Hiring in Australia isn’t always straightforward, especially if you’re not familiar with local laws, tax rules, or how payroll works.
The right EOR makes it easy to hire people across the country, stay up-to-date with tax changes, and comply with all legal requirements as your team grows.
I’ve spent the last few months testing out the top EOR platforms, looking at everything from pricing and setup speed to how helpful their support teams really are.
I tried the platforms myself, spoke with providers, and received honest feedback from Australian business owners who use these services daily.
This guide pulls together the best EOR options for hiring in Australia, so you can grow your team globally without all the stress and guesswork.
Quick Summary
- Multiplier — Best for global-first hiring in Australia
- Remofirst — Best for affordable cross-border payroll
- Remote — Best for compliance-focused global teams
- Thera — Best for multinational APAC expansion
- Rippling — Best for unified HR and IT management
- Deel — Best for rapid onboarding and payments
- Velocity Global — Best for flexible contract arrangements
- Oyster — Best for remote-first workforces
- Paychex — Best for US-Australia payroll integration
- Justworks — Best simple EOR for startups
This list helps you quickly figure out which provider is the right fit, whether you’re hiring in Australia or building a team overseas.
Each one has its strengths. Some are great for getting people started fast, others are better at handling local payroll or keeping you fully compliant with Aussie regulations.
You can think of the “best for” picks as a quick way to narrow things down.
Or, if you’d prefer more detail, keep reading to see the full breakdown and find the provider that works best for your business.
Best EOR Providers for Australia and Global Hiring
Multiplier — Best for seamless Australian onboarding and compliance
Key Features
- Easy setup for hiring in over 150 countries, including Australia
- Local payroll, tax, benefits, and compliance all taken care of
- Simple dashboard to manage contracts and paperwork
- Handles payments in multiple currencies
Multiplier is known for making global hiring feel easy, and they’ve done a great job in Australia, where employment rules can be a bit tricky.
When I tested the platform, I was impressed with how smooth the onboarding process was for Aussie employees.
The employment contracts aren’t just generic templates. They’re clearly built to meet Australian standards.
Payroll and superannuation are managed locally too, which means fewer compliance headaches for you.
One thing I really appreciated is how upfront Multiplier is about pricing. You get a clear idea of costs before you sign anything.
Whether you’re a startup entering a new market or a bigger company growing across the region, Multiplier makes the process a whole lot easier.
Pros
- Great local compliance and proper Aussie contracts
- Simple and easy-to-use platform, no big learning curve
- Clear view of costs from start to finish
- Helpful Australian support if you need it
Cons
- Doesn’t offer immigration sponsorship directly
- Some local benefits may need to be set up manually
Remofirst — Best for cost-conscious global teams
Key Features
- Affordable, flat monthly pricing
- EOR coverage in 180+ countries, including Australia
- Connects with Slack and Microsoft Teams
- All your invoices and expenses in one place
If you’re watching your budget but still want a reliable EOR, Remofirst is a great option.
When I tested it for hiring in Australia, the process was smooth and didn’t feel complicated at all.
Every step, from drafting the contract to running payroll, was clearly tracked.
What stood out was how cost-effective it is, especially for bigger teams. There are no surprise fees for setting up or offboarding staff, which helps with planning.
I also liked how it links up with tools like Slack and Teams, so you can see payroll updates and alerts right where your team already works.
Pros
- One of the most affordable EOR options out there
- No sneaky fees for hiring or letting someone go
- Helpful account support when you need it
- Payroll and invoicing are mostly automated
Cons
- Doesn’t handle visa sponsorship
- Fewer benefits options compared to some of the larger players
Remote — Best for integrated HR and compliance
Key Features
- Runs its own legal entities in Australia for direct hiring
- All-in-one platform for HR, payroll, benefits, and more
- Automatic updates on Aussie compliance changes
- Built-in tools for managing employee equity
Remote is one of the most well-known EOR platforms, especially for fully remote or global teams.
From what I’ve seen, it covers just about everything you need to hire in Australia, payroll, leave, super, and expenses, all sorted in one place.
What sets Remote apart is that they’ve got their own legal entity in Australia, so you’re not dealing with third-party partners or extra layers.
Their system sends out alerts when Fair Work rules change, which is a big plus if you’re new to hiring here.
So, if compliance is a top priority, or you're offering equity to team members, Remote does a solid job keeping it all in line.
