Beyond Borders HR

A Comprehensive Overview of Employee Benefits in Australia

Let's explore the statutory employee benefits that Australian employers are required to offer their employees and some added perks to attract top talent.

Statutory benefits or mandatory benefits, represent the entitlements that employers in that region are legally required to provide to their employees. These typically include benefits such as paid annual leave, parental leave, worker’s compensation insurance, and paid sick leave.

Conforming to Australian labor laws, particularly outlined in the federal Fair Work Act 2009 and the National Employment Standards (NES), is imperative when hiring personnel in Australia.

These legal statutes lay out the spectrum of employee benefits and rights in Australia, in addition to highlighting the obligations that lie upon the employers.

Apart from the statutory benefits, companies in Australia also offer other benefits to stay competitive in the market and attract top talent within the country.

Let’s take a look at the various statutory and otherwise benefits that companies in Australia offer to their employees:

Tax and Pension

Employer tax contributions

Employer tax obligations necessitate specific contributions on behalf of employees, these include:

  • State payroll tax, which range from 4.85% to 5.5%.
  • Applicable regional levies.

In Australia, the tax rates differ across regions, similar to the USA.

Superannuation – Australia’s retirement pension plan

Superannuation represents a compulsory retirement savings/pension scheme that employers are obligated to fund for their Australian workforce.


Various providers offer these schemes, granting employees the freedom to choose their preferred option. Alternatively, they can opt for enrollment in an endorsed Group Superannuation plan.

Employer superannuation payments are subject to minimum thresholds, currently set at 10.5%. This requisite contribution, known as the Australian Super Guarantee, applies to salaries up to $57,090 Australian dollars (AUD) per quarter, with plans to elevate it to 12% by 2027.

Numerous employers exceed the mandatory superannuation requirements, adhering to customary contribution levels within their respective industries.

While not obligatory, this practice of providing extra benefits is commonplace in Australian workplaces. Offering such additional contributions portrays a genuine concern for the future welfare of employees and their families. Such benefits can significantly enhance the attractiveness of an employer’s offer, potentially tipping the scales in their favor amidst competition for top talent.

Statutory Leaves Policy

Leave entitlements

Every employee is entitled to a minimum of 20 days of annual leave per calendar year. This entitlement applies to both full-time and part-time employees, but not casual workers.

Additionally, employees have the right to observe the eight national public holidays, along with any additional regional holidays. While the specified public holidays remain consistent, individual Australian states may acknowledge additional local holidays. The list of national holidays that Australians observe are as follows:

  • New Year’s Day
  • Australia Day
  • Good Friday
  • Easter Monday
  • Anzac Day
  • Christmas Day
  • Boxing Day

Long service leave

Employees who complete 10 years of service with an employer have the legal right to request 13 weeks of long service leave. Furthermore, they are eligible for an additional 1.3 weeks of long service leave for each subsequent year of employment with the same employer. However, they can only avail themselves of this entitlement after completing another five years of service.

Long service leave is applicable to employees regardless of their employment status, whether full-time, part-time, or casual. Regulations governing long service leave may vary between different territories.

Maternity and paternity leave

In Australia, parental leave is regulated by the Parental Leave Pay (PLP) scheme. Administered by the government, it mandates that eligible parents receive financial support during their leave period, which employers are responsible for distributing through their regular pay cycles. Participation in the scheme is compulsory for all businesses.


The PLP scheme offers:

  • 18 weeks of pay at the national minimum wage for the primary caregiver.
  • Up to two weeks of pay at the national minimum wage for eligible fathers.

What are the eligibility criteria?

  • Employees must have completed 12 months of service with their employer.
  • Part-time and casual employees are also eligible.

While the PLP scheme offers some support, it falls short compared to more progressive parental leave programs found in Scandinavian and European countries.

Foreign employers should take note and consider enhancing their parental leave offerings to attract Australian talent seeking greater security and work-life balance.

Sick and carer's leave

As outlined in the NES, employees have the right to receive paid sick leave in instances where they are unable to work due to illness or injury. Additionally, employees can utilize paid carer’s leave to attend to the needs of an immediate family member or a household member who is unwell.

Both of these provisions are encompassed within the same entitlement, with a maximum allowance of 10 days for full-time employees. For part-time workers, this entitlement is calculated on a pro-rata basis. However, it does not extend to casual employees.

