global can help organisations assess workforce requirements in Australia and identify the most appropriate engagement model for employees, contractors and project-based workers.
 
Support may include onboarding, contractor management, workforce administration, compliance reviews and engagement planning.
 
The best solution will depend on the worker, role, location and intended working arrangements.
 
Speak to Project Global about your Australia workforce requirement.

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