Australia PEO (APEO) Review
Australia PEO is a Sydney-based, founder-led EOR specialist established in 2018 by Fran Davies. The only Australian EOR holding a government-approved On-Hire Labour Agreement for 482 Skills in Demand visa sponsorship — no other Australian EOR can sponsor this visa — it delivers 100% visa approval rates with 24-hour employment contracts. APSCO and RCSA member with clients from 16 countries. Australia only.
Countries
Companies
Per Employee/Month
Setup Time
Provider Highlights
Advantages
- The ONLY EOR in Australia with government-approved On-Hire Labour Agreement for 482 Skills in Demand visa sponsorship — no competitor has this; 100% approval rate; 2-week preparation timeline; enables overseas skilled worker sponsorship even when the hiring company has no Australian entity or recognised sponsor status
- Four named, company-attributed international client testimonials — including Laura White (usecure): "you are by far the best among a number of PEOs around the world"; Bert Stegeman (FourVision): "working in different time zones has never been a problem"; Joey Sua (Wee Hur): "no hesitation to recommend APEO to others"; Lorelei Carobolante (G2nd Systems): "highest level of client service, local HRM expertise"
- Owned Australian entity (no intermediary) + APSCO + RCSA + Australian Payroll Association + State Labour Hire Licences (biannual review) — the most comprehensive Australian EOR institutional credential set in this audit series; APSCO audit compliance confirms ongoing Fair Work Act and employment law currency
- 24-hour employment contract preparation; employee payroll portal for self-service document submission; Modern Award expertise (120+ industry awards in Australia); 16-country international client base; Employsome 4.3/5 independent score
Limitations
- Australia and New Zealand only — no global EOR coverage; for multi-country APAC or global requirements, a separate provider is required for every non-Australia/NZ market
- Small confirmed team (4 members) — capacity questions for simultaneous large-scale deployments; verify current team capacity before enterprise-scale engagements
- Employsome score: 4.3/5 (strong but not perfect); LinkedIn: 80 followers; no published pricing; premium boutique pricing expected for owned-entity model
- Australia's complex Modern Award system (120+ awards) and multi-state payroll tax obligations require careful mapping per employee — confirm applicable Modern Award at engagement initiation
Platform Features & Capabilities
The 482 Visa On-Hire Labour Agreement — The Unique Australia EOR Credential
Australia PEO holds a government-approved On-Hire Labour Agreement (OHLA) with the Australian Government, specifically authorising APEO to act as an approved sponsor under the 482 Skills in Demand visa — and on-hire those sponsored workers to client companies. This is the most commercially distinctive single credential of any boutique EOR in this audit series. What does this mean in practice? Any international company that has identified a skilled overseas worker for an Australian role faces a fundamental problem: to sponsor that worker for a 482 visa, they must be a "standard business sponsor" approved by the Department of Home Affairs — a process requiring the company to have an established Australian presence, meet minimum sponsorship obligations, and undergo Department scrutiny. For companies without an Australian entity (the reason they need EOR in the first place), standard business sponsorship is not available. APEO's OHLA solves this: as an approved On-Hire Labour Agreement holder, APEO can sponsor the 482 visa on behalf of the overseas company, then on-hire the sponsored worker to that company. The worker can stay and work in Australia for up to 4 years under the 482 visa. APEO's 100% approval rate and 2-week paperwork preparation timeline confirm this process is operationally established and not experimental. No other EOR provider in Australia currently holds this OHLA credential — making APEO the only qualified choice for any company needing to hire an overseas specialist for an Australian role.
Australian Modern Award System — The Most Technically Demanding Australia EOR Compliance Area
Australia's Modern Award system is the most technically demanding aspect of Australian employment law for EOR providers. There are currently 121 Modern Awards covering specific industry and occupation classifications — from the Retail Industry Award to the Professional Employees Award to the Social, Community, Home Care and Disability Services Industry Award. Each Modern Award sets minimum pay rates (often above the National Minimum Wage), penalty rates (additional pay for evenings, weekends, and public holidays), overtime entitlements, and allowances that must be applied to every employee classified under that Award. For EOR providers, correctly identifying the applicable Modern Award for each employee, applying the correct classification level, calculating Award entitlements, and updating the Award rate when Fair Work Commission Annual Wage Reviews are published (typically July 1 each year) is a continuous compliance obligation. APEO's Sydney-based team, APSCO membership, and biannual state licence reviews confirm ongoing Modern Award currency — the most critical differentiator between a locally embedded Australia EOR specialist and a global platform using remote compliance teams to manage Australian employment.
