What is the employer superannuation rate in Australia?

The SG rate is 12% of ordinary time earnings, effective 1 July 2025. All EOR providers pass it through at cost. Missing or underpaying it triggers the Superannuation Guarantee Charge. Your EOR handles SG calculation, contribution and fund-choice in-platform.

Do I need a PTY Ltd to hire in Australia?

No. An EOR provides the local entity and carries the legal employer obligations under the Fair Work Act, so you can hire in Australia without your own PTY Ltd. The PTY Ltd question becomes relevant once headcount makes running your own entity cost-competitive. An EOR that models the crossover proactively removes the guesswork.

What employment law does an EOR need to know in Australia?

The Fair Work Act 2009, eleven NES entitlements, Modern Awards, the 12% SG, state payroll tax (separate thresholds per state), long service leave under state law, and unfair dismissal protections from six months. An EOR without real Fair Work Act expertise is a gap the client carries.

Which EOR providers own an entity in Australia?

Teamed (Australia among 57 owned-entity countries, verified 2026-06-17) and Remote (100%-owned entity network across 90+ core EOR countries) are the clearest. G-P markets 100+ legal entities across 180+ reach. Deel, Oyster, Rippling, Papaya and Pebl deliver through mixed networks with no per-country breakdown published.

How current is this comparison, and how was it scored?

Pricing and G2 ratings verified 17 June 2026 against each provider's own pages; security re-checked 22 July 2026. Australian statutory facts from the ATO and Fair Work Ombudsman, verified 17 June 2026. Eight providers scored 1 to 5 on six axes, no overall winner. Quarterly review, monthly pricing re-verify.

Best EOR in Australia · 2026

The best EOR providers in Australia in 2026

Q: Which EOR provider is best for hiring in Australia in 2026?

There's no single best. Teamed leads the service model and employment intelligence and the path to your own PTY Ltd. It contests pricing transparency with Remote and Australian coverage with G-P. Deel and Rippling lead platform; the certified providers lead security. Ask any provider: real Fair Work Act experts, or a generalist ticket queue?

No single winner. We scored eight EOR providers on a published six-axis rubric built around Australia's rules: the Fair Work Act and eleven National Employment Standards, Modern Awards, the 12% superannuation guarantee, state payroll tax, and the month your own PTY Ltd beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own PTY Ltd. It contests pricing transparency with Remote and Australian coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Australia-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 6
Australia-focused rubric axes, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Australia hire.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Australia in 2026?

What is an EOR in Australia?

An Employer of Record (EOR) in Australia legally employs your people through its own entity or a vetted partner, so you can hire compliantly before you incorporate an Australian PTY Ltd. The EOR issues a Fair Work Act compliant employment contract, runs payroll, remits Pay As You Go (PAYG) withholding to the ATO, manages the 12% superannuation guarantee, files Single Touch Payroll (STP) reports, and carries the legal employer obligations while you direct the day-to-day work.

Australia adds obligations most employment contracts do not anticipate. The Fair Work Act 2009 sets eleven National Employment Standards covering annual leave (four weeks), personal leave (ten days), parental leave and redundancy pay. Modern Awards layer industry-specific minimum pay rates on top of the NES, and state governments each run their own payroll tax with separate thresholds and rates. Long service leave accrues under state law, typically after seven to ten years. Ask any EOR whether real HR and legal experts with Fair Work Act credentials handle unfair dismissal notices, Modern Award coverage questions and redundancy calculations directly, or whether those questions go to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Australia-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest.

