Top 10 EOR Providers for Hiring in Australia (2027)
Australia has no EOR licence, which is why it is easy to get wrong. The structural test is who employs the worker on paper: an Australian Pty Ltd with its own ABN and ACN, reporting through Single Touch Payroll, holding a labour hire licence in Victoria and Queensland where on-hire needs one. I looked every entity up on ABN Lookup and asked each provider the question in writing. Two Australia-headquartered operators sit in the top three.
How I scored this list
Five things weighted unequally. An active Australian entity on ABN Lookup is a precondition for inclusion, not a scoring dimension.
Fair Work and Modern Award handling, 30%
Award classification at hire, penalty rates and allowances in the pay run, NES leave accruals, notice and redundancy by tenure, and a documented unfair dismissal process after the six-month minimum employment period.
Entity and registry footprint, 25%
An Australian proprietary company with ABN and ACN visible on ABN Lookup and ASIC Connect, GST registered, and a labour hire licence in Victoria, Queensland, South Australia and the ACT where the on-hire model needs one. Partner-run payroll scored lowest.
Payroll and superannuation mechanics, 15%
STP Phase 2 reporting, 12% Superannuation Guarantee paid with every pay run under Payday Super, stapled fund handling, state payroll tax passed through at the correct rate, workers' compensation per state.
Australian scale and tenure, 15%
Years operating in Australia, headcount employed locally, named Australian customers, and whether Australia is a core market or one line in a 150-country list.
Pricing transparency in AUD, 15%
Published per-employee fee, no setup fee, and a cost model that itemises super, payroll tax and workers' compensation rather than a single "burden" line.
The three I'd flag before you scroll.
Spotlight #1
EPG Group is Australia-headquartered and the only provider in this list with a published Australian payroll rate: AU$28 per worker per month, EOR priced per worker with no setup fee, and the Xemplo HCM platform with VEVO visa checks included. Coinbase, Meta and Ferrero are named clients. The EOR per-worker rate is still quote-based: ask for it.
Spotlight #2
Deel is the global option that fits Australia best. Owned entities in 100+ markets by its own account, 150+ countries, 35,000+ customers, and a $599 per month EOR fee with contractors and employees on one platform. The price is high for a single Australian hire, but the question most buyers bring is Australia plus ten other countries.
Spotlight #3
Employment Hero is Sydney-based and serves 350,000+ businesses, the deepest Australian payroll footprint of anyone ranked. EOR is sold as HeroForce on a quote basis of roughly 5% of payroll. Buyers get HRMS, payroll, ATS and EOR from one vendor with SOC 2 Type II; the trade-off is a percentage fee that grows with salary.
EPG Group
EPG Group. Australia-headquartered EOR and payroll boutique, AU$28/month payroll published, EOR with no setup fee, Xemplo HCM with mobile app and VEVO included, 34+ EOR countries. Best for companies entering Australia that want an Australian operator with published pricing.
Deel
Deel. Owned entities in 100+ markets by its own account, 150+ countries, 35,000+ customers, $599/month EOR, contractors and employees on one platform with Slack, Workday and ADP integrations. Best for buyers adding Australia to a global EOR programme under one vendor.
Employment Hero
Employment Hero. Sydney-based employment platform serving 350,000+ businesses with HRMS, payroll, ATS and EOR (HeroForce, about 5% of payroll on quote), SOC 2 Type II. Best for APAC SMBs that want Australian payroll depth and HR software from one vendor.
Australia PEO
Australia PEO. Sydney EOR specialist founded 2018, owned Australian entity, 482 visa sponsorship under an On-Hire Labour Agreement (provider claim), Australia and New Zealand only, no published pricing. Best for companies that must sponsor overseas hires into Australia.
Remote
Remote. 100% owned-entity model, $599/month on annual billing or $699 month-to-month, $0 setup and termination, ranked #1 for compliance on G2, strongest IP framework in the market. Best for compliance-first buyers hiring Australian engineers where IP assignment matters.
Rippling
Rippling. EOR through its own entities in about 80 countries, HR, IT and Finance on one platform with device management, quote-based EOR around $499–599/month on an annual platform agreement. Best for tech-forward teams that want Australian hires inside one HR and IT system.
G-P (Globalization Partners)
G-P (Globalization Partners). EOR pioneer since 2012, direct-entity model across 180+ countries, in-house legal teams, SOC 1, SOC 2 Type II and ISO, from $599/month with statutory costs extra. Best for risk-averse enterprise buyers in regulated industries.
Multiplier
Multiplier. Singapore-headquartered with 150+ owned entities, flat $459/month on annual billing or $499 monthly, $0 setup, ESOP administration and multi-currency payroll, strong APAC depth. Best for mid-market buyers who want a published flat fee for Australia and the region.
Oyster
Oyster. B Corp certified EOR across 180+ countries, $699/month with $0 setup, equity and ESOP administration, 700+ reviews across G2, Trustpilot and Capterra. Entity model for Australia: confirm in writing. Best for mission-driven remote-first companies adding Australian staff.
Atlas
Atlas. Chicago-based enterprise EOR claiming 160+ countries, $599/month on quote, global mobility and visa support, 9,000+ L&D courses. Entity model for Australia: confirm in writing. Best for enterprise teams relocating staff into Australia with complex visa needs.
Ranked here? Show it.
Every provider on this list can post its badge. Free, no form: copy the code and paste it on your site. The link back to this list is the only condition, and the badge follows the ranking when it is refreshed.
The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify an Australian EOR before signing.
Five tests to verify an Australian EOR provider before signing.
Step 1
Ask for the legal name, ABN and ACN of the entity that will employ your staff, in writing. Check the ABN on ABN Lookup (abr.business.gov.au): it should show an Australian proprietary company (Pty Ltd), status active, registered for GST. Cross-check the ACN on ASIC Connect for the registration date and status. A foreign entity, a trust you cannot find, or "our local partner employs them" is a bad answer.
Step 2
Ask whether the entity holds a labour hire licence where your hires will sit. Victoria, Queensland, South Australia and the ACT run licensing schemes, and an arrangement where the provider employs a worker who works under your direction is on-hire under them. Victoria's Labour Hire Authority and Queensland's Labour Hire Licensing Compliance Unit publish searchable registers. "EOR is not labour hire" without a written legal opinion is a bad answer.
Step 3
Ask which Modern Award and classification level applies to each role, and how they checked it. Nearly every role under the AUD 190,100 high-income threshold is covered; "award-free" for a sales or support role is a red flag. Ask how penalty rates, overtime and allowances flow into the pay run, and how annual leave loading is handled where the award provides it.
Step 4
Confirm the payroll mechanics: STP Phase 2 reporting to the ATO every pay run, PAYG withholding registration, stapled super fund lookup for each new hire, 12% Superannuation Guarantee paid with every pay run under Payday Super from 1 July 2026, payroll tax registration in each state where you have staff, and a workers' compensation policy per state. Ask for a redacted sample payslip and a redacted STP finalisation statement.
Step 5
Get the all-in monthly cost for one employee at your target salary in AUD, itemised: the service fee, 12% super, payroll tax at the state rate (NSW 5.45%, Victoria 4.85%, Queensland 4.75%), workers' compensation, annual and long service leave accruals, the FX margin if you fund in another currency, and the redundancy reserve (4 to 16 weeks after 12 months). A single "burden" percentage is a bad answer. Ask for two reference customers with Australian headcount and call them.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
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