Is it more expensive to hire in Australia or New Zealand?

Australia employer on-costs are higher: 11.5% super (rising to 12% from July 2025) vs New Zealand's 3% KiwiSaver plus ACC levy (roughly 3.5-4.5% combined). On equivalent salaries, the gap is approximately 7-8 percentage points. New Zealand is the lower-cost employer market on a like-for-like salary basis.

What is the Australian employer superannuation guarantee?

The SG is the mandatory employer contribution to retirement savings: 11.5% of ordinary time earnings in 2024-25, rising to 12% from 1 July 2025. Paid quarterly to a complying super fund. Late payment triggers the SGC penalty. Teamed pays super quarterly as part of the Australian EOR service.

How does New Zealand's KiwiSaver work for employers?

New Zealand employers must contribute a minimum of 3% of eligible employees' gross pay to KiwiSaver per pay period, remitted to IRD alongside PAYE. Employees aged 18-65 who are NZ permanent residents or citizens are eligible. Employees can opt out within 8 weeks, but contributions are compulsory while enrolled.

What are Australia's employer notice requirements?

NES minimums: 1 week (under 1 year), 2 weeks (1-3 years), 3 weeks (3-5 years), 4 weeks (over 5 years). Additional 1 week for employees aged 45 or over with 2-plus years of service. Contracts and awards can extend beyond the NES; they cannot go below it.

What is the New Zealand 90-day trial period and how does it work?

A 90-day trial clause lets employers dismiss new employees within the first 90 days without an unjustified dismissal claim. Must be in writing and agreed before the employee starts. Does not remove other employee rights. Available to all employers. Teamed includes valid trial clauses in New Zealand contracts when requested.

Does Teamed cover both Australia and New Zealand?

Yes. Both markets served at $599/employee/month flat, FX absorbed at zero markup, applied rate shown against mid-market. Australian payroll in AUD; New Zealand payroll in NZD. Both countries can run in parallel on the same Teamed system.

When should I set up my own entity in Australia or New Zealand instead of using EOR?

Rough guide: EOR stays less costly below roughly 10-15 FTEs in either market. Australian Pty Ltd: 1-3 business days, no minimum share capital. New Zealand Ltd: 1-2 business days, no minimum share capital. Teamed models the crossover and flags it proactively. GEMO sets up the entity with no re-onboarding.

Australia vs New Zealand

Hiring in Australia vs New Zealand, a 2026 compliance and cost guide

Australia's employer superannuation guarantee runs 11.5% of ordinary time earnings in 2024-25, rising to 12% from July 2025. New Zealand requires 3% KiwiSaver employer contributions plus an ACC workplace levy, roughly 3.5-4.5% combined. That structural on-cost gap of roughly 7-8 percentage points belongs in your per-headcount budget before you decide which Pacific market to enter.

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1,000+ companies advised on international hiring

11.5%
Australia employer superannuation guarantee rate in 2024-25. Rises to 12% from 1 July 2025.: 3%
New Zealand minimum KiwiSaver employer contribution on gross pay. Lower total employer on-cost than Australia.: 4.8
Teamed G2 rating.

Last reviewed 16 June 2026By Tom Price-Daniel, Co-founder, Teamed

Key claims

Australia employer superannuation guarantee rate: The superannuation guarantee (SG) rate is 11.5% of ordinary time earnings for the 2024-25 financial year (1 July 2024 to 30 June 2025). It rises to 12% for the 2025-26 financial year and beyond. Employers must pay SG contributions quarterly to a complying superannuation fund by the due dates: 28 October, 28 January, 28 April, and 28 July.Source: ATO: Super guarantee percentage (verified 2026-06-16)
Australia employer notice of termination under the NES: Under the Fair Work Act 2009 (s.117), minimum employer notice of termination is: 1 week for employees with less than 1 year of service, 2 weeks for 1-3 years, 3 weeks for 3-5 years, and 4 weeks for employees with more than 5 years of service. An additional week applies for employees aged 45 or over who have completed at least 2 years of continuous service.Source: Fair Work Ombudsman: Notice of termination (verified 2026-06-16)
New Zealand KiwiSaver employer contributions: Employers must contribute a minimum of 3% of each eligible employee's gross pay to KiwiSaver, New Zealand's compulsory retirement savings scheme. The contribution applies to all employees aged 18 to 65 who are New Zealand citizens or entitled to live in New Zealand permanently. Employer contributions are paid per pay period to Inland Revenue alongside PAYE.Source: Inland Revenue (IRD): Employer contributions to KiwiSaver (verified 2026-06-16)
New Zealand 90-day trial period: All New Zealand employers can use a 90-day trial period for new employees under the Employment Relations Act 2000 as amended. If included in the employment agreement before work starts, an employer can dismiss the employee within the trial period without the employee bringing an unjustified dismissal claim. The clause must be in writing and agreed before the employee commences work.Source: Employment New Zealand: 90-day trial periods (verified 2026-06-16)

