A practical guide for foreigners (working holiday, study, migration) looking for work in Australia. It covers writing an Australian-style resume and cover letter, using job sites like Seek and Indeed, interview etiquette, preparing your TFN and superannuation, references and industry tips. The job market, wages and rules change often by industry and time, so always check the latest information on the official sites below for specific figures or conditions.
In Australia, the conditions under which you can work differ by visa type. The starting point is to first check your own visa's work conditions — working holiday (subclass 417/462), student visa, permanent and temporary work visas all have different rules (limits on weekly hours, on how long you can work for the same employer, etc.). Visa conditions can change, so check the latest details with the Department of Home Affairs (immi.homeaffairs.gov.au). Combining several channels — online job sites, networking, local communities and dropping off resumes in person — increases your chances.
An Australian resume is usually called a 'Resume' or 'CV' in English. Unlike in some countries, it's standard not to include personal information like a photo, date of birth, marital status or ID number. This follows anti-discrimination practice, so you include only your name, contact details, a brief summary, work history, education, skills and references. A length of about 1–2 pages is fine.
A cover letter is a one-page letter explaining 'why you're applying for this company/role' and 'how you can help'. It's effective to pair your experience with the required skills (selection criteria) listed in the ad. State the company name and the hiring manager's name accurately, and tailor the content to each ad. It's best to avoid the impression of copying a generic template.
The most widely used job sites in Australia are Seek and Indeed. Search by role, area and employment type (full-time/part-time/casual), and set up a job alert to get new ads quickly. Each platform's features and policies can change, so check the detailed usage on the relevant site directly.
Australia's largest job site. Rich in listings by role and area, with alerts and profile features.
A global aggregated job platform. It gathers a wide range of listings and supports easy apply.
Profile-based networking and job search. Highly useful in office and professional roles and easy to connect with recruiters.
You can find casual and local jobs on Gumtree, local Facebook groups, and community boards.
Australian interviews are often relatively relaxed and conversational, but punctuality and a prepared attitude are taken seriously. Research the company in advance and be ready to explain your experience with concrete examples. Dressing neatly to suit the role is fine.
STAR technique: For experience questions, answering in the order Situation, Task, Action, Result lets you explain in a structured, effective way.
A TFN is your personal tax number, needed to work or lodge tax in Australia. You usually apply for it free through the Australian Taxation Office (ATO, ato.gov.au). You can start work without a TFN, but if you don't provide one, a higher rate of tax may be withheld, so apply early and give it to your employer. Application conditions and the process can change, so it's accurate to check the latest guidance with the ATO.
Super is Australia's retirement savings system, where employers contribute a legally set percentage for eligible workers. The contribution rate is set by law and adjusted over time, so check the current rate and whether it applies to you with the ATO. You usually choose your own Super account (fund) and tell your employer, and temporary visa holders leaving Australia permanently may in some cases be able to claim back their balance via the DASP (Departing Australia Superannuation Payment).
Specific tax and super rates, requirements and refund conditions differ by personal situation and change often. Rather than assuming, check the official ATO guidance, and for complex cases, we recommend consulting a registered tax agent or a professional.
In Australia, a 'reference check' — asking a previous employer or colleague about the candidate — is common near the end of hiring. You usually prepare about two references with their name, title and contact details. If you only have overseas experience, line up a referee who can communicate in English, or secure a manager from somewhere you've worked in Australia, even briefly — that helps.
The fields where working holiday makers and students often work, and professional roles, each have slightly different job-search approaches. Check your visa conditions and whether your qualifications are recognised, and use the channels that suit the field. Qualification and licence requirements can differ by state and occupation, so it's accurate to check with the relevant official body.
Cafés, restaurants, bars and so on. In some states a qualification such as an RSA may be needed to serve alcohol, so it's good to check in advance. Dropping off your resume in person can also be effective.
Seek and LinkedIn are heavily used. English communication, relevant experience and whether your qualifications are recognised matter, and some roles may need an overseas qualification recognition process.
