What Is Global Workforce Planning for SMEs?

It is the process of structuring international hiring to ensure compliance, cost control, and scalable growth.

Why Is Workforce Planning Critical When Hiring in Asia?

Because each country applies distinct labour, payroll, and tax rules that increase compliance risk.

How Does Eos Reduce Hiring Risk in ASEAN Markets?

By providing local HR, payroll, legal, and entity management expertise in each country.

Can Eos Support Hiring Without a Local Entity?

Yes. Eos offers EOR solutions across multiple Asian markets.

Does Eos Provide Regional or Country-Specific Support?

Both. Eos combines country-level expertise with a unified regional framework.

When Should SMEs Engage Eos for Workforce Planning?

Before making your first overseas hire or expanding into a new jurisdiction. Speak to our team to assess risk, confirm the right hiring model, and plan your Asia expansion with confidence.

What should companies prioritise when evaluating global payroll providers?

Compliance coverage, accountability, and scalability should take priority over software features alone.

Is payroll software enough for international expansion?

Payroll software supports calculations but does not replace local employment and compliance responsibility.

How does Eos help evaluate payroll providers?

With local presence across 27+ countries and partnerships like Hightekers, Eos combines legal expertise, automation, and cultural understanding to assess payroll risk and suitability.

Can Eos manage payroll across multiple regions?

Yes. Eos supports multi-country payroll delivery through a unified framework, reducing fragmentation and oversight gaps.

Does Eos support payroll for companies without local entities?

Yes. Through EOR-backed payroll, Eos enables compliant hiring without entity setup. Learn more about Eos's global PEO and EOR services.

Can Eos support payroll transitions as companies scale?

Yes. Eos supports entity setup, payroll migration, and long-term compliance planning as expansion matures. Speak with an Eos Global Expansion consultant today.

What is EOR-backed payroll for startups?

It is a payroll model where an Employer of Record legally employs staff abroad, handling payroll and compliance on behalf of the startup.

Is EOR-backed payroll suitable for early-stage companies?

Yes. It is commonly used by startups without local entities or internal payroll teams.

How does Eos support startups using EOR-backed payroll?

With local presence across 27+ countries and partnerships like Hightekers, Eos combines legal expertise, automation, and cultural understanding to support compliant growth.

Can startups hire across multiple countries using EOR-backed payroll?

Yes. Eos supports multi-country hiring through a single EOR framework, integrated with our Multi-Country Payroll & Accounting services.

Does Eos handle statutory payroll obligations?

Eos works with in-country specialists to manage statutory filings, reporting, and regulatory updates.

Can startups transition from EOR-backed payroll to local payroll later?

Yes. Eos supports entity setup and payroll migration as startups scale.

What is the difference between cross-border hiring and local hiring?

Cross-border hiring involves employment, payroll, and compliance requirements in the worker's country, rather than operating under a single domestic framework.

How can Eos support cross-border hiring without local entities?

Through Employer of Record models that enable compliant hiring without entity formation.

Which countries does Eos support for cross-border hiring?

Eos supports cross-border hiring across 27+ countries through local presence and partnerships such as Hightekers.

How does Eos manage payroll and employment compliance for cross-border teams?

Eos manages multi-country payroll and accounting by combining local legal expertise, automation, and cultural understanding to ensure compliance across jurisdictions.

When should businesses consider EOR models for cross-border hiring?

When speed, compliance certainty, or market testing are priorities during international expansion. Learn more about Eos's global EOR and PEO services.

What is the main difference between EOR payroll and self-managed global payroll?

EOR payroll transfers employment and payroll compliance to a local legal employer, while self-managed payroll keeps full responsibility with your company.

When should companies choose EOR payroll?

When speed to hire, compliance certainty, and flexibility are more important than long-term in-country infrastructure.

How does Eos deliver EOR payroll across multiple countries?

Eos delivers EOR payroll through local expertise and operational oversight, supported by partnerships such as Hightekers across 27+ countries.

How does Eos manage multi-country payroll reporting and compliance obligations?

Eos manages multi-country payroll and accounting by combining legal expertise, automation, and cultural understanding to support compliant payroll delivery.

Where can I learn more about Eos's EOR payroll and expansion support?