Pricing transparency: Whether the all-in cost of an Australian hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, notice and exit terms. The FX rate on AUD salary conversions is one clause of that test, not the whole frame.
Australian coverage and compliance: Depth and legal robustness of in-country coverage for Australia across the major hiring states (New South Wales, Victoria, Queensland, Western Australia): the owned-entity versus partner structure behind the country, how the Fair Work Act, the eleven National Employment Standards, Modern Awards, the 12% superannuation guarantee and state payroll tax are handled, and how fast a real Australian employment-law expert responds at the hard moments, from an unfair dismissal notice to a Modern Award coverage dispute.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Australian payroll for teams running state-by-state hiring themselves without a payroll specialist in-house.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications an Australian procurement or security review asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence: Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with Australian credentials own the hard moments directly, and how well the system flags Fair Work and Modern Award changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own Australian PTY Ltd on one system, flags the crossover point, and can set up the entity through a service like Global Entity and Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, Australian coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own PTY Ltd. Pricing came from each provider's own pricing page on 17 June 2026. Where a provider does not publish pricing, we use g2.com and cited industry estimates and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. G2 ratings from g2.com on 17 June 2026. Australian statutory facts reference the ATO and the Fair Work Ombudsman, verified 17 June 2026. Teamed's own claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Australia would realistically evaluate.

Payoneer Workforce Management (formerly Skuad), Atlas: Capable but with a thinner public track record than the eight scored.
RemoFirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Pricing transparency	Australian coverage and compliance	Platform and self-serve	Security and certifications	Service model and employment intelligence	Path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Deel			Leads	Leads
Remote
Oyster
Rippling
Papaya Global
Globalization Partners (G-P)
Pebl (formerly Velocity Global)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in Australia that want real Fair Work Act expertise on every plan, FX absorbed at zero markup on AUD conversions, and one partner from first Australian contractor to their own PTY Ltd.

Teamed delivers Australian employment through an owned entity, with real HR and legal experts who hold Fair Work Act credentials. Australia's layered rules are where advisory depth counts: whether a role falls under the Clerks Award or the Professional Employees Award, how to calculate redundancy pay under the NES, an unfair dismissal notice, or the 12% superannuation guarantee obligation. A real person with Australian employment-law depth handles it directly, and the Ted layer flags Fair Work and Modern Award changes before they reach you.

The pricing wedge is transparency. Teamed publishes a flat fee and states the all-in cost up front. It shows the AUD conversion rate on your invoice next to the mid-market reference and absorbs it at zero markup on the fee. It also models the month your own PTY Ltd starts to beat EOR on cost, a question that comes up quickly once you have several employees across different states with different payroll tax thresholds.

Teamed doesn't try to be your HRIS. It plugs into the systems you already run and moves you from the first Australian contractor to EOR to your own entity on one system, with no re-onboarding at any stage. Global Entity and Employment Operations (GEMO) sets up your PTY Ltd and handles ASIC registration in 100+ countries, so the lifecycle advice is built in from day one.

Countries: 187+ countries covered through owned entities plus vetted partners (owned entity in Australia)
Entity model: Owned entity in Australia; mix of owned entities and vetted partners globally
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
G2: 4.8/5

Strengths

Real HR and legal experts with Fair Work Act credentials handle Australian edge cases directly: Modern Award coverage determinations, NES entitlement calculations, unfair dismissal notices and the 12% superannuation guarantee. The Ted layer flags Fair Work changes and the crossover point early. No AI bot wall, no Enterprise tier to unlock. Rated 4.8 on G2 for service.
A flat published fee with the all-in cost stated up front. The applied AUD rate sits next to the mid-market reference on every invoice and is absorbed at zero markup on the fee, one clause of a predictable bill. Teamed also models the month when your own PTY Ltd makes more sense than EOR and flags it proactively.
One system from first Australian contractor to EOR to your own PTY Ltd, via Global Entity and Employment Operations (GEMO). No re-onboarding at any stage of the lifecycle. GEMO covers 100+ countries.
Owned entity in Australia, backed by DLA Piper as global counsel and vetted in-country partners, so real HR and legal experts handle the hard local edge cases in-house across a multi-state footprint. State payroll tax thresholds differ across New South Wales, Victoria, Queensland and Western Australia, and Teamed handles the variation on one engagement.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 aligned with accreditation in progress, so the badge isn't in hand yet. Several rivals on this list hold current certifications. If your Australian procurement or security review needs the certificate issued today, ask each provider for current reports and dates.
The advisory model earns its weight with multiple Australian hires or a growing headcount across states. For a single experimental hire with no plans to scale, or a procurement team set on the market-leading name and its larger review base, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest all-in-one platform, the deepest integration catalogue and the strongest brand, and will accept a salary invoice without the AUD FX line itemised.