Australia vs New Zealand for hiring: what are the key differences for a rapidly growing company?

Key facts

Australia employer superannuation guarantee: 11.5% of ordinary time earnings (2024-25)The SG rate is 11.5% for the 2024-25 financial year and rises to 12% from 1 July 2025 onward. On an AUD 100,000 gross salary, the employer super obligation adds AUD 11,500 per year (AUD 12,000 from July 2025). Contributions are paid quarterly to a complying superannuation fund.Source: ATO: Super guarantee percentage· verified 2026-06-16
New Zealand KiwiSaver employer contribution: 3% of gross pay (minimum)Employers must contribute at least 3% of each eligible employee's gross pay to KiwiSaver per pay period. On an NZD 100,000 gross salary, this adds NZD 3,000 per year. The ACC workplace levy (variable by industry, typically 0.5-1.5% of liable earnings) brings combined employer add-ons to roughly 3.5-4.5% of payroll.Source: Inland Revenue (IRD): Employer contributions to KiwiSaver· verified 2026-06-16
Australia employer notice of termination: 1-4 weeks by service length, plus 1 week for employees aged 45+Under the NES (Fair Work Act s.117): 1 week for less than 1 year, 2 weeks for 1-3 years, 3 weeks for 3-5 years, 4 weeks for more than 5 years. An extra week applies for employees aged 45 or over with 2 or more years of continuous service. Employment contracts and enterprise agreements can extend these minimums.Source: Fair Work Ombudsman: Notice of termination· verified 2026-06-16
New Zealand 90-day trial period: Available to all employersAll New Zealand employers can use a 90-day trial period for new employees if the clause is included in the employment agreement before work starts. Within the trial, an employer can dismiss the employee without the employee bringing an unjustified dismissal claim. The clause must be in writing and agreed before commencement. Australia has no equivalent national provision.Source: Employment New Zealand: 90-day trial periods· verified 2026-06-16
Australia national minimum wage: AUD $24.10/hour from 1 July 2024The national minimum wage is AUD $24.10 per hour from 1 July 2024, set by the Fair Work Commission. Most employees are also covered by a Modern Award that sets award-specific minimum pay rates, often above the national minimum. Teamed identifies the correct award for each hire's role and industry before drafting the contract.Source: Fair Work Ombudsman: National minimum wage· verified 2026-06-16
Teamed G2 rating: 4.8 / 5Teamed rated 4.8 on G2. Real HR and legal experts serve both Australia and New Zealand through the Teamed network.Source: g2.com EOR category· verified 2026-06-09

What is hiring in Australia vs New Zealand?

An Employer of Record (EOR) legally employs your people through its own entity or a vetted local partner, issuing contracts, running payroll, remitting income tax and statutory contributions, and carrying employer obligations while you direct the work. You can hire compliantly in Australia or New Zealand before you hold a local entity in either market.

Australia and New Zealand are both anglophone Pacific markets with strong employment-law traditions, but they diverge sharply on employer cost and compliance complexity. Australia's employer superannuation guarantee adds 11.5% of ordinary time earnings on top of salary in 2024-25, rising to 12% from 1 July 2025, and the Modern Awards system creates award-specific pay minimums that vary by industry and role. New Zealand requires a 3% KiwiSaver employer contribution and an ACC workplace levy, producing a simpler statutory floor. New Zealand also offers a 90-day trial period option that gives employers meaningful flexibility on new hires, a provision Australia's national framework does not include.