Pros
- Direct hiring in Australia without using local partners
- Clean, modern dashboard with everything built-in
- On-time payslips, leave, and payroll processing
- Pricing is upfront and easy to understand
Cons
- Onboarding help can feel a bit limited on cheaper plans
- Some of the more advanced features are only on premium tiers
Thera — Best for tailored legal and compliance support
Key Features
- Full coverage of Aussie employment laws and regulations
- Access to legal and HR experts when you need them
- Flexible options for local employee benefits
- Smooth onboarding and offboarding process
If you're growing your team in Australia and want to be 100% sure you're doing things by the book, Thera is built to give you peace of mind.
Their strength lies in compliance, as they offer some of the most hands-on legal and HR support I’ve seen from a global EOR.
The contracts are properly localised (not just cookie-cutter templates), and if you need tailored policies or extra Aussie perks, they can sort that quickly.
For businesses in highly regulated industries, like finance, health, or government work, Thera’s deep legal knowledge can save you from big headaches later on.
Pros
- Dedicated, high-touch support from legal and HR experts
- Customisable employee benefits to suit local expectations
- Strong understanding of complex Australian rules
- Ideal for industries with strict compliance needs
Cons
- Costs more than most, especially if you need ongoing expert help
- Doesn’t have as much automation as other platforms
Rippling — Best for unified HR and IT management
Key Features
- All-in-one platform for EOR, payroll, devices, and apps
- Built-in compliance with Australian employment laws
- Automates onboarding across both HR and IT
- One dashboard to manage your global team
Rippling offers something a bit different from the usual EOR platforms.
While most focus just on HR and payroll, Rippling also takes care of the IT side of things, like setting up laptops and app access for your Aussie hires.
When I tested it out, I was impressed with how easily everything rolled out at once, pay, benefits, and even devices.
If your team is remote and growing fast, having everything in one place really saves time and hassle. You can track who has access to what and manage it all from a single dashboard.
Pros
- Covers HR, payroll, and IT in one simple system
- Built-in compliance tools for Aussie laws
- Fast and smooth onboarding process
- Grows easily with your team
Cons
- Extra cost for advanced IT features
- Local HR support in Australia may need add-ons
Deel — Best for fast and flexible scaling
Key Features
- Entities in 100+ countries, strong setup in Australia
- One-click onboarding, contracts ready in minutes
- Big range of local benefits available
- Automated payroll and expense management
If speed is what you need, Deel is one of the quickest ways to hire in Australia.
I tested their global hiring flow and had a contract ready in just a few minutes. Setting up benefits was just as simple, only a couple of clicks.
The dashboard is clear and easy to navigate, so you can track contracts, payroll, and expenses without getting lost in the details.
Deel is perfect if you’re hiring across multiple countries, need to bring contractors and employees onboard fast, or want to avoid slow legal red tape.
Pros
- Quick onboarding across APAC, including Australia
- Transparent pricing, no hidden fees
- Works well for both full-time staff and contractors
- 24/7 chat support if you need help
Cons
- Immigration sponsorship is only available by referral
- Some benefits depend on how many staff you’re hiring
Velocity Global — Best for large enterprises and risk management
Key Features
- Coverage in 185+ countries, including Australia
- Strong compliance and risk management tools
- Custom benefits and insurance packages
- Hands-on support for large or complex setups
Velocity Global is made for big companies or fast-growing teams with tricky hiring needs. They’ve worked with some major brands coming into Australia, so they know the local landscape well.
When I tested them out, their team was hands-on from the start. They walked me through every compliance requirement, step by step.
What’s great is that they offer tailored benefit packages and group insurance, really helpful if you’re trying to attract and keep top talent.
If you’re hiring at scale and can’t afford to get anything wrong with local laws or payroll, Velocity brings the serious compliance firepower you’ll want on your side.
Pros
- Top-notch compliance support across large teams
- Dedicated rollout and handover teams
- Tailored options for big or complex businesses
- Great audit and reporting tools
Cons
- You’ll usually need a decent headcount to get the best pricing
- Custom contract setups can take a bit longer to get going
Oyster — Best for global-first remote teams
Key Features
- Built for distributed, remote-first teams
- Automated Aussie payroll and compliance
- Access to local benefits and ready-to-use templates
- Self-onboarding tools for employees
Oyster is a great pick if your business is remote-first and growing fast across borders.
I like their approach, it makes expanding into Australia feel simple, even if you’ve never hired here before.