Electrical, plumbing, carpentry and so on often need a state licence or a skills assessment. Requirements differ by occupation and state, so check with the relevant authority.
These can be linked to working holiday visa extension requirements. Cases of mistreatment and unpaid wages have been reported, so confirm the conditions in writing and contact Fair Work if anything seems off.
Australia's largest job site — search ads by role and area, with alerts
Indeed Australia — aggregated job search and quick apply
Australian Taxation Office — TFN applications, and official tax and superannuation guidance
Fair Work Ombudsman — minimum wage, work conditions and rights guidance and enquiries
Workforce Australia — government job-search support services and job information
Landing the job is only half the story. From your legal rights at work and how to resolve disputes, to getting overseas qualifications recognised, reading employment contracts, claiming tax refunds, planning your pathway beyond a temporary visa and strategies for changing jobs — this is the in-depth information every worker in Australia needs, whatever your visa status.
As a rule, anyone working in Australia is protected by the Fair Work Act 2009 and the National Employment Standards (NES), no matter what visa they hold. Core entitlements like minimum wage, breaks and paid leave (casuals excepted) apply to working holiday makers and student visa holders too. The line "you've breached your visa conditions, so reporting me will only hurt you" is a common intimidation tactic — the Fair Work Ombudsman (fairwork.gov.au) helps regardless of your visa status and also runs an Anonymous Report channel.
You can look up the hourly rate, weekend and night penalty rates, and casual loading under the Award covering your occupation using the Fair Work Ombudsman's Pay and Conditions Tool (calculate.fairwork.gov.au). The minimum wage is adjusted by a Fair Work Commission decision around 1 July each year, so check again once the new financial year ticks over. Offers of cash in hand in exchange for a lower hourly rate are a classic pattern that ends in wage theft and tax trouble.
If your wages are late or below the Award, the usual sequence is: (1) gather your payslips and records of hours worked, (2) raise it with your employer in writing (email), and (3) if it isn't resolved, ask the Fair Work Ombudsman for help. Employers must provide a payslip within one business day of paying you, so a workplace that doesn't issue payslips is a warning sign in itself. If English is a hurdle, you can speak to the FWO through the TIS National interpreting service (131 450).
Unfair dismissal applications go to the Fair Work Commission (fwc.gov.au), and there is a strict deadline of 21 days from the date the dismissal took effect — late applications are only accepted in exceptional circumstances. There are eligibility requirements such as a minimum period of service, and casuals who worked on a regular and systematic basis can sometimes qualify too, so check the FWC guidance before giving up. If the dismissal amounts to discrimination or payback for exercising a workplace right, there is a separate avenue called General Protections.
Workplace sexual harassment and discrimination can be raised with the Australian Human Rights Commission (humanrights.gov.au), state bodies (e.g. Anti-Discrimination NSW) or the Fair Work Commission, and employers now carry a positive duty to prevent sexual harassment. Workplace safety issues (injuries, being pressured into dangerous work) sit with state regulators like SafeWork NSW and WorkSafe Victoria. If you're injured at work, you can often claim workers' compensation regardless of your visa — report the incident immediately and keep records.
Each state's Legal Aid (e.g. Legal Aid NSW, Victoria Legal Aid) and local Community Legal Centres often provide free or low-cost advice on employment disputes. Some states, including Victoria, have specialist employment law centres such as JobWatch. Joining your industry union is another way to get advice and representation in a dispute, and treating you unfavourably for being a union member is against the law.
Skilled migration and some work visas require a Skills Assessment from the designated assessing authority for your occupation. ACS (Australian Computer Society) covers IT, CPA Australia and CA ANZ cover accounting, Engineers Australia covers engineering, ANMAC covers nursing and AITSL covers teaching — find yours on the Department of Home Affairs occupation lists. Assessments can take months and require English-language evidence of your experience (reference letters detailing your duties), so start well ahead of your visa timeline.