Attribute	Australia	New Zealand
Employer superannuation or retirement contributions	Superannuation Guarantee (SG): 11.5% of ordinary time earnings in 2024-25, rising to 12% from 1 July 2025. Applies to all employees. Paid quarterly to a complying super fund.	KiwiSaver employer contribution: minimum 3% of gross pay, paid per pay period to Inland Revenue. Applies to employees aged 18-65 who are eligible to live in New Zealand permanently.
Employer notice of termination	National Employment Standards (s.117): 1 week (under 1 year), 2 weeks (1-3 years), 3 weeks (3-5 years), 4 weeks (more than 5 years). Additional 1 week for employees aged 45 or over with at least 2 years of continuous service.	Notice period must be specified in the employment agreement. Where not stated, reasonable notice applies at common law, typically 2-4 weeks for most roles. No statutory minimum schedule equivalent to Australia's NES.
Annual leave minimum	4 weeks per year under the National Employment Standards. Accrues progressively throughout the year. Shift workers may be entitled to 5 weeks under their Modern Award.	4 weeks per year under the Holidays Act 2003. Entitlement is created after 12 months of continuous employment but accrues progressively from day one.
Probation or trial period	No national 90-day trial period. Probation periods are contractual but do not remove unfair dismissal protections once the 6-month minimum employment period is met. The probation label in a contract doesn't override the Fair Work Act.	90-day trial period available to all employers. If included in writing before work starts, employer can dismiss the employee within the period without an unjustified dismissal claim. Clause must be agreed before commencement.
Unfair dismissal protection threshold	6 months of continuous employment for most employees (12 months for small business employers with fewer than 15 employees). Dismissal after the minimum period must be for a valid reason connected to capacity, conduct, or genuine redundancy.	No minimum service period for unjustified dismissal claims where no valid 90-day trial clause applies. Employees can bring a personal grievance from day one. The 90-day trial period is the primary tool for managing dismissal risk on a new hire.
Modern Awards and minimum pay framework	Over 120 Modern Awards cover most Australian employees, setting award-specific minimum pay rates, penalty rates, allowances, and overtime by industry and occupation. The employer must identify the correct award for each hire's role. Contracts must meet or exceed the award minimums.	No award system equivalent to Australia's. Pay is set by agreement, subject to the national minimum wage (NZD $23.15/hour from 1 April 2024). Simpler to administer on a small or growing headcount.
ACC workplace levy (New Zealand only)	Not applicable at the national level. Workers compensation insurance in Australia is state-based, administered separately in each state and territory, and covers workplace injuries. Rates vary by industry and state.	ACC Work levy: variable by industry and risk classification, typically 0.5-1.5% of liable payroll earnings. Administered by the Accident Compensation Corporation. Adds to the total employer on-cost alongside the KiwiSaver contribution.
Path to own entity	Australian Proprietary Limited (Pty Ltd). Incorporation via ASIC typically takes 1-3 business days. No minimum share capital. State-based payroll tax applies above thresholds that vary by state (e.g., NSW 5.45% above AUD 1.2M annual payroll). Teamed sets up Australian entities via Global Entity and Employment Operations (GEMO) on the same system.	New Zealand Limited company (Ltd). Incorporation via the Companies Office takes 1-2 business days. No minimum share capital, no state-level payroll tax. Simpler ongoing compliance once established. Teamed sets up New Zealand entities via GEMO on the same system.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Total employment cost	Ask Teamed for a full employer cost model per country before the hire decision. Australia's SG rate rises to 12% from 1 July 2025. The Modern Award applicable to the role affects minimum pay and conditions. Get the full picture before the contract is drafted.	On an AUD 100,000 gross Australian salary, employer super adds AUD 11,500 per year (AUD 12,000 from July 2025). On a comparable NZD salary of roughly NZD 107,000, KiwiSaver and ACC together add approximately NZD 3,750-4,800. That is a structural gap of roughly AUD 7,000-8,000 per year per employee in favour of New Zealand. Run a like-for-like model for the specific hire and salary before deciding.	Budget Australian employees at roughly 1.11-1.13x gross salary for super alone before any other benefits. New Zealand employees sit closer to 1.04-1.05x gross once KiwiSaver and ACC are included. Teamed's FX transparency applies in both markets: the applied rate is shown against the mid-market reference on every invoice, with no undisclosed uplift on the fee.	A line-itemised invoice showing the FX rate applied against the mid-market reference is an auditable record for both markets. Teamed provides this for AUD and NZD payroll on the same system. Your finance team can reconcile the employer super or KiwiSaver contribution per employee without ambiguity.
Termination risk and trial period	Australia's unfair dismissal protections apply after 6 months for most employees. There is no national 90-day trial provision. New Zealand employers can include a 90-day trial clause in a new employment agreement, protecting the employer from an unjustified dismissal claim during the trial. The clause must be in writing and agreed before the employee starts work. Teamed drafts both Australian and New Zealand contracts with these obligations handled correctly.	An Australian unfair dismissal claim can reach the Fair Work Commission and result in reinstatement or compensation orders. The 6-month minimum employment period is your primary protection window. In New Zealand, a personal grievance can be brought without a minimum service period where no valid trial clause is in place. A well-drafted 90-day trial period used from the start is a material risk-management tool.	New Zealand's trial period shifts risk toward the employer during onboarding. Used fairly and in writing, it provides a lawful way to assess performance and cultural fit before full unjustified dismissal protections apply. Australian hiring does not offer a national equivalent, so documented performance management from day one is more important in that market.	Employment records for Australian and New Zealand employees are held under separate privacy frameworks: the Australian Privacy Act 1988 and New Zealand's Privacy Act 2020. Both align broadly with international standards. Teamed manages employee data under the applicable national framework in each country.
Modern Award compliance and pay obligations	In Australia, Teamed identifies the Modern Award applicable to each hire's role and industry before drafting the contract. The award sets minimum pay rates, penalty rates, allowances, and entitlements that override the contract if the contract falls short. Failing to pay award minimums creates an underpayment liability. New Zealand has no equivalent award system; pay is set by agreement above the minimum wage.	Modern Award compliance adds administration overhead to Australian hiring that is absent in New Zealand. Award rates can sit above the national minimum wage and vary by classification level within the same industry. On a small headcount, this is manageable under an EOR. As headcount grows, the total award-compliance cost is a factor in the crossover calculation for your own Australian entity.	Australian employees covered by a Modern Award carry enforceable entitlements to penalty rates, overtime, and allowances that are not typical in a New Zealand context. A rostering arrangement that works in New Zealand may create underpayment exposure in Australia if the award classification is not checked first. Teamed's real HR and legal experts handle award classification as part of Australian onboarding.	Award classification and payslip records are part of Fair Work Act record-keeping obligations. Australian employers must keep accurate employment records for 7 years. Teamed maintains the required records for every Australian employee as part of the EOR service.