Speak with an Eos Global Expansion consultant for practical guidance, or learn more about Eos's global PEO and EOR services.

What is an Employer of Record in South Korea?

An Employer of Record in South Korea is a local company that becomes the legal employer of your staff, handling contracts, payroll, tax, social insurance, and compliance. You manage work, performance, and day-to-day direction; the EOR carries the legal employment risk.

When should we use EOR in South Korea instead of setting up a local entity?

EOR South Korea works best when: You are testing market demand or building an early team, You need to hire within weeks to support a project or client, Internal resources for payroll, HR, and compliance are limited, You want a bridge solution while entity setup is in progress. If you plan long-term, large-scale operations or need local licensing, an entity may be more appropriate. Eos plans the shift from EOR to entity so contracts, benefits, and tax treatment remain consistent.

How fast can we start hiring through Eos EOR services in South Korea?

Once we have agreed commercial terms and role details, hiring can normally begin within 1-2 weeks subject to: Completion of KYC and onboarding checks, Signed service agreement, Finalised package and contract terms for each hire. Immigration cases for expatriates may take longer depending on visa type and documentation.

How are payroll, tax, and social insurance handled for South Korea EOR employees?

Eos: Calculates gross-to-net pay including overtime, allowances, and bonuses, Withholds national income tax and local resident tax monthly and files with the National Tax Service, Registers and contributes to the four major social insurances on your behalf, Manages year-end tax adjustments, tax certificates, and payroll records. You receive a monthly payroll summary and one consolidated invoice for employer costs plus Eos's fee.

What are the main compliance risks when hiring in South Korea?

Key risk areas include: Mis-designed working time and overtime practices, Incorrect annual leave and holiday entitlements, Under-funded social insurance or late contributions, Poorly documented performance issues and dismissals, Wrongful dismissal claims due to lack of just cause and procedure. Eos focuses on prevention: correct contracts, compliant policies, clean payroll, and well-documented processes.

Can Eos support visas and work permits in South Korea?

Yes. Where permitted, we coordinate with immigration specialists to support appropriate work visa routes for expatriate hires, aligning job descriptions, salary levels, and documentation with visa requirements. We also manage the employment side (contract, payroll, social insurance) once the visa is approved.

How much do EOR service providers in South Korea typically cost?

Pricing usually reflects: Number and level of employees, Complexity of benefits (pensions, allowances, bonuses), Extra services such as recruitment support or immigration assistance. Eos provides clear cost breakdowns - base salary, employer on-costs, and our fee - so your finance team can model scenarios accurately.

What are the biggest compliance risks when hiring in ASEAN?

Incorrect payroll calculations, non-localised contracts, misclassification, and late tax filings are the most common issues. These lead to penalties, disputes, or licence exposure.

Do foreign companies need a local entity to hire in Malaysia, Indonesia, or Vietnam?

No. EOR allows you to hire legally without an entity. A local entity is only required for long-term operations or regulated sectors.

How does EOR reduce compliance risk?

The EOR becomes the legal employer, ensuring compliant contracts, payroll, tax filings, and statutory benefits while your company directs work.

What payroll rules differ the most across ASEAN?

Payroll frequency, overtime caps, social security contributions, and public holidays vary significantly between Malaysia, Indonesia, Vietnam, and the Philippines.

How can HR, finance, and legal teams maintain consistent compliance across multiple ASEAN countries?

Centralise governance but rely on local expertise or an EOR/PEO partner for country-specific execution. This prevents misalignment between global and local practices.

Can Eos support both EOR and future entity setup?

Yes. Eos supports EOR during early expansion and manages entity setup when your headcount grows.

What Is EOR Hiring and Why Is It Important in 2026?

EOR hiring is where a third party becomes the legal employer in a country while you manage day-to-day work. It is important in 2026 because it allows fast, compliant entry into new markets without the delay and cost of setting up entities.

Which ASEAN Country Should We Choose First for EOR Hiring?

It depends on your needs. Malaysia suits regional and professional roles, Vietnam and Indonesia are strong for tech and digital, and the Philippines excels in CX and shared services. Eos can review your role mix and suggest a phased entry plan.

How Does Eos Keep Our Company Compliant Across Multiple Countries?