Australia Superannuation — The 11.5% Employer Obligation
Superannuation is Australia's mandatory retirement savings system — employer contributions are a significant employment cost that international buyers frequently underbudget. The Superannuation Guarantee rate for 2024–25 is 11.5% of Ordinary Time Earnings (OTE); it is legislated to increase to 12% on 1 July 2025. Employers must pay superannuation contributions at least quarterly (by 28 January, 28 April, 28 July, 28 October) to an employee's nominated superannuation fund. Late or missed superannuation payments trigger the Superannuation Guarantee Charge (SGC) — a penalty system administered by the ATO that includes both the missed amounts and additional charges. Under Single Touch Payroll Phase 2 (STP2), employer super contributions are reported to the ATO in real time with each pay run. APEO manages all superannuation calculations, fund registration, quarterly contribution payments, and STP2 reporting as part of its EOR service. For international buyers building Australian employment cost models, superannuation adds 11.5% to base salary cost — a materially significant employer cost that must be included in every Australian employment budget from day one.
What Users say
Laura White (usecure) — "By Far the Best PEO Globally"
The usecure testimonial is the most commercially powerful comparative endorsement in this entire audit series: "I would like to thank yourself and your team for all their help this year. We deal with a number of PEOs around the world and you are by far the best!" usecure's Laura White explicitly states that her company uses multiple PEOs globally and rates APEO as the best of all of them. This is not a typical boutique testimonial praising "professional service" — it is a direct comparative quality assessment from a buyer with global PEO benchmarking experience. For Compareor visitors evaluating Australia EOR options, this testimonial from a multi-PEO user provides stronger quality signal than any number of anonymous 5-star ratings.
Bert Stegeman (FourVision) — The Timezone and Transparency Testimonial
The FourVision testimonial from Bert Stegeman directly addresses the primary concern of international buyers about engaging an Australia-based (AEST) EOR from Europe or North America: "Working in different time zones has never been a problem; their willingness to help when and however needed, their transparency, and clear communication are what makes them stand out." For a UK, Dutch, or US company managing their Australian team through APEO, the timezone concern is real — Australia is 9–19 hours ahead of European timezones and 15–19 hours ahead of US timezones. FourVision's direct confirmation that timezone has never been a problem, combined with the transparency and communication praise, provides specific reassurance for international buyers with this concern.
Employsome 4.3/5 Independent Score
The Employsome independent review gives APEO a 4.3/5 overall score with specific recognition: "APEO and NZPEO are established providers with many years of experience; they particularly shine when it comes to offering employer-sponsored visas; in Australia, APEO has the distinction of being the only global EOR with this offering." The 4.3/5 — rather than a perfect score — is honest: the review notes "areas where APEO and NZPEO can improve" without specifying them in available content. Buyers should ask APEO directly about the Employsome improvement areas during the initial consultation. A 4.3/5 is nonetheless a strong independent validation for a boutique four-person team competing in a market where global platforms invest millions in digital infrastructure.
OUR TAKE
Is Australia PEO the Right EOR Partner for Australia?
Australia PEO earns the strongest Australia-specialist EOR recommendation in this audit series — particularly for the buyer profile of any international company needing to hire in Australia that also needs to sponsor overseas skilled workers via the 482 visa, since APEO is the only EOR in Australia with this capability combined with a 100% approval rate. Even for buyers without immediate visa requirements, APEO's owned entity, APSCO/RCSA memberships, Modern Award compliance expertise, and four named international client testimonials (including a global PEO comparison winner) make it the most credentially sound Australia EOR boutique available. Pre-engagement checklist: request a total employer cost model including APEO's management fee + superannuation (11.5%) + workers' compensation + state payroll tax; confirm APEO's current team capacity for your planned Australian headcount; ask for the Modern Award(s) applicable to your employee roles; clarify 482 visa processing timelines for your specific overseas workers' nationalities and occupations; confirm NZ coverage scope if you have trans-Tasman requirements; and verify Google Review rating at the linked page. Use our free comparison tool.
Best For
Australia EOR 482 Visa Sponsorship Only
Companies needing the only Australian EOR with government-approved 482 visa sponsorship.
OHLA Skills In Demand EOR
Businesses using Australia's On-Hire Labour Agreement for skills-in-demand visa sponsorship.
APSCO RCSA Australia EOR
Companies seeking APSCO and RCSA-accredited Australian EOR services.
Australia EOR Usecure Best Globally
Companies seeking Australia EOR validated as best globally by enterprise clients.
ALTERNATIVES
How it compares
Australia PEO vs Gloroots (for Australia EOR within global)
Gloroots covers 140+ countries at $299/month with SOC 2, ESOP, self-serve, and review validation — including Australia (likely via partner). APEO covers Australia and New Zealand with owned entity, OHLA 482 visa sponsorship (unique in Australia), APSCO/RCSA/APA credentials, and four named international testimonials. Gloroots wins on global coverage, published pricing, SOC 2, ESOP, contractor management, self-serve, and review volume. APEO wins on Australia compliance depth (owned entity vs. partner), 482 visa sponsorship (Gloroots cannot offer this), APSCO/RCSA biannual audit compliance, Modern Award in-country expertise, and testimonial quality (usecure: "best PEO globally"). For global EOR including Australia with published pricing and SOC 2, Gloroots. For Australia-specialist EOR with 482 visa sponsorship and owned-entity compliance, APEO.