Deel is the market leader and the baseline the rest are measured against. It covers Australia through a mix of owned entities and vetted partners, handling Fair Work Act employment contracts, NES entitlements, superannuation and PAYG management on a deep self-serve platform with one of the broadest native integration catalogues in the category. For many buyers it is the default shortlist entry before anyone else is considered, and its platform leads this rubric alongside Rippling. Australian hires slot into the same self-serve workflow as every other market, so a team already standardised on Deel rarely has to think about the mechanics of a Fair Work Act contract, an STP filing or a superannuation contribution run.

The reasons companies look past it are consistent. Deel does not publish its FX terms on AUD salary conversions, so the cost of currency exchange is built into the rate rather than shown on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel, so it is worth confirming what your rate includes before you sign. Buyers report additional add-on charges in practice, though these are buyer accounts rather than published Deel terms.

For Australia, Deel handles the mechanics well. The fit question is whether you need a readable AUD invoice and a real person on your current plan, or whether platform depth, the longest enterprise track record and the deepest integration catalogue outweigh those gaps. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column, which a procurement team will note.

Countries: 150-plus reach, full legal employment in 130+
Entity model: Mix of owned entities and vetted partners
Onboarding: Fast, deep self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 / employee / month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

The deepest all-in-one platform and self-serve depth in the category, the bar the rest are measured against. Leads the platform column on this rubric alongside Rippling.
One of the broadest native integration catalogues of any provider here, covering most stacks without custom work.
The market-leading brand and the longest enterprise track record, so it clears a procurement shortlist on recognition alone.
Holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column, plus mature equity, IP and contractor tooling alongside EOR.

Watch-outs

Does not publish its FX terms on AUD salary conversions, so the currency-exchange cost is built into the rate rather than itemised on the invoice. Industry analysis puts undisclosed EOR FX at 1.5 to 3% of salary, material at Australian compensation levels.
Does not publish which plan includes its dedicated Slack or Teams support channel; confirm what your rate includes before signing.
Advisory depth on Australian employment-law edge cases is lighter than the specialist providers, which matters when a Modern Award coverage question or an unfair dismissal notice lands. Buyers also report add-on charges in practice, so read the contract carefully before signing, and confirm whether state payroll tax registration across multiple states is handled in-platform or treated as an exception.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, strong benefits and IP tools, and the assurance of an owned Australian entity with a disclosed FX rate they can budget.

Remote is the strongest product-led alternative. Australia falls within its owned-entity network across its 90+ core EOR countries, so Fair Work Act employment contracts, NES entitlements, superannuation and STP filings are handled in-house. The platform is polished and well-reviewed, with mature benefits administration and IP protection tooling built in. Local partners and other products extend total reach beyond 190 locations; the owned-entity story applies to the EOR core.

On pricing it is more transparent than Deel, but only after the fact. Remote applies a variable Remote FX rate to cross-currency lines, including AUD conversions, and shows the rate used on the monthly invoice in-platform, with no published percentage upfront. The $599 headline applies on annual billing; month to month it is $699. Buyers tell us support can run to a multi-day SLA on the base plan.

The fit is a team that wants to run Australian hiring as a product rather than a service, with self-serve flows for NES leave management and Modern Award pay. Model the variable FX on your real AUD salary volumes before comparing it with flat-fee providers. Against Deel you trade integration breadth for an owned entity in Australia and a published, readable base price.

Countries: 190+ locations, 90+ for full owned-entity EOR
Entity model: Owned-entity led in its core EOR countries including Australia, partners and other products beyond
Onboarding: Dedicated onboarding specialist plus a named CSM
Contractors: Yes, tiered, with indemnity options
Pricing: $599 / month on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

A polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling. Australia falls within its owned-entity EOR network. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column.
A 100%-owned entity network across its core 90+ EOR countries, meaning fewer partner hand-offs in the markets you are most likely to hire in, Australia among them.
Pricing is published in full: $599 on annual terms and $699 month to month. You can budget it without a sales call.
A dedicated onboarding specialist and a named CSM on the EOR plan, backed by in-house HR, legal and tax experts.