Eos manages local contracts, payroll, tax withholding, and statutory benefits in each country. Our team monitors legal changes and updates documentation, so your HR and legal teams can focus on strategy and governance rather than local paperwork.

When Does It Make Sense To Move From EOR to Our Own Entity?

It makes sense when headcount, revenue, or regulatory requirements justify fixed local overhead. Eos helps you model break-even points and manages the transition so employees experience minimal disruption.

What Ongoing Support Does Eos Provide After Employees Are Onboarded?

We support you beyond contract signing, handling monthly payroll, statutory filings, contract updates, and day-to-day HR queries from both managers and employees. Your team also has direct access to senior Eos professionals for guidance on performance issues, policy changes, and future headcount planning in each country.

How Quickly Can We Start EOR Hiring With Eos?

Once terms and role details are agreed, Eos can usually onboard employees in one to two weeks in many ASEAN markets. You receive a clear timeline from contract issue to first payroll to plan start dates accurately. Speak with Eos Global Expansion specialist today

What Is An Employer Of Record (EOR), And How Does It Ensure Compliance?

An Employer of Record is a third party that becomes the legal employer of your staff in a country, while you direct their day-to-day work. A compliant EOR manages contracts, payroll, taxes, benefits, and statutory processes in line with local law, and keeps documentation ready for audits or disputes.

How Often Does Eos Recommend Reviewing EOR Compliance?

Eos recommends at least an annual review, with additional check-ins after major legal changes, acquisitions, or new market entries. Many clients integrate this checklist into their year-end audits and workforce planning cycles so HR, finance, and legal stay aligned.

Does Using An EOR Eliminate Permanent Establishment (PE) Risk Or Fines?

No. An EOR can reduce some risks, but it does not remove PE risk entirely. Tax and legal authorities look at the substance of your activities, so you still need advice on where decision-making, contracts, and revenue generation sit in your group.

How Does Eos Monitor Labour Law Changes And Evolving Regulations?

Eos combines in-country legal partners, specialist HR and payroll teams, and continuous monitoring of official guidance to track regulatory changes. We translate developments into clear actions for your contracts, payroll, and policies, and explain what they mean for cost and risk.

Australia Statutory Updates 2025

Table of Contents

Here are Australia’s statutory updates for 2025.

Effective for Programme Year 2025–26

Permanent Migration Program Planning Levels Confirmed

The Australian government will maintain 185,000 permanent migration places for 2025–26, unchanged from last year, with the majority allocated to skilled migrants and the remainder to family and special categories.

Key Details:

The total programme cap remains at 185,000 places.
Places are allocated as follows:
- Skill stream: 132,200 (approx. 71% of the total)
- Family stream: 52,500 (approx. 28% of the total)
- Special Eligibility stream: 300
A new Talent and Innovation category is available in the Skill stream, combining the previous Global Talent and Distinguished Talent visas as well as the new National Innovation visa.
The Family stream remains demand-driven for Partner and Child visa categories.
These allocations provide clarity for employers and HR teams planning skilled migration and sponsorship for the year ahead.

Source: Australian Government – Migration Program planning levels

Effective July 2025

Australia Updates to Innovation Visa Programmes Across NSW, South Australia, and Victoria

Several Australian states have updated their nomination criteria under the Business Innovation and Investment Programme (BIIP) for the 2024/25 programme year:

New South Wales (NSW):

New nomination criteria have been published for the Investor and Significant Investor streams.
The application window is now open.

South Australia:

Now accepting nominations for the Business Innovation, Investor, and Significant Investor streams.
New criteria include changes to funding thresholds and business proposal requirements.

Victoria:

Currently accepting only the Significant Investor stream.
Other BIIP streams remain closed.
These updates affect foreign nationals seeking state-nominated visas for business or investment purposes in Australia.

Source: Fragomen

Australia Raises Minimum Salary Thresholds and Superannuation Contributions

The Australian government has announced increases in salary thresholds and mandatory superannuation contributions for skilled workers, impacting employer obligations.

Key Details:

Core Skills Income Threshold: Increased to AUD 76,515 (previously AUD 73,150).
Specialist Skills Income Threshold: Increased to AUD 141,210 (previously AUD 135,000).
Superannuation Contributions: Employers must increase mandatory superannuation from 11.5% to 12%.
Regional Sponsored Visa Programs: The Temporary Skilled Migration Income Threshold (TSMIT) for regional-sponsored visas will be announced later in 2025.

