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Australia is a great place to build a team, but the rules of the road are strict. The country offers a stable economy, close trade ties to Asia, a highly educated workforce, and a business culture that feels familiar to employers from the UK, Europe, and North America.
What’s not so simple is the hiring side: employment law in Australia is highly regulated, and running payroll means getting superannuation, and leave entitlements exactly right.
For companies without a legal entity in Australia, an Employer of Record (EOR) offers a practical solution. The EOR legally employs your Australian staff on your behalf. They handle all kinds of employment tasks, including contracts, payroll, tax, benefits, and compliance, while your sole focus is the employee’s day-to-day work.
As you can already imagine, working with an Employer of Record brings a wealth of benefits and allows you to hire quickly, without the hassle of setting up a limited company in Australia.
In this guide, we’ll compare the best Employer of Record providers in Australia. We’ll look at their strengths and weaknesses, how they handle compliance, and what makes them suitable for different types of businesses.
Best 8 EOR Services in Australia: Quick Verdict
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Why Trust Our Best Australia EOR Comparison
Fully independent.
Employsome is not owned by, backed by, or affiliated with any Employer of Record provider. Rankings cannot be bought or influenced. We highlight both strengths and limitations so companies can make clear, unbiased decisions when hiring in Australia.
Data-driven EOR scoring.
Every provider is evaluated using a structured, data-led scoring model that measures global platform quality alongside real in-country execution. This ensures a balanced view of how an EOR performs overall and how reliably it operates in Australia.
Verified Australia EOR data.
We independently review each provider’s Australian operations, including legal entity setup, payroll compliance, superannuation handling, Fair Work obligations, and adherence to national and state-level employment requirements.
Built by people who ran EORs.
Employsome was founded by former EOR operators who have managed global payroll, Australian hiring projects, and international expansion at scale. We’ve seen where EORs perform well and where they fall short, and our mission is to bring transparency and practical expertise to a market that often lacks both.
Best 8 EOR Services in Australia: In-Depth Review
Employment Hero began life in Sydney in 2014 as a payroll and HR software provider. It has since grown into one of Australia’s biggest HR tech firms, with over 200,000 businesses using its platform. Building on this base, it now offers EOR services in more than 180 countries.
Global
Ø Fee per Employee per Month, First Year
- Local office in Sydney
✓ Global Coverage & Services (4.2/5): EOR services in 80+ countries via vetted local partners; strong HR + payroll foundation; immigration support in key markets
✓ Pricing & Transparency (3.9/5): Sales-led pricing; clear once quoted, but no public EOR pricing and higher fees than some regional competitors
✓ Payment & Contract Terms (4.5/5): Predictable payroll cycles; clear cut-offs; strong IP and confidentiality clauses; deposits required in some markets
✓ Customer Experience & Support (4.4/5): Dedicated account managers; strong service quality in APAC; slower responsiveness outside core regions
✓ Platform & Integrations (4.9/5): One of the strongest HR platforms in the EOR market; excellent UX, mobile app, and employee self-service
4.7/5
✓ Entity Ownership (5/5): Operates through its own Australian legal entity (Employment Hero Pty Ltd); no subcontracting
✓ Onboarding Speed (4/5): Fast and predictable onboarding; slightly longer setup for complex HR configurations
✓ Local HR Support (5/5): Australia-based payroll and HR experts with deep Fair Work and award interpretation knowledge
✓ Visa & Work Permit Sponsoring (4/5): Immigration support available where applicable, though not a core focus
✓ In-Country Compliance (5/5): Excellent compliance with Fair Work Act, modern awards, superannuation, payroll tax, and leave entitlements
✓ Local Add-Ons (5/5): Strong benefits marketplace, salary packaging, time tracking, rostering, and award interpretation tools
4.7/5
Founded in Australia: deep award and payroll-tax literacy.
One system of record: Integrated HR + payroll + EOR.
Benefits offering: Benefits marketplace and salary packaging uplift employee value.