Compare Australia PEO vs Gloroots →
Australia PEO vs AYP Group (for Asia-Pacific EOR)
AYP Group covers 14 APAC markets at $488/month with 17 years of history, JuzTalent HRIS (500K employees), Google 4.8/5, and crypto. APEO covers Australia and New Zealand with owned entity, OHLA 482 visa sponsorship (unique in Australia), APSCO/RCSA/APA credentials, and four named testimonials including usecure "best PEO globally." AYP Group wins on APAC breadth (14 markets vs. 2), published pricing, JuzTalent HRIS, 17-year track record, and Google 4.8/5 review scale. APEO wins on Australia compliance depth (owned entity vs. AYP partner coverage), 482 visa sponsorship (AYP cannot offer this for Australia), APSCO/RCSA biannual audit, and Modern Award in-country expertise. For multi-country APAC EOR with published pricing and HRIS, AYP Group. For Australia-specialist EOR with 482 visa sponsorship and owned-entity compliance, APEO.
Compare Australia PEO vs AYP Group →
Australia PEO vs GoGlobal (for enterprise Australia EOR)
GoGlobal covers 140+ countries with 83 owned entities, SOC 2 (EY-audited), ISO 27001, enterprise EOR, and M&A/IPO specialism — including an Australian owned entity. APEO covers Australia and New Zealand with OHLA 482 visa sponsorship (unique in Australia), APSCO/RCSA credentials, and usecure "best PEO globally" testimonial. GoGlobal wins on global coverage, owned-entity model globally, SOC 2, ISO 27001, enterprise scale, and self-serve. APEO wins on 482 visa sponsorship (GoGlobal cannot provide this), APSCO/RCSA biannual audit compliance, usecure comparative PEO quality endorsement, and Australia-specific Modern Award depth. For global enterprise EOR with SOC 2 including Australia without visa needs, GoGlobal. For Australia EOR with 482 visa sponsorship and APSCO/RCSA compliance assurance, APEO.
Custom Pricing — No Published Rates; Australia Employer Costs Include 11.5% Superannuation, Workers' Compensation, and State Payroll Tax
<p id="">Australia PEO publishes no pricing. Contact via the "Talk to an Expert" free consultation on australiapeo.com.au. Australia EOR global platform benchmark rates: USD $500–800/month per employee. APEO's owned-entity, personal service model with 482 visa capability likely commands premium boutique pricing, offset by the visa sponsorship uniqueness (no competitor price exists for this capability in Australia).</p><p id=""><strong id="">Australia mandatory employer costs (separate from any EOR service fee):</strong><br id="">Superannuation: 11.5% of gross salary (2024–25); increasing to 12% in 2025–26<br id="">Workers' Compensation Insurance: mandatory per state/territory (rates vary by industry and state)<br id="">Payroll Tax: state/territory threshold-based (NSW: 4.85% above AUD 1.2M; VIC: 4.85% above AUD 900K; QLD: 4.75% above AUD 1.3M; different thresholds per state)<br id="">482 Visa Government Fees (if applicable): AUD 3,115 base Department of Home Affairs application fee + sponsor/nomination fees<br id="">Request a complete total employer cost model from APEO at your planned Australian salary levels and states of operation.</p>
Pricing Breakdown
Base Monthly Fee (Per employee, per month)
Setup Fee (One-time, varies by country)
Termination Fee (Covers statutory costs)
Volume Discounts (Available for 10+ employees)
Countries where it operates
Latest news & updates
July 2025 — Superannuation Rate Increases to 12%
Australia's Superannuation Guarantee rate increased to 12% on 1 July 2025, up from 11.5% in 2024–25. This was the final step of the legislated super increase schedule (previously 10.5% in 2022–23, 11% in 2023–24, 11.5% in 2024–25, 12% from July 2025). At 12%, superannuation adds 12 cents to every dollar of Ordinary Time Earnings in employer cost. APEO updates its payroll calculations for all managed employees at each Superannuation Guarantee rate change effective date — confirm the current rate in your engagement documentation.
2024 — 482 Skills in Demand Visa Reforms
The Australian Government reformed the 482 visa (Temporary Skill Shortage) into the "Skills in Demand" visa (subclass 482) with three streams: Specialist Skills, Core Skills, and Essential Skills. The reform expanded the occupations eligible for sponsorship, updated salary requirements (TSMIT — Temporary Skilled Migration Income Threshold), and introduced changes to Labour Market Testing requirements. APEO's On-Hire Labour Agreement status and 100% approval rate confirm that APEO has navigated these reform changes as the only EOR in Australia with 482 sponsorship capability.