Employers must ensure compliance with updated salary thresholds while maintaining market-rate guaranteed earnings for sponsored workers.

Source: Fragomen

Northern Territory Raises Payroll Tax-Free Threshold

The Northern Territory (NT) Government will increase the payroll tax-free threshold from $1.5 million to $2.5 million starting 1 July 2025 to support businesses and reduce tax burdens.

Key Updates:

Higher Tax-Free Threshold: Employers will only be liable for payroll tax if their taxable wages exceed $2.5 million annually.
Increased Maximum Deduction: The deduction cap rises to $2.5 million.
Exemption for Apprentices & Trainees: Wages paid to apprentices and trainees will be exempt from payroll tax.
Payroll Tax Waiver (January – June 2025): Businesses with wages below $2.5 million will be exempt from payroll tax during this period but must notify the Territory Revenue Office (TRO).

Source: Northern Territory Treasury and Finance

Effective June 2025

Australia Launches State‑Backed National Innovation Visa Pathways

New South Wales and South Australia have unveiled invitation-only nomination pathways under the newly introduced National Innovation Visa (subclass 858), aimed at attracting exceptionally talented individuals to live and contribute permanently to Australia.

Key Details:

Invitation-Only Program: Applicants require nomination from NSW or South Australia.

NSW Nomination Categories:

Academic & Researcher
Entrepreneur
Innovative Investor
Sports Professional
Creative Professional

South Australia Nomination Categories:

Global Researchers & Thought Leaders
Entrepreneurs
Innovative Investors
Creative Talent

Other Globally Talented Individuals

The visa pathway focuses on individuals with global recognition in innovation, research, investment, sports, arts, or other exceptional achievements.

Source: Fragomen

Australia Implements Multifactor Authentication for ImmiAccount

The Department of Home Affairs has introduced multifactor authentication (MFA) for all ImmiAccount users to enhance cybersecurity.

Key Details:

All new and existing users must set up MFA when logging in or updating account details.
Users can authenticate via an authenticator app or receive a one-time code by email.
The update adds an additional security layer to protect sensitive immigration-related data.
Users are encouraged to install an authenticator app and verify their email address in advance.

Source: BAL – Cybersecurity Enhancements on ImmiAccount Are Now Live, Multifactor Authentication Security Added to ImmiAccount

Effective April 2025

Australia Introduces Online Services for Paper-Based Parent Visa Applications

The Australian Department of Home Affairs now allows applicants to import their paper-based Parent visa applications into the online ImmiAccount system.

Key Details:

Applicants can import their Parent visa application into ImmiAccount once the Department of Home Affairs has acknowledged receipt.
Importing an application into ImmiAccount provides access to online services, including:
- Uploading supporting documents
- Updating personal details
- Viewing the application status
This service is available for all new and existing applications, except for Parent (subclass 103) visa applications lodged before November 2018.

Source: BAL

Effective January 2025

Changes for Australian Businesses in 2025

Australia has introduced several key regulatory and compliance changes for businesses effective from 1 January 2025:

Superannuation Guarantee Rate Increase: The superannuation rate will rise from 11% to 11.5% for all eligible employees.
Climate Reporting Requirements: Large businesses must start submitting climate-related financial disclosures in line with international standards.
Data Privacy Rules: Enhanced requirements for businesses handling sensitive customer data, including stricter penalties for breaches.
Business Grants Expansion: Programs supporting digital adoption, workforce upskilling, and sustainability projects will be extended in 2025.

These changes aim to strengthen business compliance, sustainability, and workforce benefits.

Source: Business.gov.au

Australia Increases Welfare Payments and Support Thresholds

A series of welfare payment increases and reforms will take effect in January 2025, reflecting adjustments linked to inflation and cost-of-living measures.