How Teamed handles hiring in Australia and New Zealand

Whether you hire in Sydney or Auckland, the process is the same. Teamed issues the compliant contract, runs local payroll, handles super or KiwiSaver contributions, confirms the correct award or pay framework, and tells you when your own entity gets less costly than EOR.

Step 1
Agree on market, role, and salary
Tell Teamed the country, role, start date, and target salary. Teamed sends back the full employer cost model: superannuation or KiwiSaver, ACC levy, award minimums where applicable, FX shown against mid-market, and the total annual cost. No surprises after you sign.
Step 2
Issue the employment contract
Teamed issues a compliant local employment contract. For Australia, this includes the correct Modern Award identification and any applicable enterprise-agreement obligations. For New Zealand, this includes a valid 90-day trial clause if you want one. Both are reviewed by your team before the employee signs.
Step 3
Run payroll and statutory obligations
Teamed runs payroll, pays employer super contributions quarterly to a complying super fund for Australian employees, and pays KiwiSaver employer contributions per pay period for New Zealand employees. The FX applied to the fee is shown against the mid-market reference on every invoice. ACC workplace levy is remitted as part of the New Zealand payroll run.
Step 4
Model the crossover to your own entity
As your headcount grows, Teamed models the month when your own Australian Pty Ltd or New Zealand Ltd gets less costly than EOR. When that point arrives, Global Entity and Employment Operations (GEMO) sets up the entity on the same system with no re-onboarding of existing employees.

Dyke Yaxley · UK chartered accountancy

EOR hire completed in weeks. Zero compliance issues, zero entity overhead.