HRIS functionalities: Strong leave, timesheets, rostering and award interpretation features.
In-transparent pricing: Pricing is only available via quote (less upfront transparency).
Longer set-up: Implementation can take longer due to breadth of functionality.
Companies with a significant Australian headcount or those wanting a combined HR and EOR system.
Deel is one of the fastest-growing names in the global EOR market. Founded in 2019, it has scaled rapidly by offering a slick, software-led platform and has expanded into more than 150 countries. In Australia, Deel operates through its own local entity, which allows it to hire employees directly without using third-party partners.
Global
Ø Fee per Employee per Month, First Year
- Best tech platform
- Most chosen provider
✓ Global Coverage & Services (4.6/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.
✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.
✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.
✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.
✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.
4.5/5
✓ Entity Ownership (5.0/5): Operates through an owned Australian legal entity, Deel Australia Services PTY LTD (ABN 64 646 477 723). Deel acts as the direct employer with no subcontractors involved.
✓ Onboarding Speed (4.5/5): Onboarding is typically completed within a few business days, including contract issuance and payroll setup.
✓ On-Site HR Support (4.5/5): Local HR and payroll specialists support employment lifecycle management. Support is structured and responsive, though not boutique white-glove.
✓ Visa & Work Permit Support (4.0/5): Immigration and visa support available, but Australia’s regulatory complexity and processing timelines limit speed and flexibility compared to lighter markets.
✓ In-Country Compliance (5.0/5): Strong compliance across superannuation, PAYG withholding, and ATO Single Touch Payroll (STP) reporting. Employees receive compliant contracts that reference the Fair Work Act and applicable awards, superannuation contributions are handled automatically, and payroll is run through the ATO’s Single Touch Payroll system.
✓ Local Add-Ons (4.5/5): Supports benefits administration, equity & stock option handling, equipment provisioning, background checks, and integrations with accounting systems.
4.6/5
Software features: Excellent software and wide ecosystem of integrations.
Robust support: Contractor and employee support in one system (simplifies mixed teams)
Onboarding speed: Very fast onboarding process and repeatable workflows
Client self-service: Strong self-service features for HR/finance (reports, approvals, exports)
Wide coverage: Good global consistency if you’re hiring in many countries.
Employee portal: Excellent employee experience through the built-in portal, payslips, leave, expenses).
Software-First over customization: Some would argue that Deel’s prioritization of the platform lacks the human touch of some other providers.
One-Year commitment required: This limits choice if the relationship doesn’t work out.
Deel is best for companies that want a fast, globally consistent experience with strong software and transparent pricing.
It may not be the ideal provider for companies with smaller budgets or concerned about lack of contract flexibility.
Read more in our detailed Deel review.
Founded in 2019, Remote has quickly established itself as one of the “big three” alongside Deel and Papaya Global. In Australia, as in all locations, it operates through an owned entity and offers a flat-fee model. Its platform is particularly popular with startups and scaleups due to its equity and stock option support.
Global
Ø Fee per Employee per Month, First Year
- Global country coverage
- Enterprise-grade software
✓ Global Coverage & Services (4.6/5): Strong global EOR coverage, mostly through Remote-owned legal entities. Wide range of add-on services offered beyond EOR such as global payroll services, contractor payments, equity add-ons, HRIS, benefits, U.S. PEO and more.
✓ Pricing & Transparency (4.1/5): Fees are higher compared to other global EORs. Also, a “hidden” currency exchange fee of up to 8% applies. However, Remote does not apply an EOR security deposit. OK, overall.
✓ Payment & Contract Terms (4.6/5): No minimum contract commitment which allows for flexible EOR hiring. Further, payroll cut-off on the 11th of the month and payment terms of 10 days.
✓ Customer Experience & Support (4.8/5): Remote’s EOR solution is designed to be mostly self-service for customers hiring < 10 staff. No dedicated account manager is assigned and support is run through their offshore-team.