Key Increases:

Youth Allowance:
- Recipients will see fortnightly increases of $15 to $30.60, depending on family circumstances.
- Parental income test threshold rises by $2,555 to $65,189 per annum.
Austudy:
- Single parents with children will receive the largest increase of $30.60 per fortnight.
- Single and partnered recipients without children will see a $24.30 increase.
ABSTUDY Living Allowance:
- Fortnightly increases range from $1.50 (children under 16) to $54 for Masters or Doctorate students, totalling $1,285.40 per fortnight.
Disability Support Pension (Under 21):
- Independent singles under 18, those aged 18-20, and partnered recipients will receive increases of $30.10 per fortnight.

These updates aim to improve financial support for students, young Australians, and Aboriginal and Torres Strait Islander recipients.

Source: News.com.au

Effective Late 2024 – 2025

Australia to Simplify Immigration System and Introduce Skills Shortage Visa

The Australian government will streamline visa categories and introduce a new Skills in Demand Visa to address labour shortages.

Key Updates:

New Skills in Demand Visa: A three-tier system for high, core, and essential skills.
Faster Processing: Simplified visa rules to reduce delays.
Stronger Compliance: Increased oversight to prevent worker exploitation.

Implementation Timeline:

Late 2024 – Early 2025: Visa process simplifications.
2025: Launch of the new Skills in Demand Visa.

These changes aim to attract global talent while strengthening workforce regulations.

Source: Fragomen

Author

eosadmin

Eos Global Expansion is the one-stop shop for global expansion and provides global HR services. Hire staff quickly & compliantly, without the cost, delays, or resource drain of setting up a foreign subsidiary.

Reviewer

Chris Alderson MBE

Chris Alderson is a seasoned CEO with over 25 years of experience, holding an honours degree from Durham University. As the founder and CEO of various multinational corporations across sectors such as Manufacturing, Research & Development, Engineering, Consulting, Professional Services, and Human Resources, Chris has established a significant presence in the industry. He has served as an advisor to the British, Irish, and Japanese governments, contributing his expertise to international trade missions, particularly focusing on global expansion and international relations. His distinguished service to the industry was recognised with an MBE (Member of the Order of the British Empire) awarded by Her Majesty Queen Elizabeth II.

Australia Statutory Updates 2025

Effective for Programme Year 2025–26

Permanent Migration Program Planning Levels Confirmed

Effective July 2025

Australia Updates to Innovation Visa Programmes Across NSW, South Australia, and Victoria

Australia Raises Minimum Salary Thresholds and Superannuation Contributions

Northern Territory Raises Payroll Tax-Free Threshold

Effective June 2025

Australia Launches State‑Backed National Innovation Visa Pathways

Australia Implements Multifactor Authentication for ImmiAccount

Effective April 2025

Australia Introduces Online Services for Paper-Based Parent Visa Applications

Effective January 2025

Changes for Australian Businesses in 2025

Australia Increases Welfare Payments and Support Thresholds

Effective Late 2024 – 2025

Australia to Simplify Immigration System and Introduce Skills Shortage Visa

Author

eosadmin

Reviewer

Chris Alderson MBE

Share:

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Country Coverage

Tags:

australia, statutory update

Latest News

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EOR Payroll vs Self-Managed Global Payroll: What’s the Difference?

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Australia Statutory Updates 2025

Effective for Programme Year 2025–26

Permanent Migration Program Planning Levels Confirmed

Effective July 2025

Australia Updates to Innovation Visa Programmes Across NSW, South Australia, and Victoria

Australia Raises Minimum Salary Thresholds and Superannuation Contributions

Northern Territory Raises Payroll Tax-Free Threshold

Effective June 2025

Australia Launches State‑Backed National Innovation Visa Pathways

Australia Implements Multifactor Authentication for ImmiAccount

Effective April 2025

Australia Introduces Online Services for Paper-Based Parent Visa Applications

Effective January 2025

Changes for Australian Businesses in 2025

Australia Increases Welfare Payments and Support Thresholds

Effective Late 2024 – 2025

Australia to Simplify Immigration System and Introduce Skills Shortage Visa

Author

eosadmin

Reviewer

Chris Alderson MBE

Share:

Categories:

Country Coverage

Tags:

australia, statutory update

Latest News

China Work Permit Salary Requirements Tightened for Category A and B in 2026

EOR Payroll vs Self-Managed Global Payroll: What’s the Difference?

What Is Cross-Border Hiring and How Does It Benefit Businesses?

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