8 Best Employer of Record (EOR) Services in Australia (2026)
Most EOR providers list Australia as covered.
Independently researched by Employ Borderless.
RemoFirst
#1
Low, flat pricing
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
- EOR from
- $199 per employee per month
- Countries
- 193
Also worth a look
Remote
Own entities, one platform
Own-entity model with strong IP protection, from $699 per employee per month.
Multiplier
Fast hiring and payroll
Fast (often same-day) global hiring, from $459 per employee per month.
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The best EOR providers for hiring in Australia in 2026 are RemoFirst (starting at $199/mo), Remote (starting at $699/mo), and Multiplier (starting at $459/mo), scored on The Employ Borderless Standard, our 10-pillar framework, across 8 providers.
Most EOR providers list Australia as covered. That's the easy part. The harder part is whether they can handle the nuance correctly.
A developer in Sydney and a logistics coordinator in Melbourne can fall under completely different wage and penalty structures, and getting it wrong carries fines.
Based on our 2026 ratings, the best EOR providers for Australia are RemoFirst, Multiplier, and Remote.
This guide compares eight EOR providers with active coverage in Australia. It looks at superannuation handling, Award compliance, pricing, and how each one performs once real work starts.
Which providers made our shortlist?
Here's how all 8 providers on our shortlist compare. They're ranked by overall fit for this guide, not by score alone, so the highest-scored provider isn't always first. The Employ Borderless Standard score for each provider is in its review.
Scored on The Employ Borderless Standard →
| # | Provider | Best for | |||
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | From $199/mo | 193+ | Visit |
| 2 | | teams that will live in the software every day | From $699/mo | 186+ | Visit |
| 3 | | Companies looking for fast global hiring & payments | From $459/mo | 171+ | Visit |
| 4 | | Growing companies hiring internationally with a mix of contractors and full-time employees | From $599/mo | 153+ | Visit |
| 5 | | Companies hiring 5 or more international employees who want to keep costs low and predictable | From $179/mo | 193+ | Visit |
| 6 | | Growing companies looking for strong global compliance support and fast onboarding in all major markets | From $699/mo | 132+ | Visit |
| 7 | | Mid-size to large companies with complex, multi-country payrolls | From $499/mo | 163+ | Visit |
| 8 |  | Companies with 50–1,000 employees that use multiple tools to manage HR, IT, and finance | - | 83+ | Visit |
Why you can trust our reviews
We combine structured research with real-world global hiring experience. Our methodology is built by operators who've spent years working with EOR, PEO, and payroll providers across multiple markets.
- 10+ years in global hiring - hands-on experience selecting and working with EOR providers
- 5-layer research methodology - demos where providers grant access, review platforms (G2, Trustpilot, Capterra), communities, and provider validation
- The Employ Borderless Standard - our 10-pillar rating framework, scored out of 5 in half steps across features, country coverage, pricing, UX, support, integrations, mobile, analytics, security, and compliance
- Weighted review analysis - platforms with more reviews have higher impact (e.g. 2000 > 30)
- Independent - rankings are not influenced by affiliate partnerships
Built by practitioners, not publishers - so you can rely on it for real hiring decisions.
What it costs to employ in Australia
Employer contributions itemized, a worked cost example, statutory leave and public holidays, and termination rules by tenure. Every figure sourced and dated in our Australia hiring guide.
See the Australia dataRanked by fit for Australia: hands-on testing, customer feedback from teams hiring here, and pricing. Where a lower-scored provider sits higher, it is because customer feedback from Australia favours it.
RemoFirst
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
Why it ranks here: Best value: from $199 per employee per month, 193 countries.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(411)
4.1(74)
4.0(4)
3.8(36)Pricing and coverage
| Employer of record | From $199/mo |
| Contractors | From $25/mo |
| Country coverage | 193+ countries |
Pricing sourced from RemoFirst's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- One of the lowest published EOR prices
- You hire without setting up an entity
- Compliance handled end to end
- Free contractor management
- No setup fee, deposit or minimum term published
- One health insurance program
- A platform HR staff learn in a session
Cons
- Basic reporting
- Few integrations
- A young platform
- Limited contract customisation
RemoFirst runs EOR in Australia through vetted in-country partners rather than its own local entity, and from $199 per employee per month it is the lowest headline rate of our Australia picks. Australia has no statutory 13th-month pay, so the salary you model is close to the salary you carry.
Remote
Own-entity model with strong IP protection, from $699 per employee per month.
Why it ranks here: Best platform: platform scored above the field, from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(5,151)4.6(3,454)4.3(101)3.4(592)Pricing and coverage
| Employer of record | From $699/mo |
| Global payroll | From $29/mo |
| Contractors | From $29/mo |
| Country coverage | 186+ countries |
Pricing sourced from Remote's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
Remote employs your Australia hires through its own local entity rather than a partner, which takes a layer out between you and the legal employer. That direct model runs from $699 per employee per month, the top of our Australia range.