Audit capacity added in 2024: +100%
Compliance issues across the engagement: 0
International hires, both retained: 2
Entity setup required: None

Challenge

Dyke Yaxley, a UK chartered accountancy with over a century of history, was turning down audit work in 2024. Local UK talent supply for qualified auditors had not kept pace with client demand. Cross-border hiring felt too legally involved for a firm whose brand sits on compliance discipline.

Approach

Dyke Yaxley partnered with Teamed to hire two qualified audit professionals internationally via EOR. Teamed handled the employment-law side end-to-end: compliant contract, local payroll, statutory tax obligations, and onboarding logistics. No entity setup, no local legal counsel on retainer, no permanent-establishment exposure.

Result

Both hires exceeded expectations on technical work, client satisfaction, and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm went from declining new audit work to confidently taking on additional clients.

Read the full case study →

Interactive tool

Model the employer cost in both markets

The crossover calculator shows when your headcount in Australia or New Zealand makes a local entity less costly than EOR. An Australian Pty Ltd incorporates in 1-3 business days; a New Zealand Ltd in 1-2 business days. Both carry no minimum share capital. Run the model before you commit to headcount plans in either market.

Open the crossover calculator

Decision checklist

Choose Australia if your hire is based in Sydney, Melbourne, Brisbane, or another Australian city. Hire where the person lives. The super cost is real but so is the compliance obligation of employing someone where they reside.
Choose Australia if your business serves the Australian domestic market or needs proximity to Australian clients. The workforce is approximately five times larger than New Zealand's. If the role requires Australian-market knowledge and relationships, hire in Australia.
Choose New Zealand if your hire is already based there, or if the role is served from Auckland, Wellington, or Christchurch. KiwiSaver and ACC obligations are lighter than Australian super, and there is no Modern Award complexity to navigate.
Choose New Zealand if you want the option of a 90-day trial period. For a first international hire in a new market, the trial provision gives you a documented, lawful path to exit within the first three months if the hire is not working. Australia does not have a national equivalent.
Talk to Teamed before deciding if you're genuinely uncertain. Both markets are served at the same $599 flat rate. A like-for-like cost model for both countries, with FX shown against mid-market, takes one working day and gives you the real numbers side by side before you commit.
Consider your entity horizon in both markets. An Australian Pty Ltd or New Zealand Ltd can both be incorporated in days with no minimum share capital. If you expect 10-15 employees in either market within 12-18 months, start the entity conversation via Global Entity and Employment Operations (GEMO) now.

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Honest take

When Australia is the right choice despite the higher super cost

Australia is the right choice if your hire is already based there. Employing an Australian resident through a New Zealand structure creates employment-law friction and does not eliminate the Australian super obligation. Hire them where they live.
Australia is the right choice if the talent you need is concentrated there. Australia has a workforce of roughly 14 million people versus New Zealand's 2.7 million. For specialised roles in finance, resources, technology, or professional services, the depth of the Australian talent pool is often the deciding factor regardless of the higher employer cost.
Australia is the right choice if your clients or customers are primarily Australian. A Sydney or Melbourne address builds local credibility and removes time-zone friction when serving Australian enterprise clients. The 11.5-12% super cost is a budget line; proximity to the buyer is a revenue driver.

Teamed covers both markets with real HR and legal experts and the same $599 flat rate. The super cost difference is real, but neither market is out of reach. If you're unsure which to start with, we'd rather give you the honest cost model for both than recommend the market that's easier for us to explain.

