Book Your Free Consultation
Expand Your Business Compliantly In The UAE, Middle East
Expand Your Employer of Record Services In Australia
We Make Visas Easy For You
Expand Your Employer of Record Services In Australia
We Make Visas Easy For You
Expand Your Employer of Record Services In Australia
We Make Visas Easy For You
UAE Visa Services For Individuals, Families, and Businesses.
We are licensed provider by :
Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
From onboarding, HR management to payroll and compliance, we ensure your hiring and expansion plans in the Middle East meet all local regulations.
We are licensed provider by :
Australia At a Glance
Australia At a Glance
Australia At a Glance
Expand & Grow your business 10x faster with tailored services, designed to meet your specific needs and requirements.
Capital
Canberra
Currency
Australian dollar
Payroll Frequency
Monthly, fortnightly, weekly
Language
English, specifically Australian English
Join Our 1000+ Trusted Partners World Wide
Join Our 1000+ Trusted Partners World Wide
Join Our 1000+ Trusted Partners World Wide
Country Information
Easily navigate Australia Employment Landscape
Easily navigate Australia Employment Landscape
Easily navigate Australia Employment Landscape
Discover everything you need to know about working in Australia with our comprehensive guide. We cover essential topics including employment laws, work visa requirements, employee rights, and tax obligations to help you confidently navigate your career journey in Australia.
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Australia
Explore Work hours Employee rights in Australia
Explore Work hours Employee rights in Australia
Explore Work hours Employee rights in Australia
In Australia, full-time employees typically work a 38-hour week, as set out under the National Employment Standards (NES) within the Fair Work Act 2009. Employers cannot require workers to exceed this weekly limit unless the extra hours are considered reasonable based on factors like health, workplace needs, and notice given.
Work beyond ordinary hours is often treated as overtime and may attract higher pay rates or penalty rates, depending on the applicable modern award, enterprise agreement, or employment contract. These penalty rates can apply for work during evenings, weekends, or public holidays, providing additional compensation for less desirable hours.
Unlike some countries with a fixed cap, Australian law focuses on reasonable additional hours rather than a strict overtime threshold. Employees may refuse unreasonable requests for extra hours.
Public Holidays and Employee Leave in Australia
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Australia, employees are entitled to paid time off on national and state public holidays, supporting rest and work–life balance under the Fair Work Act 2009. The National Employment Standards (NES) also guarantee key leave entitlements, including 4 weeks of paid annual leave, 10 days of paid personal (sick/carer’s) leave, and paid compassionate leave for bereavement or serious family illness.
Understanding Weekly Working Hours in Australia
Explore Employment Contracts & Costs in Australia
Explore Employment Contracts & Costs in Australia
Explore Employment Contracts & Costs in Australia
In Australia, employment relationships are governed by the Fair Work Act 2009 and the National Employment Standards (NES), which set minimum workplace rights that cannot be reduced by contracts. While employment agreements can be verbal, written contracts are best practice and typically outline job duties, pay, hours, leave entitlements, and workplace policies to ensure clarity and compliance.
Types of employment
Australia recognizes several types of work arrangements, including full-time, part-time, casual, fixed-term employees, and independent contractors engaged under contracts for services. Correct worker classification is essential, as misclassification can result in legal and tax penalties.
From a cost perspective, Australian employers do not pay broad social security contributions but are responsible for statutory obligations such as superannuation contributions, PAYG tax withholding, workers’ compensation insurance, and, where applicable, payroll tax and fringe benefits tax. These requirements ensure fair treatment of workers and compliance across all employment arrangements in Australia.
EOR-TXM Global Reach
We assist clients in discovering global solutions that fuel business expansion.
ICC classifications, labor leasing, and wage rules in Australia
Labor Regulations & Independent Contractor Classification in Australia
Labor Regulations & Independent Contractor Classification in Australia
Labor Regulations & Independent Contractor Classification in Australia
In Australia, the distinction between an independent contractor (freelancer) and a service contract is based on the level of control, independence, and the nature of the relationship. Independent contractors run their own business, control how and when they work, supply their own tools, and can engage others to assist them. They typically invoice for services provided and aren’t covered by most employee protections under the Fair Work Act.
Labor Leasing
In Australia, labour hire arrangements are common and legal but regulated at the state and national levels. Labour hire involves a third-party firm supplying workers to perform duties at another business. These arrangements must comply with workplace laws, including pay, safety, and anti-discrimination standards. Certain states (like Queensland, Victoria, and South Australia) also have licensing schemes requiring labour hire providers to be licensed to operate, ensuring greater protection for temporary workers.
Minimum Wage Requirements
Australia enforces a national minimum wage that applies to most workers. The Fair Work Commission reviews and sets the minimum wage each year. As of the latest determination, the National Minimum Wage applies to employees not covered by an award or agreement, while modern awards and enterprise agreements may set higher minimum rates for specific industries, roles, or experience levels. Employers must comply with the highest applicable wage standard.
How pay and health coverage apply during employee illness in Australia
Medical Benefits in Australia
Medical Benefits in Australia
Medical Benefits in Australia
In Australia, sick leave is governed by the National Employment Standards (NES) under the Fair Work Act 2009. Full-time employees are entitled to 10 days of paid personal (sick) leave per year, with part-time employees receiving this on a pro-rata basis. Unused sick leave accumulates over time, while casual employees are generally entitled to unpaid carer’s leave only.
When an employee is unable to work due to illness or injury, the employer pays the base rate of pay for ordinary hours, excluding overtime or bonuses unless an award or agreement states otherwise. Employees are also protected from dismissal during periods of temporary illness, ensuring income security and workplace fairness across Australia.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Australia
Probationary Periods & Termination Notice in Australia
Probationary Periods & Termination Notice in Australia
In Australia, there is no fixed statutory probation period set by law. Instead, probation is typically agreed in the employment contract and commonly lasts 3 to 6 months. During this period, employment can be terminated more easily, although employees are still entitled to minimum notice or pay in lieu, unless dismissal occurs for serious misconduct.
It’s important to distinguish probation from the minimum employment period for unfair dismissal protection:
6 months for most businesses
12 months for small businesses (fewer than 15 employees)
Notice Periods After Probation (NES)
Once an employee has completed probation and the minimum employment period, statutory notice of termination applies based on length of service:
Up to 1 year: 1 week
1–3 years: 2 weeks
3–5 years: 3 weeks
5+ years: 4 weeks
+1 additional week if the employee is over 45 years old with at least 2 years of service
Modern awards, enterprise agreements, or contracts may provide longer notice periods, but they cannot reduce the NES minimums.
How termination compensation and background screening are regulated under Australia labor law
Severance Pay & Pre-Hire Checks in Australia
Severance Pay & Pre-Hire Checks in Australia
Severance Pay & Pre-Hire Checks in Australia
Severance & Termination Pay in Australia
Australia does not use a monthly severance fund system.
Termination payments are made when employment ends, in line with the Fair Work Act 2009.
Eligible employees may receive:
Notice of termination or pay in lieu
Redundancy pay (where applicable)
Accrued annual leave and other outstanding entitlements
Redundancy obligations generally apply to medium and large employers, with exemptions for some small businesses and roles.
Background Checks & Privacy
Employers may conduct limited background checks, including reviewing public social media profiles, if relevant to the role.
All personal data must be handled in compliance with the Privacy Act 1988.
Information used must be lawful, relevant, proportionate, and non-discriminatory.