✓ Platform & Integrations (4.7/5): Remote’s platform is amongst the best of the industry with a large amount of features and integrations available. It’s suitable for enterprise customers.
4.6/5
✓ Entity Ownership (5/5): Operates through its own Australian legal entity; no subcontracting, ensuring consistency and accountability
✓ Onboarding Speed (4/5): Fast and standardised onboarding once documentation is complete
✓ Local HR Support (4/5): Strong Australia-specific HR and compliance coverage; support primarily remote rather than on-the-ground
✓ Visa & Work Permit Sponsoring (4/5): Immigration and work permit support available, though not Remote’s primary differentiator
✓ In-Country Compliance (5/5): Strong adherence to Australian federal and state requirements, including Fair Work obligations and statutory entitlements
✓ Local Add-Ons (4/5): Benefits administration and equity/stock option support available; fewer locally tailored extras than Australia-native providers
4.5/5
Flat pricing: Transparent flat pricing, clearly displayed on its website (US$599/employee/month).
Payment options: Including equity support tailored to startups/scaleups.
Clean platform & UI/UX: Means a low training burden for managers/employees.
Strong compliance focus: Ideal for companies concerned about the legal risks in hiring in another location
Higher price: More expensive than some regional providers for junior roles.
Fewer “non-core” add-ons: (e.g., bespoke recruitment) than might be offered by some local firms.
Remote is best for startups and tech companies offering stock options and needing a user-friendly experience that puts compliance at its heart. It may not be the best EOR choice for companies looking to hire in multiple locations due to its more limited global coverage.
Australia PEO (APEO) is a popular Australian Professional Employer Organization (PEO) and EOR company with a strong record for visa sponsorship and local support. They are the same corporate group branded as New Zealand PEO (NZPEO) in New Zealand. As you might gather from the name, they are boutique providers focused exclusively on the ANZ region. Founded in 2018, they are specialists in local compliance and visa sponsorship, operating through their own owned entities.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.0/5): Dedicated EOR services in Australia and New Zealand only. Provides full local EOR delivery including compliant contracts, payroll, statutory filings, and immigration support. No coverage outside AU/NZ, making it unsuitable for multi-country or global expansion strategies.
✓ Pricing & Transparency (4.4/5): Clear pricing communicated upfront, with deposits charged at industry-standard levels. FX fees are disclosed in advance where applicable. No self-serve public pricing calculator available.
✓ Payment & Contract Terms (4.3/5): Fair contract terms with no long-term lock-ins. No ongoing service fees once an employee is fully offboarded. Payroll pre-funding applies as standard practice.
✓ Customer Experience & Support (4.6/5): Local, in-country teams based in Australia and New Zealand offering high-touch, compliance-focused support. Well suited for regulated or compliance-sensitive hires. Time-zone differences can slow communication for US or EU-based clients.
✓ Platform & Integrations (4.5/5): Uses Employment Hero as the underlying HR and payroll platform, providing a clean UI and reliable payroll workflows. Platform depth and feature set depend on Employment Hero’s ecosystem rather than a proprietary APEO-built system.
4.2/5
✓ Entity Ownership (5.0/5): APEO operates through its own Australian legal entity, ensuring direct employment, clear accountability, and no subcontractor risk.
✓ Onboarding Speed (4.5/5): Fast and reliable onboarding with compliant contracts and payroll setup, typically completed within a few business days.
✓ On-Site HR Support (4.5/5): Strong Australia-based HR and payroll teams with deep Fair Work Act and award expertise. High-touch, locally accessible support.
✓ Visa & Work Permit Support (4.0/5): Immigration and visa support available for standard employment cases, though not positioned as a specialist for highly complex mobility scenarios.
✓ In-Country Compliance (5.0/5): Excellent compliance execution covering Fair Work obligations, superannuation, payroll tax, and statutory reporting. Very low compliance risk.
✓ Local Add-Ons (4.5/5): Payroll outsourcing, HR advisory, and benefits support available. Seamless integration with Employment Hero for HRIS, onboarding, and employee self-service.
