Sydney Opera House

Payroll and Benefits Guide Australia – New South Wales

Last updated: May 02, 2023

Australian Dollar (AUD)
Employer Taxes
Payroll Frequency
Employee Costs
Date Format
Fiscal Year
1 July - 30 June
video poster


Employer Employer Payroll Contributions
Payroll Tax (applies to companies where the total monthly wages exceeds 1,200,000 AUD)
Accident Insurance (rate may vary)
Superannuation (applied on salary up to 25,292.4 AUD per year)
17.45% Total Employment Cost
Employee Payroll Contributions
Medicare levy
Total Employee Cost
Employee Income Tax**
0 AUD – 18,200 AUD
18,201 AUD – 45,000 AUD
45,001 AUD – 120,000 AUD
120,001 AUD – 180,000 AUD
180,001 AUD and over

*This table does not include an additional Medicare levy surcharge of between 1% and 1.5% that applies to certain higher-income taxpayers not covered by health insurance for private patient hospital cover. Special rates apply to unearned income of children below the age of 18 years at year-end where that income is more than AUD 416.

In addition, the above table does not include tax offsets, including the Low-Income Tax Offset (maximum of AUD 700 for those earning up to AUD 37,500) and the Low- and Middle-Income Tax Offset (maximum of AUD 1,080) that can apply to reduce the overall tax payable for those with taxable income of less than AUD 126,000 (note that the Low and Middle-Income Tax Offset was extended to continue to apply to the 2021/22 income year).

** Foreign workers are subject to different tax rates starting at 32.5% on earnings up to 120,000 AUD, a rate of 39,000 AUD plus 37% is applied on amounts over 120,000 to 180,000 AUD and a rate of 61,200 AUD + 45% is applied on amounts over 180,000 AUD.

Employer taxes


Employee taxes


Minimum Wage


As of July 2023, the Fair Work Commission confirmed the national minimum wage in Australia as 23.23 AUD per hour, 882.80 AUD per month for a full-time award-free adult employee who is not an apprentice or a trainee. Each classification level has a different minimum pay rate. As of July 2023, Modern award minimum wages will also increase by 5.75%.
Most states fall under the Fair Work Act 2009 and work to the national minimum wage, however, there may still be some exceptions for state or local government employees.




Payroll Cycle

Employees in Australia are employed on contracts that stipulate the pay cycle, and although there are part-time, casual, and independent contractor pay types with set pay cycles, the most common are:
Monthly payroll (with payment due by the last day of the month)
Bi-weekly payroll (with payments due every second week on a set day, usually mid-week, Wednesday, or Thursday)
Bi-monthly payroll (with payment due on the 15th and the 30th, respectively)

13th Salary

There is no legislation for 13th–month payments in Australia.

Authority Payments

Authority Payment  Dates Methods
ATO Small withholders up to AUD: 25,000 pa – 28 days from quarter end
Medium withholders AUD 25,001- 1000,000 pa- 21 days from EOM
Large withholders >100,000 pa – Monday/Thursday about 1 week from payment
EFT/BPAY/Australia Post – can use wire as well
Workers compensation Annually BPAY
Super Funds
Monthly or quarterly.
If quarterly, 28th day after the end of the each quarter
Direct Debit/EFT/BPAY
NSW Office of State Revenue
Payroll tax
7th of the following month.
21st of July if annual
Direct Debit/BPAY
VIC State Revenue Office
Payroll tax
7th of the following month.
21st of July if annual
Direct Debit/BPAY
QLD Office of State Revenue
Payroll tax
7th of the following month
14th of January of bi-annual
21st of July if annual
TAS Office of State Revenue
Payroll tax
7th of the following month.
21st of July if annual
Revenue SA
Payroll tax
7th of the following month.
21st of July if annual
NT Office of State Revenue
Payroll tax
7th of the following month.
21st of July if annual

Working Hours


The National Employment Standards (NES) sets the maximum number of working hours at 38 hours a week. This applies to all employees covered by the national workplace relations system, regardless of any award, agreement, or contract.