Frequently asked questions
Questions about the EOR Provider.
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What is the On-Hire Labour Agreement and why does it matter?
An On-Hire Labour Agreement (OHLA) is a formal agreement between an employer and the Australian Government, negotiated through the Department of Home Affairs, that allows the employer to sponsor overseas workers under the 482 visa and on-hire them to client companies. The key distinction: standard business sponsors can only sponsor workers to work directly for their company. OHLA holders can sponsor workers and then on-hire them to third-party businesses — including foreign companies without their own Australian entity. APEO holds this OHLA and is the only EOR provider in Australia with this credential. This means: if your company needs to hire an overseas specialist for work in Australia and does not have an Australian entity or approved sponsor status, APEO can sponsor the 482 visa on your behalf through its OHLA, employ the worker through its EOR entity, and assign them to work under your direction. No other EOR in Australia can do this.
What is Australia's Modern Award system and how does APEO manage it?
Australia has 121 Modern Awards (industry and occupation-specific employment standards) that set minimum pay rates, penalty rates, overtime entitlements, and allowances for different employee categories. Every Australian employee must be assessed against the applicable Modern Award for their role and industry classification. For example: an IT professional may be covered by the Professional Employees Award; a retail worker by the Retail Industry Award; a warehouse worker by the Storage Services and Wholesale Industry Award. Modern Award rates are updated by the Fair Work Commission Annual Wage Review (typically effective 1 July each year). APEO's Sydney-based team, APSCO membership, and biannual state licence reviews confirm ongoing Modern Award currency and correct award application for each managed employee. Ask APEO which Modern Award(s) apply to your specific employee roles when preparing your Australian employment cost model.
How does the 482 visa sponsorship process work with APEO?
The APEO 482 visa sponsorship process: (1) Overseas worker identification — your company identifies the overseas skilled worker you want to hire; (2) APEO assessment — APEO assesses the occupation against the Skills in Demand visa occupation list and OHLA approval conditions; (3) Labour Market Testing (if required) — for some occupations, 28 days of Labour Market Testing (advertising the role to Australian residents) is required before the sponsorship application; (4) Nomination application — APEO lodges the nomination (specific position) with the Department of Home Affairs; (5) Visa application — the worker lodges the visa application; (6) Grant — Department of Home Affairs grants the visa (typically within weeks). APEO's 2-week preparation timeline covers steps (3)–(4). The 100% approval rate is for applications submitted; the Labour Market Testing requirement can affect overall timeline. Confirm the specific occupation, salary, and nationality details with APEO's Millie Davies (Visa Specialist) to get an accurate processing timeline estimate.
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Switching to or from Australia PEO?
Switching to Australia PEO
Contact APEO via the "Talk to an Expert" free consultation at australiapeo.com.au. The three-step onboarding process begins with submitting client and employee details via secure platform, followed by 24-hour employment contract preparation and electronic signature, and employee payroll portal access for super and tax form submission. Before the first Australian payroll run: confirm the applicable Modern Award(s) for your employee roles and the correct classification level; establish the superannuation fund (employee choice or APEO default fund); confirm workers' compensation insurance coverage per state; confirm whether state payroll tax thresholds apply at your planned headcount; and, for 482 visa engagements, confirm occupation eligibility and initiate Labour Market Testing if required (28-day lead time before nomination application).
Switching away from Australia PEO
When transitioning away from APEO, request: payroll records per employee (AUD gross-to-net, PAYG withholding, STP2 reports); superannuation contribution records (fund, amounts, payment dates) — employees have a right to their super contribution history; workers' compensation insurance certificates; employment contracts; Modern Award classification documentation; annual leave and personal/carer's leave balance records; Fair Work Information Statement acknowledgements; payment summaries (now Income Statements via myGov); and, for 482 visa holders, immigration status and visa expiry dates. For 482 visa sponsored workers: the new employer must become an approved sponsor or OHLA holder before APEO ceases sponsorship; this transition requires careful management to avoid visa compliance issues for the sponsored worker. Allow 4–8 weeks for the sponsorship transfer process to be completed.
Questions to ask before switching any Australia EOR provider
Before switching, confirm: Is the new provider an APSCO or RCSA member with biannual compliance audits? Does the new provider hold an On-Hire Labour Agreement for 482 visa sponsorship (if relevant to your workers)? How does the new provider manage Modern Award updates? What is the STP2 reporting setup process? How are superannuation contributions tracked and confirmed to the ATO? What is the process for transferring 482 visa sponsorship from APEO to the new provider?
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