Watch-outs

The $599 rate requires annual billing; month to month is $699, so the comparable price depends on the commitment you can make.
The Remote FX rate is a variable blended rate shown after the fact on the invoice, with no published percentage, not a zero-markup or itemised mid-market line.
The model is product-led rather than advisory. A team that wants a real Australian employment-law expert on call for a Modern Award or unfair dismissal question may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automation, a published flat price, a B-Corp supplier and fast onboarding for their first Australian hire.

Oyster is the automation-first alternative and a certified B-Corp. It covers Australia across 120+ EOR countries with human, expert-led support and a published SLA: 24-hour response and resolution guaranteed under 72 hours. The platform is built so a small team can manage Australian onboarding, NES leave accrual and payroll without a specialist in-house, and the $699 flat monthly fee is fully published with no setup, onboarding or termination charges.

The watch-outs are in the fine print. Oyster requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee on any currency mismatch, including AUD, with no rate published. White-glove HR advisory, including deep Australian employment-law questions on Modern Awards or unfair dismissal, is billed separately at $300 an hour rather than included.

Pricing is otherwise predictable, which suits a first-time EOR buyer, and the B-Corp certification carries weight with procurement teams that screen on values. Oyster is lighter on the lifecycle, with no productised path to your own PTY Ltd, so it can become something you outgrow. Against Deel you trade platform breadth for speed, a published flat price and a human support relationship.

Countries: 180+ all products, 120+ for EOR
Entity model: Hybrid, owns or partners with local entities; no published split
Onboarding: Fast, automated, with a dedicated hiring success manager
Contractors: Yes, $29/contractor/month, strong tooling
Pricing: $699 / employee / month, flat (annual discounts available, not published) · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

Human, expert-led support with a published SLA: 24-hour response and resolution guaranteed under 72 hours, plus a dedicated hiring success manager and among the quickest routes to a first Australian payroll on this list.
A certified B-Corp with a flat published EOR price of $699 and no setup, onboarding, HR-expert-access or termination charges included in the subscription.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies and country-specific IP agreements.
A large, healthy social-proof base on G2 (roughly 1,447 reviews), plus SOC 2 Type II and a GDPR posture, though its ISO 27001 status is less clearly published.

Watch-outs

Requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee on AUD mismatches, with no rate published.
White-glove HR advisory, including Australian employment-law questions on Modern Awards or unfair dismissal, is billed separately at $300 an hour rather than included in the plan.
No productised path from EOR to your own PTY Ltd, so you will need a separate service or provider when the entity lifecycle question comes up.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one unified platform and treat EOR as part of a broader system rather than a standalone Australian hiring tool.

Rippling is the alternative if you want to run HR, IT and payroll on one system. It is HRIS-first, with every customer on a single employee graph, and Rippling publishes 600+ integrations on that graph. EOR was added as a module rather than built as a pure-play and is delivered through a hybrid mix of Rippling-owned subsidiaries and partners across 80 EOR countries, which includes Australia.

EOR is the newer part of the product. EOR pricing surfaces on Rippling's own blog at around $499 per employee per month rather than on its primary product pages, and a platform base fee sits on top of the per-employee EOR charge. Rippling does not publish its FX terms on AUD conversions. Buyers also report an undisclosed security deposit before onboarding, though Rippling does not disclose this on its primary pages.

