Hiring guide · APAC
How to hire in Australia
To hire in Australia you need an ABN-registered employer with PAYG withholding and superannuation obligations, or an Employer of Record that holds them. Superannuation is 12% of ordinary earnings, and state payroll tax applies above thresholds. Payroll is usually fortnightly or monthly.
- Currency
- AUD
- Payroll cycle
- Fortnightly or monthly
- Employer cost
- ~12–17%
- Notice
- 1–5 weeks by service and age
The talent market in Australia
Australia combines a mature enterprise software market with strong mining-technology, fintech and health-technology clusters in Sydney, Melbourne and Brisbane. It is often used as the APAC commercial base for companies whose customers sit across the region.
The National Employment Standards set a floor for every employee, and modern awards layer industry-specific minimums, penalty rates and classification structures on top. Determining whether an award covers a role — and which classification level applies — is the first compliance question, not an afterthought.
Salary benchmarks in Australia
Indicative annual gross base salary in AUD for common roles. Treat these as planning ranges — actual offers move with city, seniority, sector and equity mix, and we model a live benchmark before you go to offer.
| Role | Annual gross base |
|---|---|
| Software engineer (mid) | AUD 120,000 – 155,000 |
| Senior software engineer | AUD 155,000 – 200,000 |
| Account executive (SaaS) | AUD 110,000 – 145,000 base + variable |
| Customer support specialist | AUD 65,000 – 85,000 |
Employment rules and payroll in Australia
The statutory framework any offer has to sit inside — hours, leave, notice and the contributions that turn salary into fully loaded cost.
Working week
38 ordinary hours plus reasonable additional hours
Probation
Commonly 6 months, aligned to the minimum employment period
Notice period
1–4 weeks by service, plus one week for employees over 45 with 2+ years
Paid leave
20 days annual leave plus 10 days personal/carer's leave
Public holidays
7 national plus state days, typically 10–13
Payroll cycle
Fortnightly or monthly, with Single Touch Payroll reporting
Employer contributions
Superannuation 12% of ordinary time earnings, plus state payroll tax above thresholds
Contractor, EOR employee or your own entity?
Three ways to engage someone in Australia. The right one depends on how permanent the role is, how much direction you give, and how much local risk you want to carry.
Contractor
Fastest to start and simplest to end. Suitable for genuinely independent, project-scoped work where the person controls how and when they deliver, invoices you, and works for other clients. No statutory benefits, no notice period, no severance.
Employee via EOR
The right structure for a full-time role with fixed hours, managerial direction and exclusivity. A licensed in-country partner is the legal employer, so the person gets a compliant contract, statutory benefits and local payroll — without you opening an entity.
Your own entity
Worth it once headcount, permanence and local revenue justify the incorporation, tax registration, statutory filings and local directorship. Most companies reach that point somewhere between 15 and 30 employees in a single country.
Misclassification risk in Australia
The Fair Work Act now applies a whole-of-relationship test rather than contract wording alone, and the ATO applies its own. A reclassified contractor generates back superannuation with the superannuation guarantee charge, unpaid leave entitlements and potential sham-contracting penalties.
Work permits and right to work
Australian citizens, permanent residents and New Zealand citizens on a Special Category visa have unrestricted work rights. Other nationals generally need a Skills in Demand visa, which requires an approved sponsor, nomination of the role and a salary above the specified threshold — sponsorship is tied to the sponsoring entity.
Hire in Australia without an entity
Our Employer of Record page for Australia covers statutory cost, compliance obligations and onboarding timelines in detail, through licensed in-country partners.
EOR in Australia- Fully loaded cost modelled before offer
- Licensed partner matched, not assumed
- One contract, one consolidated bill
Hiring in Australia: frequently asked questions
Can we hire in Australia without an Australian entity?
Yes. An Australian Employer of Record employs the person under its own ABN, handles PAYG withholding, superannuation and Single Touch Payroll reporting, and takes on award compliance — usually within five business days of an accepted offer.
What does an Australian employee cost above salary?
Superannuation at 12% of ordinary time earnings is the main statutory add-on, plus state payroll tax of roughly 4.75–6.85% once the employer's wage bill exceeds the state threshold, and workers' compensation premiums that vary by industry.
Do modern awards apply to salaried professional roles?
Sometimes. Many technology and professional roles are award-free above a high-income threshold, but support, administrative and some technical classifications remain covered. Award coverage must be assessed per role, because it drives minimum rates, penalty rates and overtime.
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Get the Australia Hiring Cost Guide
A country brief covering fully loaded employment cost in AUD, salary benchmarks by role, statutory contributions, leave and notice rules, and a sample offer breakdown for Australia.