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Expand overseas
Expanding from Australia with an Employer of Record
Hiring your first people in another country? Compare employment conditions, leave and costs in the 10 destinations Australian businesses expand to most, then read the detail for each.
Destinations
The 10 most popular expansion markets
Each country page covers contracts, probation, hours, minimum wage, leave, social security, notice, dismissal, severance, restraints and visas, with official sources.
NZThe natural first step
New Zealand
- Leave
- 4 weeks
- Notice
- Set by agreement
UKGateway to Europe
United Kingdom
- Leave
- 5.6 weeks
- Notice
- 1 to 12 weeks
USThe biggest prize
United States
- Leave
- No federal minimum
- Notice
- None (at will)
SGRegional hub for Asia
Singapore
- Leave
- 7 to 14 days
- Notice
- 1 day to 4 weeks
PHTalent and support teams
Philippines
- Leave
- 5 days SIL
- Notice
- 30 days
INTechnology and engineering talent
India
- Leave
- About 1 day per 20 worked
- Notice
- 1 to 3 months
CANorth America with familiar roots
Canada
- Leave
- 2 weeks to start
- Notice
- Statutory + common law
IEEnglish-speaking EU base
Ireland
- Leave
- 4 weeks
- Notice
- 1 to 8 weeks
DEEurope's largest economy
Germany
- Leave
- 20 days (5-day week)
- Notice
- 4 weeks to 7 months
JPMajor trading partner
Japan
- Leave
- 10 to 20 days
- Notice
- 30 days
At a glance
Compare the key conditions
Headline minimums only. Contracts, collective agreements and local rules often give more, so read the country page before you make an offer.
| Country | Annual leave | Notice from employer | Social security (employer) | Time vs Sydney |
|---|---|---|---|---|
| Australia (for comparison) | 4 weeks | 1 to 5 weeks | Super 12% | - |
| New Zealand | 4 weeks | Set by agreement | KiwiSaver 3.5% | 2 hours ahead of Sydney |
| United Kingdom | 5.6 weeks | 1 to 12 weeks | NI 15% + pension 3% | 9 to 11 hours behind Sydney |
| United States | No federal minimum | None (at will) | FICA 7.65% | 14 to 19 hours behind Sydney |
| Singapore | 7 to 14 days | 1 day to 4 weeks | CPF 17% (locals) | 2 to 3 hours behind Sydney |
| Philippines | 5 days SIL | 30 days | SSS 10% employer | 2 to 3 hours behind Sydney |
| India | About 1 day per 20 worked | 1 to 3 months | EPF 12% | 4.5 to 5.5 hours behind Sydney |
| Canada | 2 weeks to start | Statutory + common law | CPP 5.95% | 14 to 18.5 hours behind Sydney |
| Ireland | 4 weeks | 1 to 8 weeks | PRSI 11.40% | 9 to 11 hours behind Sydney |
| Germany | 20 days (5-day week) | 4 weeks to 7 months | About 21% shared | 8 to 10 hours behind Sydney |
| Japan | 10 to 20 days | 30 days | Pension 18.3% shared | 1 to 2 hours behind Sydney |
FAQ
Expanding overseas: common questions
Can an Australian company hire overseas without a local entity?
Yes. An Employer of Record in the destination country employs your staff through its own local entity, runs payroll and applies local employment law, while you direct the work from Australia.
Which countries do Australian businesses expand to most?
New Zealand, the United Kingdom, the United States, Singapore, the Philippines, India, Canada, Ireland, Germany and Japan are among the most common destinations, which is why we cover them in detail.
Is an EOR the same in every country?
The model is the same, but the employment law is not. Leave, notice, termination, social security and visa rules differ a lot between countries, so check the country page and ask the provider how it handles each one.
Can I move an Australian employee overseas through an EOR?
Often, yes, if the person has the right to work in the destination country. Some countries need a visa sponsored by the employer, and not every EOR can sponsor. Australians have special routes in several countries, such as the US E-3 visa.
Planning your first overseas hire?
Tell us which country you are looking at. We will reply with the questions to ask an EOR there and the local rules that usually catch Australian employers out.