The consolidation thesis is the point. If you are buying HRIS, device management and payroll anyway, EOR rides the same Australian employee record, and Rippling publishes a live entity-versus-EOR cost calculator. Get the all-in monthly number in writing, platform base plus EOR fee. Against Deel you trade EOR maturity for a unified people-and-IT system.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid, owned subsidiaries plus partners; split not published
Onboarding: Fast, heavy self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor of Record
Pricing: Not published on primary pages; about $499 on its own blog, plus a platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. Rippling publishes 600+ integrations on one employee graph, making it the platform column leader on this rubric alongside Deel.
Fast, heavily automated self-serve onboarding in minutes and payday in days, if you are standardising your whole people stack on one tool.
A live entity-versus-EOR cost calculator on the same platform, so the Australian crossover question is built in rather than requiring a separate advisory engagement.
One of the broadest certification sets in the category, with SOC 1, SOC 2 Type II and ISO 27001 all held, published 90-day rolling support metrics and human-staffed chat, email and video channels.

Watch-outs

EOR is less mature than the core product: EOR pricing surfaces on Rippling's own blog (~$499 per employee per month) rather than its primary product pages, and a platform base fee sits on top.
Does not publish its FX terms on AUD conversions; no rate or spread is disclosed on its primary pricing or product pages.
Built to replace your HR stack, which is more than a focused Australian hire needs, and buyers report an undisclosed security deposit before onboarding that does not appear on primary pages.

Source: rippling.com

Papaya Global

Best for: enterprises that need payroll automation at scale across many countries and currencies, with one reporting layer and a licensed payments arm covering Australia.

Papaya Global is the payroll-at-scale alternative, built for Fortune-500-scale buyers. It covers Australia across 180+ countries through a mix of owned entities (40 for EOR) and vetted in-country accounting-firm partners. For Australian hires, it delivers Fair Work Act employment contracts, NES leave management and the 12% superannuation guarantee through this network, alongside 130+ payment currencies and a strong data backbone built to sit alongside Workday, SAP or Oracle.

The EOR base starts from $499 per employee per month on its own pricing page. An FX processing fee applies on AUD conversions with no percentage published; the precise margin is country-variable and supplied via your CSM, and the wallet must be pre-funded with a buffer before payroll runs. Most of the EOR footprint is partner-delivered, with Papaya owning full EOR entities in only 40 of its 180+ countries, so ask which arrangement covers your Australian employees.

For a finance team consolidating payroll across many countries, the backbone is the draw: one reporting layer, 130+ payment currencies and audit-ready filings. Price the full stack rather than the headline. A company with a handful of Australian employees and no need for enterprise payroll consolidation will find the model heavyweight for their needs.

Countries: 180+ reach, owned full EOR entities in 40
Entity model: Hybrid, owned entities in 40 EOR countries, certified accounting-firm partners elsewhere
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-plus-human classification
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll, with audit trails built in and alignment to enterprise reporting cycles.
A broad named-connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration layer, so it slots into an existing enterprise stack.
A deep certification set for procurement: ISO 27001, ISO 27701, SOC 1 Type II, SOC 2 Type II and GDPR, so it sits at the top of the security column, plus global equity administration through payroll.

Watch-outs

Most of its EOR footprint is partner-delivered, with owned full EOR entities in only 40 of its 180+ countries; ask whether your Australian employees are served through an owned entity or an accounting-firm partner.
An FX processing fee applies on AUD conversions with no percentage published; the country-variable margin is supplied via your CSM, and the wallet must be pre-funded with a buffer.
Built for Fortune-500 scale rather than fast-growing companies, with a thin G2 review base (roughly 55 reviews) and a price that requires a sales conversation for enterprise configuration.

Source: papayaglobal.com/pricing

Globalization Partners (G-P)

Best for: large enterprises where reach, a deep certification stack and analyst recognition matter more than published pricing or speed to first payroll.

G-P is the analyst-decorated enterprise incumbent, marketing 180+ country reach, 100+ legal entities and 200+ global partners with a long track record. Australia is among its covered markets. It positions EOR as the alternative to running your own entities and brings one of the broadest compliance and security certification stacks in the category, which is why it contests the Australian coverage column.

For a fast-growing company it is usually heavyweight. EOR pricing is quote-only, with no per-employee figure on any of its own pages, only a demo request and a Request a proposal CTA. Base-tier support leans on the G-P Assist AI assistant, while a dedicated CSM, quarterly reviews and direct access to HR and legal teams are reserved for the higher EOR Prime tier. Buyers report a pre-funding model of roughly one to two months salary, though G-P does not disclose this publicly.