All overtime requests must be agreed upon between the employee and the employer. Employers must provide an assessment of whether additional hours are “reasonable” before approving overtime. The rates are generally set within the contract/awards, most commonly 200.00% of the regular salary pay rate for the first 3 hours of overtime and 150.00% of the typical salary pay rate thereafter.
However, additional allowances and higher overtime pay rates may be stipulated within the employee agreement/contract/award. This higher rate also applies when working overtime on weekends, public holidays, nights, or in difficult/unpleasant conditions.


Annual Leave (vacation)

All employees (except for casual employees) get paid annual leave as stipulated by The National Employment Standards (NES) contained in the Fair Work Act 2009 (Cth). In general, all employees are entitled to a minimum of 4 weeks paid leave (5 weeks for shift workers). Furthermore, the NES states that awards and contracts/agreements cannot contain any less than this minimum, but they can contain a greater number of days.
The NES also states that if the period during which an employee takes annual leave includes a public holiday, a period of another kind of leave (including sick leave, personal leave, etc.), that time is not regarded as annual leave. Annual leave is paid at the same rate as the regular salary rate, but where there are exceptions within the employee’s award/contract/workplace agreement, there can be an additional annual leave payment due of up to 17.50%.
In addition, each state in Australia has an entitlement for employees to have extended service leave. For New South Wales, it is two months’ leave after ten years of service, with one month’s leave for each subsequent period of five years of service after that. Unused vacation days are carried over.

Public Holidays

10 days minimum (7 national holidays + additional state given holidays). Holidays that fall on weekends are moved to another day.

Date Day Holiday Notes
1 Jan 2024 Monday New Year’s Day
26 Jan 2024 Friday Australia Day
29 Mar 2024 Friday Good Friday
1 Apr 2024 Monday Easter Monday
25 Apr 2024 Thursday Anzac Day
10 Jun 2024 Monday King’s Birthday
7 Oct 2024 Monday Labour Day
25 Dec 2024 Wednesday Christmas Day
26 Dec 2024 Thursday Boxing Day


Sick Days

The NES entitles permanent employees to 10 days paid sick leave and two days of paid compassionate leave per year (personal/carers leave).
An employee may take this paid personal/carer’s leave if they are unfit for work because of their own personal illness or injury, or to provide care or support to a member of their immediate family. This is funded by the employer.

Maternity Leave

See Parental Leave.

Paternity Leave

See Parental Leave.

Family/Parental Leave

The paid parental leave provides financial support to eligible working parents of newborn or recently adopted children. Parental leave is up to 20 weeks. The leave may be taken by either parent at the time of birth, adoption, or surrogacy. Each partner is required to take at least 2 weeks An employee is not entitled to parental leave under the NES unless they have 12 months of continuous service or are a “long-term casual employee.” The casual employee must have been employed regularly and systematically for at least 12 months.

Parental leave is paid by the government at the national minimum weekly wage rate.
Employers can also provide for paid parental leave in registered agreements, employment contracts, and workplace policies which do not affect the employee’s eligibility for the Australian government’s paid parental leave scheme so the employee can be paid both.
In addition, employees who have worked for more than 12 months are entitled to at least 12 months of unpaid parental leave if the employee is or will be responsible for caring for a child or adopted child under 16 years old.

From 6 June 2023, parents who request unpaid leave for a period greater than 12 months will have a stronger right to request an extension of unpaid parental leave. If an employee has already taken 12 months of unpaid leave, they can request a further 12 months of unpaid leave (24 months in total). This is provided that their partner has not already taken 12 months of unpaid leave.

All salary payments are initially made by the employer and later reimbursed by the government.