Frequently asked questions

Is it more expensive to hire in Australia or New Zealand?
Australia is typically more expensive on employer on-costs. The superannuation guarantee adds 11.5% of ordinary time earnings in 2024-25 (rising to 12% from 1 July 2025). New Zealand's employer-side obligations are lighter: 3% KiwiSaver plus an ACC workplace levy of roughly 0.5-1.5% of liable earnings. On an AUD 100,000 gross Australian salary, super adds AUD 11,500 per year. A comparable New Zealand salary of NZD 107,000 would carry KiwiSaver and ACC of roughly NZD 3,750-4,800 combined. The structural gap belongs in your per-headcount budget before you decide which market to enter.
What is the Australian employer superannuation guarantee?
The superannuation guarantee (SG) is the mandatory employer contribution to an employee's retirement savings, set under the Superannuation Guarantee (Administration) Act 1992. The rate is 11.5% of ordinary time earnings for the 2024-25 financial year and rises to 12% from 1 July 2025 onward. Contributions must be paid quarterly to a complying super fund. Late payment triggers the superannuation guarantee charge (SGC), which includes interest and an administrative component. Teamed pays super contributions quarterly as part of the Australian EOR service.
How does New Zealand's KiwiSaver work for employers?
KiwiSaver is New Zealand's retirement savings scheme. Employer contributions are compulsory for eligible employees. Employers must contribute a minimum of 3% of each eligible employee's gross pay per pay period, remitted to Inland Revenue alongside PAYE. Eligible employees are aged 18 to 65 and entitled to live in New Zealand permanently. Employees can opt out of KiwiSaver within their first 8 weeks of employment, but employer contributions are compulsory while the employee is enrolled.
What are Australia's employer notice requirements?
Under the Fair Work Act National Employment Standards (s.117), minimum employer notice of termination is: 1 week for less than 1 year of service, 2 weeks for 1-3 years, 3 weeks for 3-5 years, and 4 weeks for more than 5 years. Employees aged 45 or over with 2 or more years of continuous service receive an additional 1 week. Individual employment contracts and enterprise agreements can extend these minimums but cannot go below them. Modern Awards may impose longer notice obligations in specific industries.
What is the New Zealand 90-day trial period and how does it work?
All New Zealand employers can include a 90-day trial period in a new employee's employment agreement. If the clause is valid, the employer can dismiss the employee within the first 90 days without the employee having the right to bring an unjustified dismissal personal grievance. The clause must be in writing, agreed before the employee starts work, and specific in its terms. It does not remove all employee rights during the trial: employees can still raise grievances for other reasons such as discrimination or harassment. Teamed includes a valid 90-day trial clause in New Zealand employment contracts when requested.
Does Teamed cover both Australia and New Zealand?
Yes. Teamed covers both markets through its network of real HR and legal experts in each country. Both are served at the same $599 per employee per month flat rate, with FX absorbed at zero markup on the fee and the applied rate shown against the mid-market reference on every invoice. Australian payroll runs in AUD; New Zealand payroll runs in NZD. You can run employees in both countries in parallel on the same system, with separate payroll calendars, award compliance tracking, and invoice lines per country.
When should I set up my own entity in Australia or New Zealand instead of using EOR?
The crossover point depends on headcount and salary mix. As a rough guide, EOR stays less costly than running your own entity below roughly 10-15 full-time employees in either market. Above the crossover, the cumulative EOR per-seat fee approaches the fixed cost of local accounting, annual filings, and the employer super or KiwiSaver cost running through your own entity payroll. Australian Pty Ltd setup takes 1-3 business days with no minimum share capital; New Zealand Ltd takes 1-2 business days with no minimum share capital. Teamed models the crossover month and flags it proactively. Global Entity and Employment Operations (GEMO) sets up the entity in either market on the same system, with no re-onboarding of existing EOR employees.

Common questions

Australia vs New Zealand: which is the easier Pacific market for a first international hire?
New Zealand is generally the simpler starting point. KiwiSaver employer contributions (3%) and an ACC levy are straightforward to administer compared with Australia's 11.5-12% superannuation guarantee, Modern Awards system covering over 120 industry frameworks, and state-based workers compensation insurance. New Zealand's 90-day trial period also gives employers more flexibility when onboarding a first hire in a new market. That said, Australia has a workforce roughly five times larger and serves a much bigger domestic market. The right answer is where your hire lives and where your customers are, not which framework is simpler to administer.
Does Australia's Modern Award system apply to all employees?
Most Australian employees are covered by a Modern Award, with narrow exceptions. Award-free employees are typically those in senior management or high-salary professional roles who meet the high income threshold (currently AUD $175,000 per year under the Fair Work Act). For the majority of employees, a Modern Award sets minimum pay rates, penalty rates, allowances, overtime, and other conditions on top of the National Employment Standards. There are over 120 Modern Awards in force, covering industries from retail and hospitality to finance and professional services. Teamed identifies the correct award for each hire's role and industry before drafting the employment contract.

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