For health professions like nursing, medicine and pharmacy, the migration Skills Assessment is separate from the registration you need to actually practise — that runs through Ahpra (Australian Health Practitioner Regulation Agency) and the relevant national board. Registration requires English test results (IELTS, OET etc.) and verification of qualifications, and overseas-qualified practitioners may face extra assessments or a bridging program. Assuming "I've passed the migration assessment, so I can start work straight away" is a common mistake.
Trade licences for electrical, plumbing and the like are state-based, not federal: NSW Fair Trading in NSW, the Victorian Building Authority and Energy Safe Victoria in VIC, and the QBCC (Queensland Building and Construction Commission) in QLD, with requirements varying between states. Automatic Mutual Recognition exists between states, but there are exceptions by trade and state, so check with the relevant regulator before relocating. Unlicensed electrical or plumbing work is illegal and can attract hefty fines.
If you picked up your trade overseas, there are pathways to convert it into an Australian qualification (such as a Certificate III) via a Trades Recognition Australia (TRA) assessment or Recognition of Prior Learning (RPL) through a Registered Training Organisation (RTO). The process and cost vary widely by trade and state and can take months or longer, so if a licence is the goal, first confirm the pathway is one the state licensing body actually accepts. Beware of unaccredited outfits spruiking RPL as a "pay your money, get your certificate" deal — it's a known scam.
Full-time and part-time employees get paid annual and sick leave plus notice of termination, but at base rates of pay; casuals receive a casual loading on top but no paid leave and no guaranteed hours. Casuals who've worked a regular pattern for a certain period may be able to request conversion to permanent (casual conversion) — check the requirements with the Fair Work Ombudsman. A common mistake is taking "casuals get a higher hourly rate" at face value without comparing your pay against the Award to confirm the loading is actually in there.
Before signing, check the probation period, notice period, which Award or Enterprise Agreement applies, and any restraint of trade clause. Employers must give you the Fair Work Information Statement when you start (plus the Casual Employment Information Statement if you're casual). Anything promised verbally — working from home, allowances — should always be captured in the contract or in an email; it's the only safe way.
Australian job ads mix "package including super" and "plus super", so the same number can mean very different take-home pay. When you receive an offer, confirm in writing the base salary, whether super is included, any allowances, and when overtime and weekend penalty rates apply. Mistaking the total package for your pre-tax base salary is the most common slip-up.
Under the NES, full-time employees accrue 4 weeks of paid annual leave and 10 days of paid personal/carer's leave per year, with part-timers accruing pro rata. Long service leave is set by state legislation, so the qualifying period and entitlement differ from state to state. Unused annual leave is generally paid out when you leave, so keep an eye on the leave balance shown on your payslip.
The right time to negotiate is after you receive the offer and before you sign — polite negotiation over terms is completely normal in Australia. Beyond salary, things like work-from-home days, start date, training budgets and purchased leave can all be bargaining chips. Backing your ask with objective evidence such as SEEK salary data or comparable job ads is a safe approach, and it's best to avoid nailing down a salary figure early in the interview process.
The Australian financial year runs from 1 July to 30 June, and lodging your own tax return through myTax (with the ATO linked to your myGov account) is free. The self-lodgment deadline is usually 31 October; going through a registered tax agent can give you a later deadline. Wait until your employer's income statement shows as "tax ready" — typically mid-to-late July — before lodging, so the pre-fill kicks in and reduces errors.
Compulsory logo uniforms, tools of trade, self-education directly related to your current job, and working-from-home expenses can all be deductible. Ordinary everyday clothing and your regular home-to-work commute generally aren't — trying to claim them is a common way people end up on the ATO's radar. Keep receipts and records for five years as a rule; the myDeductions feature in the free ATO app makes it easy to manage.