I was able to set up an Aussie employee in under an hour. Payroll and benefits were already pre-loaded, so there was hardly any extra work.
The self-onboarding feature is also a win, it cuts down on admin and keeps your HR team free to focus on bigger things.
Oyster is ideal for smaller businesses or lean teams moving quickly into new markets without needing a local office.
Pros
- Made for remote teams across multiple countries
- Contracts are easy to create and understand
- Helpful guides for Aussie compliance
- Budget-friendly for small global teams
Cons
- Some advanced benefits need a bit of manual setup
- Not suitable if you need a physical presence in Australia
Paychex — Best for US-based companies hiring in Australia
Key Features
- Long history with cross-border payroll
- Supports compliance and HR across multiple countries
- Built-in time tracking and payroll system
- Customisable reporting tools for audits and insights
Paychex is a big name in payroll and HR in the US, and they’ve got a solid option for companies expanding into Australia.
It’s mainly designed for North American businesses that want to grow overseas without too much risk.
When I tested it, the cross-border payroll worked really well, currency conversions and compliance were handled smoothly, especially for first-time international hires.
Their reporting tools also stand out, offering deep detail for internal or external audits.
While it’s not built specifically for fast-moving tech startups, Paychex is a safe, steady choice if your HQ is in the US and you’re taking your time entering the Australian market.
Pros
- Loads of experience with compliance and international hiring
- Good option for early-stage global expansion
- Reliable payroll and built-in time tracking
- Excellent audit and reporting features
Cons
- Onboarding can be slower than newer platforms
- The interface looks a bit old-school compared to modern tools
Justworks — Best for simplicity and HR compliance essentials
Key Features
- All-in-one platform for HR, benefits, and compliance
- Supports international payroll, including Australia
- Transparent, easy-to-understand pricing
- Highly rated customer support
If you're after an EOR that keeps things simple without overloading you with extras, Justworks is a solid choice.
The platform’s super straightforward, your HR team won’t need special training to use it.
When I gave it a try, the onboarding process was smooth, and every step around Aussie compliance was clearly explained.
The support team was quick to respond and actually helpful with local questions.
If you’re expanding into Australia as part of a bigger global plan, Justworks helps you keep things neat and manageable without adding too much admin.
Pros
- Easy-to-use platform with no learning curve
- Fast, clear answers to HR and compliance questions
- Great value for smaller businesses
- Perfect for founders or teams new to global hiring
Cons
- Doesn’t offer much in terms of custom Aussie benefits
- May not have enough features for larger, complex teams
How to Choose the Best Employer of Record (EOR) for Australia
1. Experience with Australian eEmployment Law
Every country handles employment laws differently, and Australia’s no exception, it’s actually one of the stricter ones when it comes to workplace rules.
That’s why it’s so important to make sure your EOR provider really knows the local landscape.
Before you sign anything, ask if they’ve worked directly in Australia recently.
Can they explain how Fair Work laws, superannuation, and local payroll work without skipping a beat?
If not, you might be risking compliance issues down the line.
2. Transparent Pricing and Fee Structure
EOR pricing might seem pretty similar at first glance, but the extra costs can sneak up on you, like setup fees, offboarding charges, and add-ons for things like benefits or support.
When you're checking out providers, don’t be shy, ask for the full breakdown of costs, including any hidden extras.
Some EORs charge a flat monthly rate, while others take a percentage of your employee’s salary.
To avoid any nasty surprises later, ask for a sample invoice upfront so you know exactly what you’ll be paying.
3. Payroll Accuracy and Payment Speed
If you’re new to Aussie payroll, even one late or wrong payment can cause dramas with your team and the ATO.
A good EOR will have local experts handling payroll every week, so things run smoothly.
Make sure you ask: Who actually runs the payroll in Australia? How fast do employees get paid?
4. Benefit Options That Match Local Expectations
Just offering a base salary might tick the legal box, but it’s usually not enough to attract or hang onto top Aussie talent.
The best EORs help set up things like private health cover, salary packaging, and other extras that employees actually care about.
If you’re aiming to hire great people, ask each EOR for a sample benefits guide.
Then compare what they offer with what’s normal for similar roles here in Australia, it’ll give you a clear picture of what’s competitive.
5. Employee Experience and Support
Your team will notice if their pay’s late, contracts are messy, or onboarding feels clunky, even if it’s all being handled by an EOR.
The best providers make it feel personal.
They’ll do welcome calls, help with tax questions, and jump on any issues quickly.