4.5/5
Exceptional pricing transparency: No hidden fees.
No lock in: Customers are not locked into long contracts like some other Australian EORs.
Immigration services: Visa sponsorship pathway (subclass 482) and immigration know-how.
Local support: High-touch service with dedicated account managers.
Owned local entities: This simplifies accountability.
Trans-Tasman Specialists: Strong fit for single-country or dual-country builds (AU/NZ).
Limited global coverage: Multi-region hires will need a second provider.
Fewer “big platform” bells and whistles: This reflects the limitations of the Employment Hero platform they use.
Time zone gaps for US/EU HQs: Urgent issues may need scheduling.
APEO is best for companies expanding only into Australia and New Zealand that value personal service and visa pathways. It is, perhaps, not the ideal hiring partner for companies looking for one provider across all locations.
Justworks is a US-based HR and payroll provider that began in 2012. It started as a PEO in the US and has since expanded into EOR services in 17 countries, including Australia. Its focus remains SMBs, especially in the US, but its owned infrastructure approach gives it accountability.
Global
Ø Fee per Employee per Month, First Year
- End-to-end global workforce system
- Strong U.S. focus
- Owned legal entities only
✓ Global Coverage & Services (3.5/5): Strong U.S. employment coverage, but limited global depth. International EOR offering is only operational in 17 different countries with 13 more still expanding and remains secondary to its core U.S. PEO model.
✓ Pricing & Transparency (4.0/5): Clear, plan-based pricing in the U.S. International EOR pricing is less transparent and often confirmed via sales, with add-ons varying by country.
✓ Payment & Contract Terms (4.0/5): Standardized, easy-to-understand contracts with predictable payroll and billing cycles. Less flexibility for complex or non-standard global employment setups.
✓ Customer Experience & Support (4.5/5): Highly responsive U.S.-based support teams with strong payroll and HR issue resolution. International support depth varies outside core markets.
✓ Platform & Integrations (4.5/5): One of the strongest HRIS platforms in the U.S. market, with robust payroll, benefits, and compliance tooling. Global EOR workflows are still maturing.
4.1/5
✓ Entity Ownership (4.5/5): Justworks operates through its own legal entity in Australia, allowing direct employment and reducing dependency on third-party partners.
✓ Onboarding Speed (4.5/5): Streamlined onboarding once documentation is complete, with clear processes and predictable timelines for Australian hires.
✓ On-Site HR Support (4.5/5): Strong local HR and payroll support with solid understanding of Fair Work requirements, superannuation, and statutory leave obligations.
✓ Visa & Work Permit Support (4.0/5): Visa sponsorship and immigration support available for standard Australian work visa routes, though not a core strength compared to specialist mobility providers.
✓ In-Country Compliance (4.5/5): Reliable compliance with Australian payroll, tax, superannuation, and employment law, suitable for SMBs and mid-market companies.
✓ Local Add-Ons (4.5/5): Access to premium benefits packages, health insurance options, and Australia-specific payroll and compliance tooling through the Justworks platform.
4.5/5
Local entity in Australia: When you hire in Australia you only deal with Justworks, and don’t get shuffled off to multiple partners.
SMB focus: Justworks offers transparent pricing and flexible contract terms reflecting its ongoing commitment to small businesses and startups.
Platform: Simple, unified platform for payroll and basic HR.
Coverage: Limited international footprint vs. global-first rivals.
Integrations: Fewer integrations and EOR-specific workflows.
US outbound focus: Only sells directly to US firms looking to expand into Australia and other locations.
Justworks is best for US SMBs expanding abroad who want one provider for both US and international hires.
EPG was founded in Australia and started as a payroll outsourcing company. Over time, it has expanded into New Zealand, Asia and beyond, eventually offering a full EOR service. Unlike global-first players, EPG has its roots in payroll and compliance in Australia.