Multiplier
Fast (often same-day) global hiring, from $459 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.7(1,484)4.9(2,870)4.4(44)4.2(352)Pricing and coverage
| Employer of record | From $459/mo |
| Contractors | From $40/mo |
| Global payroll | From $20/mo |
| Country coverage | 171+ countries |
Pricing sourced from Multiplier's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Lower EOR rates
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Multiplier covers EOR in Australia and prices it from $459 per employee per month, the mid-point of our Australia picks between RemoFirst and Remote.
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Deel
Contractor of Record (COR), where Deel handles contractor classification, not just payments, from $599 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across 150+ countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while you manage the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
Onboarding
In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.What this means for you: you can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Hire with Columbus
Employ people in 193 countries with clear, published pricing from $179 per employee per month, no surprises.
- Pricing
- Country coverage
- Compliance
- Integrations
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself on price by buying capacity in bulk.
When you use Hire with Columbus, they technically employ workers through their partner entities in 193 countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. That is how the price is lower without the service being thinner, and compliance still runs through the partner in each country.
Oyster
Oyster guides you through onboarding, then lets employees self-serve on pay, benefits, and compliance, in 116 countries from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in 132+ countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What this means for you: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Papaya Global
Payroll and payments are unified on Papaya’s licensed platform, built on J.P. Morgan infrastructure, from $499 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Papaya Global is a global workforce platform that helps companies manage payroll, payments, and employment across multiple countries.
Founded in 2016 by Eynat Guez, Ruben Drong, and Ofer Herman, Papaya Global later raised roughly $440 million, including a $250 million Series D in 2021.
On the product side, Papaya covers:
- Global payroll: Runs payroll and workforce payments in 163+ countries
- Employer of Record: Allows companies to hire employees in countries where they don’t have a legal entity
- Contractor management: Supports compliant onboarding and payments for international contractors
- Compliance support: Handles local tax rules, labor laws, and reporting requirements
- Benefits administration: Offers benefits for employees (including health coverage) that are matched to each country
- Integrations: Connects with tools like Workday, NetSuite, and other HRIS and ERP systems
Note: HRIS (Human Resources Information System) manages employee data, payroll, benefits, and HR functions. ERP (Enterprise Resource Planning) integrates core business processes, including finance, accounting, supply chain, and human resources, into one platform.
Rippling
Rippling connects HR, payroll, IT and finance in one platform, so your data never lives in disconnected tools.
- Pricing
- Country coverage
- Compliance
- Integrations
Rippling is a workforce management platform that runs HR, IT and finance off one employee record. Companies use it to manage payroll, benefits, devices and software access from a single system, and it acts as employer of record in 80 countries.
It was founded in 2016, is headquartered in San Francisco, and Parker Conrad is its CEO.
How Rippling works
The point of the shared employee record is that systems which normally run separately move together. Adding someone to payroll is also what provisions their laptop, their email and their software access, because all of it reads the same record rather than being keyed in three times.
What this means for you: the work you stop doing is the re-keying between tools. That is worth most to a company that currently runs HR, payroll and IT provisioning as three separate jobs, and worth least to one that has already solved it.
Who Rippling suits
The fit is a growing company with people in several countries that wants enterprise-grade HR and IT tooling without an enterprise IT department to run it. The breadth is the product.
What this means for you: that breadth is also the learning curve reviewers describe. Budget setup time, and be honest about whether you will use enough of the platform to justify configuring it.
How do these providers compare?
| # | Provider | Best for | EOR from | Countries | Support hours |
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | $199 | 193 | 24/7 |
| 2 | | teams that will live in the software every day | $699 | 186 | 24/7 |
| 3 | | — | $459 | 171 | 24/7 |
| 4 | | — | $599 | 153 | 24/7 |
| 5 | | — | $179lowest | 193 | 24/7 |
| 6 | | — | $699 | 132 | Business Hours |
| 7 | | — | $499 | 163 | 24/7 |
| 8 | | — | n/a | 83 | Business Hours |
Ranked by fit for Australia; the Employ Borderless Standard score for each provider is in its review.
How do we evaluate EOR providers?
We compared each provider on five things that matter once real work starts in Australia: whether they employ through their own local entity or a partner, how they handle the superannuation guarantee and report every pay run through Single Touch Payroll, whether they know which modern award applies to your hire, how they track annual leave accrual and its payout on exit, and how they carry you through a Fair Work termination with the documented warnings the unfair dismissal rules demand.
Why use an EOR in Australia?
Hiring in Australia isn't complicated in the way some markets are, but it does have real teeth. Employer superannuation contributions sit at 11.5% of gross salary right now, rising to 12% from July 2025. You're also required to withhold income tax at an average rate of 25.3% and report every pay run through the Single Touch Payroll system. Miss a filing or underpay super, and you're dealing with the Australian Taxation Office directly.