You want an EOR that feels like part of your HR team, not some distant third-party that leaves you and your staff in the dark.
6. Technology and Integration
A good modern EOR should plug straight into the rest of your HR setup.
The best ones give you a single dashboard where you can handle contracts, payroll, compliance, and support, all in one spot. That alone can save you hours of admin every month.
If you’re already using HR or accounting tools, make sure the EOR can connect with them easily.
But if it doesn’t, you might end up stuck doing manual data entry, which can slow things down fast.
7. Scalability and Global Reach
A lot of companies kick things off in Australia, then look to expand into places like New Zealand or across Asia.
If your EOR works in 80+ countries, it gives you the flexibility to grow without starting from scratch every time.
The right EOR should make expanding into new markets feel easy, not like a major headache.
Key Takeaway: Look for an EOR with strong local know-how, clear pricing, accurate payroll, solid benefits, good support, and tools that actually work with your systems. Nail those, and you’ll save yourself a heap of stress down the track.
EOR Pricing in Australia
Most EORs charge in one of two ways: either a flat monthly fee per employee or a percentage of the employee’s salary. Based on what I’ve seen, flat fees usually sit between $350 and $700 AUD per person each month.
Some providers, like Multiplier and Remofirst, keep it simple with clear, upfront pricing, which makes budgeting a breeze.
Others, like Velocity Global, use a percentage model, usually 8% to 15% of total payroll, which can add up quickly if you’ve got a high-salary team.
Here’s a quick look at what different EORs typically charge in Australia, courtesy of EOR Overview:
|
Provider |
Pricing Model |
Typical Monthly Cost (AUD) |
Free Trial / Demo |
|---|---|---|---|
|
Multiplier |
Flat fee |
$500 – $600 |
Demo |
|
Remofirst |
Flat fee |
$350 – $480 |
Demo |
|
Remote |
Flat fee |
$550 – $700 |
Demo |
|
Thera |
Flat fee |
Custom |
Demo |
|
Rippling |
Modular/priced per module |
Custom |
Demo |
|
Deel |
Flat fee |
$640+ |
Demo |
|
Velocity Global |
Percentage of payroll |
8% – 15% |
Demo |
|
Oyster |
Flat fee |
$500+ |
Demo |
|
Paychex |
Custom/quote-based |
Varies |
Demo |
|
Justworks |
Flat fee |
$700+ |
Demo |
Keep in mind, these are just ballpark figures.
The final cost will depend on things like how many people you’re hiring, what services you need, where your team’s based, and any extras like local benefits or advanced compliance help.
Also, onboarding and offboarding fees, plus specific local compliance requirements, can bump up the price, sometimes by more than 15% on top of the base cost.
So, don’t just compare the headline price.
Look at the full picture: How fast is their support? Do they actually know Australian laws inside and out? Are things like award updates and payroll tweaks included, or do they charge extra?
Pro Tip: Always ask for a full quote that breaks down every possible fee, upfront. It’ll help you dodge those nasty “surprise” costs once you start hiring.
Benefits of Using an Employer of Record (EOR) in Australia
Setting up shop in Australia doesn’t mean you need to open a local company.
With the right Employer of Record (EOR), you can hire, pay, and manage staff in Australia without jumping through legal or admin hoops.
A good EOR helps you stay on top of Australia’s strict workplace rules, things like superannuation, Fair Work guidelines, and award rates.
They take care of payroll, taxes, and employee entitlements, so you don’t have to stress about missing something important or getting it wrong.
Creating a legal entity in Australia takes time and money.
An EOR lets you skip all that. They act as the legal employer, so you can get started in days, not months.
It’s not just about saving time.
The right EOR knows the local ins and outs, like how payroll tax can vary by state, how leave works, or what’s changed in the latest wage reviews.
That local know-how helps you stay compliant and keeps your team happy.
Some EORs even offer advice on local salaries and benefits, so you don’t end up overpaying, or worse, under-offering and losing talent.
Plenty of businesses use an EOR to test the Australian market. You can scale up or down as needed, without committing to setting up a full company.
That flexibility is great for startups or global companies running short-term projects.
If your team’s remote-first, an EOR can also help with the people side of things, onboarding, offboarding, and handling any HR or compliance issues along the way.
Pro Tip: If you’re planning to hire in more than one country, look for a global EOR. You’ll get one system, one support team, and a smoother ride as you grow beyond Australia.