Regional
Ø fee per employee per month, first year
✓ Global Coverage & Services (4.0/5): Strong coverage in Australia and New Zealand with full EOR service delivery, including compliant contracts, payroll, statutory filings, and HR support. Coverage outside core regions exists but scalability and execution depth are more limited, making EPG less suitable for multi-continent hiring strategies.
✓ Pricing & Transparency (4.1/5): Clear and straightforward pricing structures once engaged, with predictable invoicing and payroll funding mechanics. However, pricing benchmarks are less standardized across countries, making global cost comparisons more difficult for procurement-led teams.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no minimum employee commitments. Payroll cycles and termination handling are clearly defined, though customization is limited for highly complex or non-standard legal structures.
✓ Customer Experience & Support (4.0/5): Dedicated account management with personalized support and strong local expertise in core markets. Response times may be slower for US or EU clients due to time-zone differences.
✓ Platform & Integrations (3.7/5): Functional platform covering essential payroll and HR workflows. Automation depth and integrations with HRIS, ATS, or finance systems are more limited compared to SaaS-first EOR providers.
4.0/5
✓ Entity Ownership (5.0/5): EPG operates through its own Australian legal entity, avoiding subcontractors and enabling direct control over employment, payroll, and compliance.
✓ Onboarding Speed (4.5/5): Efficient onboarding supported by local teams, typically completed within standard Australian timelines for compliant EOR hires.
✓ On-Site HR & Payroll Support (4.5/5): Personalised, high-touch support with direct access to experienced HR and payroll professionals familiar with Australian employment practices.
✓ Visa & Work Permit Support (4.5/5): Supports visa sponsorship and immigration coordination, making EPG suitable for international hires relocating to Australia.
✓ In-Country Compliance (4.5/5): Strong compliance with Australian employment law, including Fair Work Act requirements, payroll regulations, and statutory obligations.
✓ Local Add-Ons (4.0/5): Offers payroll outsourcing and additional workforce services beyond standard EOR, though not as broad as global SaaS-first platforms.
4.5/5
Local expertise: Deep ANZ market knowledge and pragmatic guidance.
Visas: Immigration sponsorship (useful for hard-to-fill roles).
Add-Ons: Blue-collar recruitment and contractor payroll options.
Customer Focus: Flexible, human support and named contacts.
Payment Terms: Clear, straightforward invoicing and cut-off dates in many cases.
Pricing terms: Percentage pricing (e.g., ~9%) can be unpredictable for senior salaries.
Limited platform: Fewer native integrations; exports may be required.
Smaller global footprint: While EPG has a strong presence throughout APAC and North America, and is expanding into Europe, it has partner hand-offs outside core markets.
Support timing: Support windows align with ANZ time zones (US/EU may wait for overlap).
Limited platform: The platform is capable but not as polished as global-first peers.
EPG is best for companies hiring in Australia and New Zealand that need immigration support or recruitment help. It also has a strong presence throughout APAC, but is less strong when it comes to other locations.
Pebl, formally known as Velocity Global, is one of the best-known names in the EOR industry, with coverage in 185+ countries.The rebrand introduces AI-powered features designed to make global hiring faster and smarter. You still get the same core team and many of the same services as before, now with enhanced tools for instant compliance guidance and more self-serve options.
Global
Ø Fee per Employee per Month, First Year
- Strong global entity infrastructure
- Transparent (but high) pricing
- Extensive immigration offering
✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.
✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.
✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,
✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.
✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.
4.3/5
✓ Entity Ownership (4.0/5): Operates via a local structure.
✓ Onboarding Speed (4.0/5): Typically 5–7 business days.
✓ On-Site HR Support (4.0/5): Local payroll and HR advisory available.
✓ Visa & Work Permit Support (3.5/5): Advisory-level immigration support.
✓ In-Country Compliance (4.5/5): Strong handling of Fair Work, superannuation, and payroll tax.
✓ Local Add-Ons (3.5/5): Standard benefits administration.