The case for G-P is governance at scale: a deep certification stack, a large in-country legal team and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly, because it is built to be reviewed. Against Deel you trade published pricing, speed and base-tier human support for enterprise breadth and analyst recognition.

Countries: 180+ reach, 100+ legal entities plus 200+ partners
Entity model: Owned entities plus an extensive partner network; no clean owned-only split published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39/contractor/month
Pricing: Quote-only; no per-employee EOR price published · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale and reach: 180+ countries, 100+ legal entities and 200+ global partners over a long track record, with Australia as a major covered market, the reason it anchors enterprise shortlists.
One of the deepest compliance and security certification stacks here: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal, so it sits at the top of the security column.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise procurement teams.
A transparent, genuinely self-serve contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks.

Watch-outs

Publishes no EOR per-employee price on any of its own pages, only a demo request and Request a proposal, so a like-for-like comparison for an Australian hire takes a sales call.
Base-tier support leans on the G-P Assist AI assistant; a dedicated CSM, quarterly reviews and direct HR and legal access are reserved for the higher EOR Prime tier.
Buyers report a pre-funding model of roughly one to two months salary, though G-P does not disclose deposit or pre-funding terms publicly.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies that want broad reach and a simple flat headline, and are comfortable with an AI-first support model while the platform settles after a September 2025 rebrand.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first global hiring platform. Pebl covers 185+ countries, with owned entities in 65 of them, and a deep platform with a broad integration catalogue across HRIS and finance. Australia is among its covered markets. The compliance posture is enterprise-grade, with an in-house legal team backed by Baker McKenzie.

On its own pricing page it publishes a single flat $399 per employee per month, branded its lowest standard pricing ever, with no published FX terms and no contractor price. Most of its reach is partner-served, with 65 owned entities against 185+ countries, so ask whether Australia is served through an owned entity or a partner. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit; neither appears on the company pages, so we frame them as reports.

Day-to-day support is AI-first through the Alfie assistant, backed by 200+ in-country experts for escalation. The customer experience is still settling after the September 2025 rebrand to Pebl. Against Deel you trade a settled product experience and base-tier human-first support for a low flat headline and broad reach.

Countries: 185+ reach, owned entities in 65
Entity model: Owned entities in 65 markets, in-country partners for the rest; ask which applies to Australia
Onboarding: AI-led, onboarding in as little as 24 hours
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 / employee / month, flat (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185+ countries including all 50 US states, with owned entities in 65.
A simple flat headline of $399 per employee per month on its own pricing page, the lowest published headline on this list.
A deep platform and integration ecosystem across HRIS and finance, with a centralised Global Work Platform and a full contractor and global-equity offering.
Enterprise-grade compliance: ISO 27001:2022, SOC 2 Type II and GDPR, so it sits at the top of the security column, plus an in-house legal team backed by Baker McKenzie.