Termination is where companies get caught out most often. Australia's Fair Work Act gives employees strong unfair dismissal protections after six months of service. You need a defensible reason, a documented process, and evidence of prior warnings for anything short of serious misconduct. Get it wrong and you're looking at a Fair Work Commission hearing, with fines up to $54,000 for companies in discrimination cases.
An EOR handles all of this on your behalf. They become the legal employer, run compliant payroll in Australian dollars, manage superannuation payments, and carry the termination liability. You keep full control of the work. For a full breakdown of labour laws, payroll, and benefits, read our Australia hiring guide.
How to evaluate an EOR for Australia
Not every EOR handles Australia equally well. Here's what to check before you commit.
- Superannuation compliance. Ask how they handle the superannuation guarantee, currently 11.5% and rising to 12% in July 2025. They should know the rate, the July deadline, and how they process payments into employee-chosen funds.
- Single Touch Payroll capability. Australia requires all employers to report payroll information to the ATO in real time through Single Touch Payroll. Confirm the provider files this directly and doesn't batch or delay submissions.
- Modern award knowledge. Many Australian workers are covered by modern awards that set pay rates above the national minimum wage of AUD 24.95 per hour. Your EOR needs to know which award applies to your hire's role and industry.
- Leave accrual handling. Full-time employees accrue 4 weeks of paid annual leave from day one, and unused leave must be paid out on termination. Check that the provider tracks accruals accurately and handles payouts correctly.
- Termination process. Australia's unfair dismissal rules require documented warnings, a chance for the employee to respond, and a valid reason. Ask how the provider supports you through a termination and whether they carry the legal liability.
- Own entity vs. partner network. Some EORs operate through third-party partners in Australia rather than their own legal entity. That adds a layer of risk and can slow down support. Find out which model they use before signing anything.
Questions to ask during provider demos
These questions will quickly show you who knows Australia and who's reading from a script.
- What is the current superannuation guarantee rate, and how do you handle the increase to 12% in July 2025?
- How do you determine which modern award applies to a role, and what happens if the award rate is higher than what we planned to pay?
- How does your platform handle Single Touch Payroll reporting to the ATO?
- If we need to terminate an employee for performance reasons, what does your process look like and who carries the Fair Work liability?
- How do you track annual leave accruals, and how do you calculate the payout when someone leaves?
- Are fixed-term contracts something you advise against for Australian hires, and why?
- Do you operate in Australia through your own legal entity, or do you work with a local partner?
- If our employee triggers a permanent establishment risk for our company, do you indemnify us or advise us on that?
- What's included in your monthly fee, and what gets billed separately?
Tip: Book calls with at least 2-3 providers. A 30-minute conversation will tell you more about their Australia expertise than any website or feature list.
Red flags to watch for
These are the warning signs that a provider isn't the right fit for Australia.
- They can't tell you the current superannuation rate or when it changes. This is basic compliance knowledge for any Australian employer.
- They don't mention modern awards when discussing compensation. If they only reference the national minimum wage, they may be underquoting your true cost.
- They're vague about how terminations work. In Australia, a poorly handled dismissal can end up at the Fair Work Commission. You need a provider with a clear, documented process.
- They operate through a partner network in Australia rather than their own entity. This can mean slower response times and unclear accountability when something goes wrong.
- Pricing is bundled or unclear. If you can't get a straight answer on what the monthly fee covers versus what triggers extra charges, that's a problem.
- They push long lock-in contracts without a clear exit process. If things aren't working, you need to be able to move your employee to a different provider or your own entity without a fight.
Common mistakes to avoid
These are the pitfalls we see most often when companies start hiring in Australia.
- Underestimating total employment cost. Superannuation alone adds 11.5% on top of salary, and workers' compensation premiums add more. A highly rated EOR will give you a full cost breakdown before you make an offer.
- Using a fixed-term contract when you don't need one. After two years or a few renewals, fixed-term contracts can convert to permanent roles under Australian law. The right EOR will default to an indefinite contract and explain why.
- Skipping documentation during probation. Probation periods in Australia don't suspend unfair dismissal rules entirely. Your EOR should prompt you to document any performance concerns as they arise, not after the fact.
- Missing the Fair Work Information Statement requirement. Every new hire must receive this on their first day. A compliant EOR includes it automatically as part of onboarding.
- Paying in the wrong currency or frequency. Pay must be in Australian dollars, and whatever frequency you choose needs to be in the contract and applied consistently. Your EOR handles this, but confirm it's set up correctly from day one.
Your next steps
Here's how to go from this list to your first hire in Australia.
Price matters, but it's not the only thing. A provider that gets superannuation wrong, misclassifies your hire under the wrong modern award, or fumbles a termination will cost you far more than the difference between a $300 and $500 monthly fee. Compliance expertise is what you're paying for.
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Keep exploring
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Frequently asked questions
How much does an EOR cost in Australia?
Do I need an EOR to hire in Australia?
What are the main compliance risks when hiring in Australia?
How do I choose the right EOR for Australia?
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