Whether you're a tax resident is judged on your actual living circumstances, separately from your visa type, and residents have a different rate structure including the tax-free threshold. Working holiday visa holders are taxed at separate working holiday maker rates. If you're unsure where you sit, check the residency tests on the ATO website (ato.gov.au), and in a year your visa changes — say, student visa to 485 — it's safest to see a tax agent.
Your tax includes the Medicare levy, but many temporary visa holders aren't eligible for Medicare and may be able to claim an exemption. You apply to Services Australia for a Medicare Entitlement Statement and include it in your tax return. On the flip side, higher earners who are Medicare-eligible can cop the Medicare Levy Surcharge if they don't hold private hospital cover — so work out which side you're on first.
Payouts of unused annual leave and long service leave on resignation can be taxed differently from ordinary wages, so if the amount is substantial, it's worth a tax agent's look. If you're leaving Australia permanently partway through the financial year, early lodgment is possible in some cases. Switch your myGov email and phone details to something you can use overseas before you depart.
Second-year and third-year working holiday visas require 88 days and 6 months respectively of specified work (farming, fishing, construction and the like) in designated regional areas; the eligible industries and postcodes are published by the Department of Home Affairs separately for each visa subclass (417/462). The key is evidence — keep every payslip and employment record. Cash work with no paper trail may not count towards your days, and "we'll sign you off for a fee" arrangements are a scam that can end in visa cancellation.
The Temporary Graduate visa (subclass 485) is a work visa for graduates who have completed a registered course of sufficient length in Australia and apply within a set window — it's the classic pathway for building Australian experience after graduation. The application window, age limit, stay period and English requirements have been revised frequently in recent years, so check the requirements that will apply at your graduation on Home Affairs (immi.homeaffairs.gov.au) while you're still studying. Finding out the requirements just before graduating and missing the window is a common mistake.
Points-tested skilled migration (subclasses 189/190/491 etc.) runs in this order: (1) confirm your occupation is on a skilled occupation list, (2) pass the Skills Assessment with the assessing authority, (3) lodge an EOI (Expression of Interest) in SkillSelect, and (4) apply for the visa after receiving an invitation. Points hinge on age, English scores, experience and qualifications, so check list eligibility and assessment requirements with Home Affairs from the moment you're choosing an occupation or field of study. Points thresholds and lists change all the time — go by official guidance, not stale community posts.
Relevant Australian work experience is a core asset for both skilled migration points and employer-sponsored visas (e.g. Skills in Demand, subclass 482). While employed, or when you leave, secure an English reference letter stating your duties, dates and weekly hours, plus payslips, and keep them safe — plenty of people find years later they can't prove their experience because the company folded or the manager is uncontactable. Changing employers on a sponsored visa may require a new nomination from the incoming employer, so for migration decisions it's safest to consult a MARA-registered migration agent (check registration at mara.gov.au).
Under the Fair Work Act, employees with 12 months' service who fall into certain categories (parents of young children, carers, people with disability, those 55 and over, etc.) have the right to request changes to their hours or location in writing; the employer must respond in writing within 21 days and can only refuse on reasonable business grounds. Even if you don't qualify, working from home and staggered hours are still negotiable — just get any agreement down in an email. Unresolved disputes can in some cases be taken to the Fair Work Commission.
If you're told to "get an ABN and work as a contractor" while being directed like an employee — set hours, set location, set methods — it may be sham contracting, a pattern especially common in cleaning, delivery and construction labouring. A genuine independent contractor carries their own tax, super and public liability insurance, so on the same hourly rate you end up worse off than an employee. See the Fair Work Ombudsman's guidance for the tests that apply and how to report it.
Australian recruiters usually seek your consent before running reference checks, so it's perfectly fine to ask that your current employer only be contacted once the offer is confirmed. Line up two referees first from previous managers or colleagues you worked closely with; LinkedIn recommendations work as supporting material. As for career gaps, Australian hiring culture prefers a one-line honest explanation of what you were doing (caring, travel, study) over trying to hide them.