Statutory and Practical Hiring Requirements in Australia
Hiring in Australia might seem straightforward, but there are quite a few legal, tax, and cultural details you need to get right from day one.
Employment here is mostly governed by the Fair Work Act 2009. This law lays out the basics, things like minimum pay, working hours, and leave entitlements.
If you’re employing someone in Australia, these rules aren’t optional, even if you’re new to the system or hiring from overseas.
Every employee must be paid at least the national minimum wage, which is reviewed each year by the Fair Work Commission.
That’s just the baseline, though, depending on the job or industry, specific awards or enterprise agreements might require higher pay or extra conditions.
Superannuation, Australia’s version of retirement savings, is another must-do.
Employers have to pay a set percentage of each employee’s pay into their super fund. Getting it wrong can mean trouble with both your staff and the tax office.
Speaking of tax, you’ll also need to handle PAYG (Pay As You Go) tax. That means taking the right amount of income tax out of each pay and sending it to the ATO.
You’ll also need to deal with super payments and payroll tax, which can vary depending on the state.
Then there’s leave.
Most full-time staff get at least four weeks of paid annual leave, plus sick leave and carer’s leave. Parental leave is also clearly laid out by law.
Public holidays can differ depending on where your employee is based, so keep that in mind too.
If your hire isn’t a citizen or permanent resident, you’ll need to check their visa and work rights.
Australia has strict penalties for hiring people who aren’t legally allowed to work, even if it’s an honest mistake.
Pro tip: National Employment Standards (NES) apply to most full- and part-time employees, but individual awards often add more rules, like how many hours can be worked and what overtime rates apply. It’s worth checking the award before locking in a contract.
On a practical level, most employers ask for a Tax File Number (TFN), run a background check, and hand over a Fair Work Information Statement before someone starts.
That last one is actually a legal requirement in many cases.
Wages are usually paid fortnightly or monthly, and you must give your employees a payslip with each payment showing gross pay, deductions, super, and running totals.
One last thing, worker classification is closely watched in Australia.
You can’t just call someone a contractor if they meet the rules for being an employee. Misclassifying someone can lead to fines, back pay, and even super penalties.
If you’re working with an Employer of Record (EOR), they’ll handle most of this for you.
They reduce your legal risk and take care of the complex bits, so you can focus on building your team.
FAQs
What Is an Employer of Record (EOR) and How Does It Work in Australia?
An EOR legally hires staff for you in Australia, handling payroll, contracts, and compliance. You manage day-to-day work, while they ensure everything meets Aussie employment laws.
How Much Does It Cost to Use an EOR Service in Australia?
EORs cost about $400–$800 AUD per employee monthly, depending on service level. Watch out for hidden fees like onboarding or currency conversion charges.
What Australian Employment Laws Must EORs Comply with?
EORs comply with Fair Work rules, superannuation, leave entitlements, and tax laws. They manage contracts, payslips, and legal benefits to keep you compliant.
How Quickly Can I Hire Employees in Australia Through an EOR?
Most EORs can hire employees in Australia within a few days to two weeks. They handle contracts, tax setup, and benefits without local entity delays.
Can an EOR Help with Visa Sponsorship and Employing Foreign Nationals in Australia?
Most EORs don’t sponsor visas directly but can support workers with existing rights. Some may refer immigration partners for more complex visa needs.
What Are the Key Benefits of Using an EOR for Hiring in Australia?
An EOR lets you hire quickly without opening a local company. They reduce compliance risk and handle Aussie admin from payroll to paperwork.
How Do I Choose the Best EOR Provider for Australian Hiring?
To choose the best EOR provider for Australian hiring, pick one with Aussie legal expertise, clear pricing, and good client support. Ask for case studies, demos, or references before locking anything in.
What’s the Difference between an EOR and a PEO in Australia?
An EOR is best if you don’t have a local entity, as they act as a legal employer. However, a PEO needs you to already be registered in Australia and share employment duties.
Conclusion
Hiring overseas doesn’t have to be hard, as long as you pick the right EOR partner.
From what I’ve seen, Multiplier is a safe bet for most companies. It’s reliable, easy to use, and nails compliance in Australia and 150+ other countries.
If you’re after great value and quick setup, Remofirst and Remote are also strong options, as both make onboarding and contracts pretty painless.
For teams that want a tech-driven setup or need integrations with existing systems, Rippling or Deel are worth a look.
At the end of the day, take the time to compare pricing, payroll flexibility, local support, and how well each provider handles Aussie compliance.