Other Leave

The NES stipulates employees are entitled to be absent from work for three main reasons, all to undertake community service activities.
Jury service is paid when employees take leave for jury service. Employees receive jury service pay from the government and employers then top this up to their usual pay for up to 10 days at the rates set.
Voluntary emergency management activity is unpaid leave. Activity in community service that the regulations prescribe is also an unpaid leave.
The leave period includes reasonable travel and rest time before and following the eligible activity, and the employee must aim to provide as much prior notice and information as possible.

Vacation Days
Public Holidays




Termination Process

There are several complex laws relating to termination processes in Australia. To ensure the correct process is followed, employers must adhere to the four key areas below to ensure the termination of an employee for the right reasons.

  • Capacity – if an employee lacks the ability or capacity to complete the job
  • Performance – unsatisfactory performance of the employee, which is outlined clearly to the employee with the opportunity for them to rectify their conduct
  • Misconduct – failing to adhere to workplace standards, or if the employee is involved in serious misconduct
  • Redundancy – if the job the employee is completing is no longer necessary for the business, or technological change has made their role unnecessary

Employees must have completed six months of service (12 months for a small company) before they can make an unfair dismissal claim.
An additional legal requirement for the employer is to provide the employee with an employment termination letter that must include confirmation of:

  • the reason for the termination
  • the date of the employee’s last day of work
  • the fixed number of payments/entitlements etc. and any unpaid wages the employee will receive as final pay

Notice Period

The Fair Work Act 2009 (Cth) stipulates that the minimum notice periods for termination varies with the employee’s length of service as below:

  • Less than 12 months of employment: 1 week’s notice
  • 1-3 years of employment: 2 weeks’ notice
  • 3-5 years of employment: 3 weeks’ notice
  • 5 + years of employment: 4 weeks’ notice

In addition, if an employee is over 45 years of age and has completed at least two years’ continuous service, an additional week of notice is required.
However, it is common practice in Australia for the award/contract/workplace agreement to have a more extended period of notice than the minimum requirement; this is commonly four weeks’ notice. Despite the minimum notice periods provided in the Fair Work Act 2009 (Cth), employees who have no notice period specified in their contract of employment may be entitled to what is called in Australia “reasonable period of notice” .
The reasonable period of notice will set a notice period of greater than the norm, and minimum, for employees with long lengths of service and/or where equivalent jobs/skills are in short supply.

Severance Pay

The entitlement to severance as a result of termination because of redundancy is based on a sliding scale and calculated by reference to the length of the employee’s period of continuous service on termination.

Period of continuous service Pay
Less than 12 months of service 0
12 months to less than 2 years of service 4 weeks’ pay
2 years of service to less than 3 years of service 6 weeks’ pay
3 years of service to less than 4 years of service 7 weeks’ pay
4 years of service to less than 5 years of service 8 weeks’ pay
5 years of service to less than 6 years of service 10 weeks’ pay
6 years of service to less than 7 years of service 11 weeks’ pay
7 years of service to less than 8 years of service 13 weeks’ pay
8 years of service to less than 9 years of service 14 weeks’ pay
9 years of service to less than 10 years of service 16 weeks’ pay
10 years and over 12 weeks’ pay

There are some exceptions to this entitlement. An employment contract, enterprise agreement, or modern award may also specify a greater entitlement.

Probation Period

Probation is not mandatory but it is common to use a period of 3-6 months (12 months for a small company). This can be greater or less as stated in the award/contract/workplace agreement.

Common Benefits

  • Commuter benefits (e.g., parking)
  • Fitness/wellness cover (e.g., gym memberships)
  • Meal vouchers/allowance
  • Entertainment (such as tickets to concerts, product discounts)
  • Life and private health insurance
  • Internet/phone allowance
  • Car allowance



Under the Migration Act 1958 and the Migration Regulations 1994, employers have a legal obligation to ensure all employees have the right to work in Australia. Even if they already live in Australia and are not Australian citizens, they may be permanent residents or New Zealand citizens on a special class of visa that allows them to remain in Australia indefinitely or have a temporary visa. All these types of visas need to be checked regularly by the employer via the Department of Home Affairs’ online verification system, the Visa Entitlement Verification Online (VEVO). If employers cannot find the appropriate person with the required skills/experience for a job, applications can be made to sponsor workers temporarily or permanently.