Hand in your resignation in writing — email is fine — and stick to the notice period in your contract. Disappearing without notice leaves a mark in a small industry and can spark disputes over your final pay. Even in Australia, where changing jobs is routine, a string of sub-12-month stints will draw questions at interview, so have a one-sentence reason ready for each move. If you're given a counter-offer, judge it on whether it actually fixes whatever made you want to leave in the first place, not just the salary.
Public work carries weight in Australian hiring too — GitHub and a personal portfolio site for IT, Behance for design — and for general roles, putting numbers against your achievements on your resume (revenue, throughput, improvement rates) is what cuts through. Australia tends to value hands-on experience and references over certificates, but some roles do list specific certifications such as cloud credentials in the ad, so skim ten target job ads and fill the common requirements first. Short TAFE courses and online micro-credentials are a good way to show local study on your record.
Whether and on what conditions you can work (limits on hours and duration) differ by visa type. Working holiday, student and work visas each have different rules, so check your own visa's work conditions with the Department of Home Affairs first. This is general guidance only and individual cases can differ.
Generally, an Australian resume doesn't include personal info like a photo, date of birth or gender. This follows anti-discrimination practice, so it's usual to focus on your name, contact details, work history, education, skills and references.
A TFN is usually applied for free on the Australian Taxation Office (ATO) website. It's best to apply just before or right after you start work and give it to your employer. If you don't provide one, a higher rate of tax may apply. Application conditions and process can change, so check the latest with the ATO.
Super is Australia's retirement savings system; if you meet the eligibility requirements, your employer contributes a legally set percentage. Temporary visa holders leaving Australia permanently may in some cases claim it back via the DASP. The contribution rate and refund conditions depend on your situation and timing, so check with the ATO.
Before you're licensed, working as a trades assistant (electrical or plumbing) or labourer is a realistic way to build local experience and referees. Entering construction sites requires a White Card (construction induction) issued through state SafeWork-approved training, and venues serving alcohol require an RSA (Responsible Service of Alcohol) certificate, which is also state-based. Cards and certificates issued in one state may not be recognised in another, so get them in the state where you'll actually be working.
Before engaging a tax agent, look them up on the Tax Practitioners Board register (tpb.gov.au) to confirm they're a registered tax agent. Registered agents' fees can be deductible in the following year's return. Unregistered operators promising big refunds while asking for your myGov password have led to false claims and outright fraud — the ATO warns about this repeatedly. Never share your password.
When your temporary visa ends and you leave Australia permanently, you may be able to claim your super back through the ATO's DASP (Departing Australia Superannuation Payment) online system — note that amounts accrued on a working holiday visa can be taxed at a notably high rate, so check the current rate with the ATO. Before departing, get your super fund account details, TFN and a copy of your ID in order to make applying from overseas easier. Your final financial year's tax return can still be lodged through myTax after you've left, so make sure your myGov sign-in method works from overseas.
An internal transfer can be the smoother path on a sponsored visa, since the sponsorship relationship stays intact, and tenure-based entitlements like long service leave carry over. Moving externally tends to deliver the bigger pay rise, so it's worth checking your market rate every year or two. Sponsored visa holders must check their visa conditions (the process for changing employers) before moving, and consult a MARA-registered migration agent if needed.
Casual jobs such as hospitality, cleaning, and farm/seasonal work tend to have a relatively low barrier to entry. Many people build English and local experience while working and gradually move into office and professional roles. That said, the field and qualification requirements can differ, so checking is needed.
Having a local reference helps but isn't essential. If you have no Australian experience, you can build references through volunteering or short casual work, or prepare a previous employer who can communicate in English as a referee. Get your referee's consent in advance.
If you have questions about work standards like the minimum wage, breaks or overtime, or suspect unpaid wages, you can contact the Fair Work Ombudsman (fairwork.gov.au). Regardless of visa type, workers in Australia are often guaranteed basic rights, but the specific application depends on the situation, so check the official body's guidance.