4.0/5
Global Coverage: All international locations covered by EOR, as well as a full PEO solution. Useful when you need “one throat to choke” across multiple markets.
White Glove Service: Customized support and packages of hiring solutions for companies in need of a ‘high touch’ partner.
Compliance: Familiar with the needs of procurement/legal teams in enterprise contexts.
Higher Cost: Premium cost compared with some regional specialists listed here.
Platform: User experience is not as modern as product-led rivals.
Pebl is best for enterprises prioritising coverage and scale who can handle a significant price tag. They may not be the best partner for smaller companies and startups that need to control their budget.
Safeguard Global is one of the longest-standing providers in the global EOR market, with over a decade of service. With operations in 100+ countries, it focuses on large enterprises that need workforce management solutions at scale. In Australia, it provides EOR services through a mix of owned entities and trusted partners.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.
✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.
✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.
✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.
✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.
4.1/5
✓ Entity Ownership (4.0/5): Operates through a own local entity.
✓ Onboarding Speed (4.0/5): Standard onboarding completed in 7–10 business days, aligned with Australian payroll and compliance timelines.
✓ On-Site HR Support (4.0/5): Local HR and payroll expertise available for Australia-specific matters, though support is primarily service-led rather than in-person.
✓ Visa & Work Permit Support (3.5/5): Immigration advisory and coordination available, but not a core strength compared to specialist mobility providers.
✓ In-Country Compliance (4.5/5): Strong knowledge and execution across the Fair Work Act, Modern Awards, superannuation, payroll tax, and termination requirements.
✓ Local Add-Ons (4.0/5): Supports statutory benefits, payroll compliance, and HR administration; fewer premium or flexible add-ons than enterprise EORs.
4.0/5
Full Coverage: Covering all international locations, when you partner with Safeguard you have one partner for all locations.
Enterprise-Grade Software: Its platform integrates with enterprise HR systems, offering dashboards and compliance tracking.Enterprise governance, controls, and audit readiness.
Broad service catalogue: Covering EOR + payroll + MSP/consulting.
Compliance: Ability to align with complex procurement/security requirements.
Lack of contract flexibility: Contracts and SOWs can be complex/lengthy to negotiate.
Basic HR Feature Set: Leave, expense management, and automation are noticeably less advanced than leading competitors. No integrations.
Slower support: Turnaround times can be slower than product-led providers.
Safeguard Global is a mature EOR and international expansion partner, ideal for large organisations with complex hiring and compliance needs.
How We Score & Rank Best Australia EOR Services
Selecting the best Australian Employer of Record (EOR) is not just about price comparisons, but also comparing the service of different providers and how those providers differ. At The Employer of Record, we assess EOR providers using two distinct scorecards, giving you a clear, data-backed view of EOR performance:
🌍 Global EOR Scorecard – Overall provider performance
The Global EOR Score evaluates how well an EOR operates as a global employment partner across all markets. It focuses on structural quality, transparency, customer experience, and software capabilities. All categories are weighted equally to avoid over-indexing on any single dimension.
The Global EOR Score includes:
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Global Coverage & Services: Breadth of country coverage, owned-entity versus partner delivery model, and availability of global add-on services
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Pricing & Transparency: Clarity of pricing, visibility into fees, deposits, FX markups, and optional add-ons
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Payment & Contract Terms: Contract flexibility, payroll funding mechanics, invoicing timelines, IP protection, and worker classification safeguards
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Customer Experience & Support: Onboarding quality, responsiveness, escalation handling, and account management
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Platform & Integrations: Usability, automation, reporting, compliance workflows, and integrations with HR and finance systems
🇦🇺 Australia EOR Score – On-the-ground performance in Australia
The Australia EOR Score measures how effectively each provider operates within Australia specifically. It focuses on compliance with Australian employment law, payroll accuracy, and the quality of local execution.
