Employer of Record
Australia sets minimum pay through the National Minimum Wage plus dozens of industry-specific modern awards, so the wage floor that actually applies to a role depends on which award covers it, not one flat national number. Share the role, its likely award classification and your intended start date, and PIO confirms the available arrangement for that hire, then coordinates the contract, payroll and leave around it.
Practical points to line up before you hire in Australia.
The National Minimum Wage sets Australia's wage floor, but most roles are covered by a modern award or enterprise agreement that sets a higher minimum rate, allowances and penalty rates for that specific occupation and industry. Confirm which award applies to the role before setting the offer — not just the headline minimum wage.
Source:Minimum wages
Casual employees are paid a casual loading — or a specific casual rate — set by whichever award, registered agreement, contract or minimum-wage order covers the role, not one fixed statutory percentage. In exchange, they generally miss out on the paid leave, termination notice and redundancy pay a permanent employee gets. Confirm casual or permanent status up front, since it changes both the pay rate and the entitlements that follow.
Source:Casual employees
Full-time employees accrue four weeks of paid annual leave a year, pro-rated for part-time work. A public holiday within paid leave on a day the employee would ordinarily have worked is paid as a holiday, not deducted from the leave balance — though that can differ where entitlements above the national minimum apply, or an award or agreement sets other terms. Track both from the first pay cycle.
Minimum notice of termination scales with the employee's length of continuous service, with an extra week required once the employee is 45 or older and has at least two years of service. We help you confirm the correct notice period and keep termination documentation aligned with actual tenure.
Source:Dismissal
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Yes — share the role, its likely award or classification and your intended start date, and we confirm the available arrangement for that specific hire before onboarding begins.
The National Minimum Wage is the floor, but most roles fall under a modern award or enterprise agreement that sets a higher minimum rate, allowances and penalty rates for that occupation and industry. We help you confirm the applicable award for the role before the offer goes out.
Source:Minimum wages
Yes — a casual employee is paid a casual loading, or a specific casual rate, set by whichever award, registered agreement, contract or minimum-wage order actually covers the role — it isn't one fixed statutory percentage. That loading is paid instead of most of the paid leave, termination notice and redundancy pay a permanent employee receives. Confirm the employment basis up front, since it changes both pay and the entitlements that follow.
Source:Casual employees
Full-time employees accrue four weeks of paid annual leave a year under the national employment standards, pro-rated for part-time work. If a public holiday falls within a period of paid leave on a day the employee would otherwise have worked, it's paid as a public holiday rather than deducted from the employee's leave balance — leave entitlements above the national minimum or an applicable award/agreement can set different terms.
Minimum notice scales with the employee's length of continuous service, with an extra week required once they're 45 or older with at least two years of service. We help you confirm the correct notice period and keep the termination properly documented.
Source:Dismissal
You provide the role details, compensation and any company-specific policies. We coordinate the local employment contract, onboarding paperwork and ongoing payroll administration around what you decide.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in Australia. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