However, skilled workers must generally be included on the “Skilled Occupations List,” and the length of sponsorship is set by the length of time in the sponsored visa.
There are several ways to sponsor a skilled foreign worker:

  • Sponsor a skilled worker for permanent migration through the Employer Nomination Scheme (ENS) or the Regional Sponsored Migration Scheme (RSMS).
  • Sponsor a worker on a temporary visa through the Temporary Skill Shortage visa (subclass 482), which allows overseas people to come to Australia to work for up to 4 years.
  • Take over the sponsorship of temporary migrants already in Australia on skilled work visas.
  • Enter a labor agreement that allows you to employ several overseas skilled workers on a permanent or temporary basis by entering a formal labor agreement with the Australian government if the job is not on the Skilled Occupations List.



The standard rate of GST in Australia is 10.00%.

Stay up to date on payroll & employment law changes

Questions & Answers

Notify of
Newest Most Voted
Inline Feedbacks
View all comments
Tarryn Hoff
Tarryn Hoff
2 years ago

What is the maximum number of hours one can work per day including overtime? 

Emily Kuhnert
Emily Kuhnert
2 years ago
Reply to  Tarryn Hoff

Hi Tarryn, thank you for your question. This usually is determined by awards. However, in general, an employer may request that an employee works a “reasonable” amount of overtime. The employee is able to refuse. It is also important to note that other factors need to be taken into account, including risks to health and safety, the employee’s personal responsibilities (i.e. family obligations, personal circumstances), the amount of notice the employee was given before the overtime is performed, and more.

Download this guide to read later

Payroll and Benefits Guide in Australia – New South Wales

Download Free Guide

See how Papaya can help you automate your global payroll or EoR whilst staying 100% compliant with local labor laws

The information provided in the Papaya Global Web site is provided for informational purposes only. The materials are general in nature; they are not offered as advice on a particular matter and should not be relied on as such. Use of this Web site does not constitute a legal contract or consulting relationship between Papaya Global and any person or entity. Although every reasonable effort is made to present current and accurate information, Papaya Global makes no guarantees of any kind. Papaya Global reserves the right to change the content of this site at any time without prior notice. Papaya Global is not responsible for any third party material that can be accessed through this Web site. The materials contained on this Web site are the copyrighted property of Papaya Global unless a separate copyright notice is placed on the material. Papaya Global grants each user a non-exclusive, non-transferable license to access and download, display and print one copy of the content of this Web site on a single computer solely for internal, business use, provided that the user does not modify the site content in any way and that all copyright and other notices displayed on the site content are retained. Other reproduction, distribution, republication and re-transmission of materials contained within this Web site require Papaya Global’s prior permission.
Download this guide to read later

Payroll and Benefits Guide
in Australia – New South Wales

What’s covered in this guide:

  • Employer/employee contributions
  • Minimum wage
  • Working hours
  • Visa requirements

And more...

Download free guide
All questions are answered by our in-house compliance department working in conjunction with our local in-country partner for this specific country

Public Holidays Calendar

Australia – New South Wales
Date Day Holiday Notes
1 Jan 2024 Monday New Year’s Day
26 Jan 2024 Friday Australia Day
29 Mar 2024 Friday Good Friday
1 Apr 2024 Monday Easter Monday
25 Apr 2024 Thursday Anzac Day
10 Jun 2024 Monday King’s Birthday
7 Oct 2024 Monday Labour Day
25 Dec 2024 Wednesday Christmas Day
26 Dec 2024 Thursday Boxing Day