The Australia EOR Score includes:
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Entity Ownership & Compliance: Whether the EOR operates through an owned Australian legal entity and complies with Fair Work regulations
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Onboarding Speed: Time required to issue compliant contracts and activate payroll
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Local HR & Payroll Support: Access to Australia-based expertise for payroll, awards, and employment matters
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Visa & Work Permit Capability: Ability to support work visas and sponsorship for foreign hires
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Local Add-On Services: Availability of Australia-specific services such as superannuation handling, benefits administration, and local compliance support
This score reflects real-world performance when hiring and managing employees in Australia.
How the Final Rankings Are Calculated
Final rankings are calculated using a weighted combination of both scores. The Australia EOR Score accounts for 60 percent of the final ranking, reflecting the importance of correct local payroll and compliance, while the Global EOR Score contributes 40 percent, capturing overall platform quality and global service strength.
Employer of Record Regulations & Compliance in Australia
When you hire through an EOR, the provider becomes the legal employer for your Australian team members. They sign compliant employment contracts, pay staff in Australian dollars, withhold income tax through the Australian Tax Office (ATO), make mandatory superannuation contributions, and ensure adherence to the National Employment Standards (NES).
From the employee’s perspective, they are legally employed by the EOR, but day-to-day, they report to your managers. A good EOR will support onboarding by walking new hires through the arrangement, explaining who pays them, who sets their tasks, and how benefits are administered.
The advantage of this model is speed. Instead of spending months and tens of thousands of dollars setting up a proprietary Australian subsidiary, you can hire in days. But it also requires trust in your provider, which makes finding the right one, an important venture.
Australia’s employment law framework is detailed and prescriptive. Employers must comply with:
- Modern Awards. These cover industry-specific pay and conditions and have some similarities with ‘collective agreements’ in other countries.
- Superannuation. This is the Australian pension savings scheme, requiring that employers make 12% contributions from July 2025.
- Payroll Tax. In addition to personal income tax withholding (PAYG) and corporate income taxes, employers in Australia have to pay state-based payroll taxes based on their headcount.
- Leave entitlements. Employees are entitled to 4 weeks annual leave, 10 days personal/carer’s leave and, in some cases, long service leave.
- Termination rules. Employers must comply with rules for notice periods and redundancy pay.
- Immigration. Employers need the right accreditation to sponsor a visa in Australia, including Employer of Record (EOR) companies.
Frequently Asked Questions (FAQs)
An EOR helps reduce compliance exposure, but it doesn’t eliminate permanent establishment risk. If employees negotiate contracts, sign deals, or generate revenue, the Australian Tax Office may still consider your company to have a taxable presence.
There isn’t a specific EOR licence in Australia. Providers must instead comply with the Fair Work Act, superannuation rules, payroll tax laws, and immigration regulations. The quality of compliance depends on the provider’s internal expertise and governance processes. Depending on the service offered, a state-based Labour Hire licence may be required.
Only some EORs, such as APEO or EPG, can sponsor visas through On-Hire Labour Agreements. Many others provide only guidance or referrals. If international mobility is part of your plan, check carefully whether visa sponsorship is included.
The liability sits primarily with the EOR, but the reputational and operational impact may still affect your business. Employees will expect you to resolve payroll problems, so choosing a financially stable and transparent provider is essential.
Notice periods depend on length of service, generally between one and five weeks. Employees over 45 with at least two years’ service receive an extra week. Redundancy pay can also apply, especially under modern awards or enterprise agreements.
EORs focus on contracts, payroll, and compliance, while you remain responsible for culture and day-to-day integration. However, good providers support onboarding with clear explanations of the employment model and guidance on benefits, workplace norms, and entitlements
Written by
Dane Cobain is a Copywriter at Employsome and an accomplished author whose work spans fiction, non-fiction, and professional writing. Over the past decade, he has built a strong track record creating straightforward content for the HR, payroll, and corporate sectors. Dane brings a storyteller’s eye to the evolving world of global employment, with a particular focus on Employer of Record and PEO models. His articles explore industry trends and dedicated Best Of Guides when managing an international workforce.
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