Watch-outs

Publishes no FX terms and no contractor price; buyers and reviewers report an undisclosed FX spread and a refundable security deposit that does not appear on its pages.
Most of its reach is partner-served, with 65 owned entities against 185+ countries; ask directly whether Australia is served through an owned entity or an in-country partner.
Day-to-day support is AI-first through the Alfie assistant, and the customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Fair Work Act compliance	Ask whether real HR and legal experts with Fair Work Act credentials handle unfair dismissal notices, Modern Award coverage determinations and NES redundancy calculations directly, or whether those go to a generalist queue.	The 12% superannuation guarantee, state payroll tax obligations and STP filing requirements are all passed through at cost. Confirm the FX treatment on AUD salary conversions before you sign; Teamed shows the rate against mid-market and absorbs it at zero markup.	NES entitlements and Modern Award minimum pay rates must be in the employment contract from day one. Ask which Modern Award covers your role. A wrong Award classification is a liability that sits with the legal employer.	An owned entity in Australia means one data-processing chain for ATO-reportable payroll data, rather than a partner sub-processor.
Pricing transparency on AUD conversions	Ask for the FX policy in writing. Confirm whether AUD salary conversion uses the mid-market rate or an undisclosed spread, and what that means for the employment cost model you presented to the board.	Teamed shows the applied AUD rate against the mid-market reference and absorbs it at zero markup. Deel, Pebl and others do not publish their FX terms. Remote shows a variable rate after the fact; Oyster and Papaya charge a conversion fee with no percentage disclosed. The 1.5 to 3% range is a typical undisclosed EOR FX margin across the industry.	An itemised invoice avoids reconciliation work on superannuation and state payroll tax, where the base salary figure drives the calculation.	A timestamped AUD rate against a public reference is an auditable record for ATO reporting purposes.
Path to your own PTY Ltd	Ask whether the provider can set up your own Australian PTY Ltd and handle ASIC registration, or whether you will need a separate service at the entity crossover.	The crossover point in Australia is typically three to five employees, after which the overhead of running your own PTY Ltd becomes competitive with EOR fees plus superannuation. Ask your EOR to model the month it becomes cost-effective.	The lifecycle decision involves employment contract novation in Australia. A provider that runs the whole chain on one system avoids re-onboarding overhead and the risk of a coverage gap during the transition.	Your own PTY Ltd means one legal entity for all Australian employment contracts and payroll reporting, which simplifies ATO group registration and reduces sub-processor scope.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with Fair Work Act credentials, with the Ted layer flagging Modern Award and NES changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on Australian coverage and compliance if owned-entity depth and Fair Work Act robustness are the priority. Teamed contests this column with G-P: Teamed through an owned Australian entity plus real experts backed by DLA Piper as global counsel, G-P through the widest owned-entity footprint in the category. Remote also owns an Australian entity.
Choose on the path to your own PTY Ltd if you plan to incorporate. Teamed leads this column, with the crossover modelled proactively and Global Entity and Employment Operations (GEMO) for entity setup and ASIC registration.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, Papaya, G-P and Pebl hold current certifications, and Oyster holds SOC 2 Type II. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if platform breadth, the deepest integration catalogue and the market-leading brand outweigh a readable AUD invoice.
Choose Remote if a polished self-serve product, strong benefits and an owned Australian entity matter most, and annual billing works for you.
Choose Oyster if you want fast, automated onboarding, a published flat price and a human support SLA, and you have checked the deposit and currency-conversion fee.
Choose Rippling if you want HR, IT and payroll on one platform and can absorb a platform base fee on top of EOR.
Choose Papaya Global if enterprise payroll automation at scale across many countries is the priority and budget is not the constraint.
Choose G-P only if you are a large enterprise where reach, certifications and analyst recognition matter more than published pricing or speed to first payroll.
Choose Pebl (formerly Velocity Global) for broad reach and a low flat headline, if an AI-first support model suits you and the rebrand experience is settled enough for your team.
Ask every provider the Australian-specific questions buyers wish they had asked. Which Modern Award covers my employee's role? How do you handle state payroll tax registration across multiple states? Is the superannuation fund-choice obligation managed in-platform? A slow or unclear answer on any of these can stall a hire.
Ask every provider one question: do real HR and legal experts with Fair Work Act experience handle an unfair dismissal notice, or does it go to an AI assistant and a ticket queue?