Wages and Overtime

Minimum wage

The current minimum wage in Australia is A$23.23 per hour as updated from 1 July 2023. All employers in Australia should adhere to minimum wage requirements, which are as follows (amounts are in AUD):

  • National Minimum Wage: $23.23
  • Junior employee younger than 16 years old: $11.13
  • Junior employee 16 years old: $12.37
  • Junior employee 17 years old: $14.84
  • Junior employee 18 years old: $17.31
  • Junior employee 19 years old: $19.78
  • Junior employee 20 years old: $22.26
  • Apprentice in 1st year: $14.40
  • Apprentice in 2nd year: $17.02
  • Apprentice in 3rd year: $20.94
  • Apprentice in 4th year: $23.56


As per the NES guidelines, the standard working hours in Australia should not surpass 38 hours per week. Overtime compensation may fluctuate depending on the industry and contractual agreements, typically entailing a higher rate than the regular salary.

In most cases, overtime pay is calculated as follows:

  • For the initial two or three hours of overtime: 150% of the regular pay
  • Subsequent hours of overtime: 200% of the regular pay

Overtime rates may differ under specific circumstances, such as:

  • Weekends (Saturdays and Sundays)
  • Shift work arrangements
  • Public holidays

Additional employee benefits that you can offer to Australian workers

While statutory benefits fulfill a legal mandate, relying solely on them is unlikely to attract top talent in the competitive Australian market where skilled professionals are in high demand.

To effectively entice and retain top talent, a customized and strategic approach tailored to the local market is essential. This ensures that benefits align with the preferences and priorities of Australian workers, avoiding unnecessary expenses on standardized global benefits that may not hold the same value.


So here is a list of potential perks to enhance your benefits package for Australian employees.

Health Insurance

Companies that provide health insurance plans can appeal to Australian workers. The Australian government also introduced the Medicare Levy Surcharge (MLS) with the aim of motivating higher-earning individuals to acquire private health coverage, thereby alleviating strain on the public health system. 

This presents an opportunity for employers seeking to enhance their benefits package and gain a competitive advantage.

We encourage global employers to offer health insurance benefits, providing employees with access to premium options.

While not mandatory in Australia, many leading local firms provide health insurance to attract and retain skilled professionals.

Providing a comprehensive medical insurance package can significantly attract workers in Australia.

Additionally, expanding this offering to include other services, such as dental insurance, optical insurance, mental healthcare benefits (such as meditation, yoga, or therapy allowances), and gym or health club memberships, further demonstrates an employer’s commitment to the well-being of their workforce.

You might also consider expanding your offering to further demonstrate your care and commitment as an employer with additional benefits such as:

  • Dental insurance
  • Optical insurance
  • Mental healthcare benefits (like meditation, yoga, or therapy allowances)
  • Gym or health club memberships

Life insurance

Although mandatory superannuation schemes typically include basic life insurance and disability coverage, it’s common practice to provide enhanced levels of protection. Therefore, offering a personal insurance plan with comprehensive coverage can be highly appealing.

Employers also have the option to subsidize group life insurance plans, often available at discounted rates. This approach can result in lower premiums, making it more financially viable for the employer while still providing valuable benefits to employees.

Personal development programs

Providing opportunities for further education or personal development is a widely embraced perk that is gaining popularity among Australian employees.

As the focus shifts from purely financial incentives such as bonuses and salary increments, initiatives for learning and development communicate a strong commitment to fostering the growth of the team.

To distinguish yourself from other employers, consider offering benefits aimed at facilitating career advancement or personal growth. Potential options include:

  • Provision of study leave or financial assistance for course fees
  • Allocation of an individual learning and development budget
  • Implementation of structured mentorship programs
  • Arrangement of business or leadership coaching sessions


Supporting employees in their journey of personal growth and skill acquisition can significantly contribute to talent retention in the long term.

Flexible work schedule

Following the Covid-19 pandemic, employees still prioritize the freedom to choose where and how they work. Providing flexibility as a workplace benefit can easily distinguish you from other employers in a highly competitive landscape.

In conclusion, staying informed about the employment legislation and statutory provisions for Australia is crucial for employers to ensure compliance and maintain a fair and harmonious workplace environment. By understanding the key policies discussed in this article, employers can proactively adapt their policies and practices to align with the legal requirements and also take measures to attract the top talent in the country.

How Beyond Borders HR Can Help You

The intricacies of these 2024 employment legislations for Australia can be challenging for employers to navigate independently. Beyond Borders HR, a global HR consulting firm, stands ready to assist businesses in understanding and implementing these changes effectively. With our extensive expertise in global HR practices, we ensure that your organization stays compliant with the evolving regulatory landscape. Reach out to Beyond Borders HR for tailored solutions, expert guidance, and seamless integration of these legislative updates into your HR policies and practices. Our team is dedicated to empowering your business with the knowledge and support needed to thrive in this dynamic regulatory environment.

For any further inquiries or to discuss your specific needs, please feel free to contact us
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