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Choose Deel if platform breadth, the deepest integrations and self-serve depth matter more than a readable AUD invoice.
Choose Remote if a polished self-serve product, strong benefits administration and an owned Australian entity matter most, and annual billing is acceptable.
Choose Oyster if fast, automated onboarding and a flat published price suit you, and you have checked the deposit and FX fee.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform.
Choose G-P or Papaya Global if you are an enterprise that needs owned-entity breadth at scale, and price is secondary.
Choose Pebl (formerly Velocity Global) for broad reach and a low flat headline, if an AI-first support model works for your team.
Choose a certified provider such as Deel, Remote, Rippling, Papaya, G-P or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service model and employment intelligence and the path to your own PTY Ltd, and contests Australian coverage and pricing transparency. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR provider is best for hiring in Australia in 2026?
There's no single best. It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling Modern Award, NES and unfair dismissal questions directly, and on the path to your own PTY Ltd. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Australian coverage with G-P, which holds the widest owned-entity footprint. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, Papaya, G-P, Pebl) lead on security. The most useful question for any of them: can you reach a real HR or legal expert with Fair Work Act experience when you need one, and can you see the AUD FX line on your invoice?
What is the employer superannuation rate in Australia?
The Superannuation Guarantee (SG) rate is 12% of ordinary time earnings, effective from 1 July 2025. All employers covered by the SG legislation must contribute this on behalf of eligible employees, on top of the salary. All EOR providers pass superannuation through at cost. If you miss or underpay it, the Superannuation Guarantee Charge applies, adding interest and an administration fee on top. Your EOR handles SG calculation, contribution and the fund-choice obligation in-platform.
Do I need a PTY Ltd to hire in Australia?
No. That's the point of EOR. An Employer of Record provides the local entity, issues the Fair Work Act compliant employment contract, and carries the legal employer obligations, so you can hire in Australia before you have incorporated your own PTY Ltd. The entity question becomes relevant once you have enough Australian employees that running your own PTY Ltd becomes cost-competitive with EOR fees. An EOR that models that crossover proactively, like Teamed, removes the guesswork.
What employment law does an EOR need to know in Australia?
Quite a bit. The Fair Work Act 2009 is the primary framework for national system employers. The eleven National Employment Standards set the floor for all employees: annual leave (four weeks), personal leave (ten days), parental leave, public holidays, notice of termination and redundancy pay. Modern Awards layer industry or occupation-specific minimum pay rates on top. The 12% superannuation guarantee applies on top of salary. State governments each levy payroll tax above separate thresholds. Long service leave accrues under state laws, typically after seven to ten years. Unfair dismissal protections apply from six months of employment (one year for small businesses). Any EOR without real HR and legal experts with Fair Work Act experience leaves a gap that you carry.
Which EOR providers own an entity in Australia?
Teamed and Remote are the clearest about owning entities in Australia. Teamed lists Australia among its 57 owned-entity countries (teamed.global, verified 2026-06-17). Remote markets a 100%-owned entity network across its core 90+ EOR countries, and Australia falls within that. G-P markets 100+ legal entities across its 180+ reach, with Australia as a major covered market, though no per-country list is published. Deel, Oyster, Rippling, Papaya and Pebl (formerly Velocity Global) all deliver through a mix of owned entities and in-country partners with no per-country breakdown published. Ask any provider directly whether your specific Australian state is served through an owned entity or a local partner.
How current is this comparison, and how was it scored?
Every provider figure comes from each provider's own pricing page and G2, verified 17 June 2026. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Australian statutory facts reference the ATO and Fair Work Ombudsman, verified 17 June 2026. Eight providers are scored 1 to 5 on six Australia-focused axes, no weighted total, no overall winner. Where a provider does not publish pricing, we say so. We review the page quarterly and re-verify pricing monthly.

Common questions

What is the best EOR for hiring in Australia?
It depends on your priority. Teamed delivers through an owned Australian entity, gives real Fair Work Act experts on every plan with the Ted layer flagging changes, shows the AUD FX against mid-market at zero markup, and moves you from EOR to your own PTY Ltd on one system. Remote is product-led with an owned entity in Australia. Deel and Rippling lead platform; the certified providers lead security. Papaya and G-P suit enterprises. Ask: can you reach a real Fair Work Act expert, and can you see the AUD FX line?
How does EOR work in Australia?
An EOR in Australia legally employs your people through a local entity, issues a Fair Work Act compliant employment contract, runs PAYG payroll with STP reporting, manages the 12% superannuation guarantee, and handles state payroll tax. You direct the work; the EOR carries the legal obligations. At the crossover point, a good EOR flags when your own PTY Ltd becomes the cost-effective model.

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