Blog
< Back to Blogs
Relocating from the UK to Australia: What You Need to Know
April 20, 2022
A destination favoured by many workers, immigrants and tourists, Australia regularly ranks highly on global indexes for quality of life, economic security, healthcare and education.
As the world's largest island, Australia has abundant natural resources, endless coastline, a laid-back culture and political stability, making it a popular choice of destination for professionals around the world. Beyond the cliché images of suntanned Australians and exotic wildlife, there is also a maturing tech industry where competition for quality talent is high.
For technology professionals, career opportunities with strong jobs growth predicted for technology-related professions. The Australian Government has estimated the growing pace of digitalisation across a range of industries will create 250,000 new jobs by 2025. The number of technology workers in the country increased by 6.8% between 2018 and 2019.
If you're thinking about packing your bags and moving to Australia, our guide will cover all the essentials you need to know.
Lifestyle and Weather
Australia is notable for the amount of sunshine it gets relative to European and North American regions, making the climate more conducive to outdoor activities, such as days at the beach or park.
In a country of Australia's size, there are significant variations in climate from north to south and east to west. Much of coastal Queensland (especially north of Brisbane) shares a tropical climate with the top end of Northern Territory which is home to Darwin. The south-eastern coastal areas (Canberra, Adelaide, Melbourne, Sydney and Hobart) are relatively temperate with distinct seasons. In the western and central desert regions (Perth, Alice Springs), you can expect hotter and drier weather.
Although Australia's outdoorsy image is the most common perception of the country, those who prefer indoor entertainment also have many options to choose from. Every major city and town has its own take on café culture. The capital cities in particular feature a broad range of cuisines and experiences for foodies, wine lovers and coffee drinkers. You're bound to find something that suits your taste.
Beyond the towns and cities, the Australian outback offers a vast array of landscapes, including bushland, desert, rainforest and open plains, with a deep connection to Aboriginal culture and communities.
Sport remains a major national pastime. Rugby, football, cricket, netball, surfing and tennis are among the most popular competitive sports to watch and play, while many locals also like to frequent the gym, go for walks, swim and practise yoga.
Living Costs and Accommodation
The sky is the limit for property choices in Australia. In the apartment market, large cities tend to have the highest concentration of new dwellings. For detached houses, a broad range of housing types can all be found within the same city and across the regions.
Australia can be seen as a particularly expensive place to live, especially in Sydney and Melbourne, where living costs are on par with other large cities in Europe and the USA. Higher minimum wage and competitive salaries do make all the difference, however, and many workers coming from parts of Europe, Asia and the USA often find they can earn more in Australia.
When weighing up living costs, it's more accurate to look at city comparisons, as the differentials are markedly wider than those at country level. For example, at a national level, Australia is currently ranked 14th on the global Cost of Living Index, while Ireland ranks 16th, the Netherlands 17th, United States 26th and United Kingdom 27th. Comparing these rankings by city, Sydney is 42nd, while London is 34th, New York is 14th and San Francisco is 22nd.
Living slightly outside the city centre can also make a significant difference to your accommodation expenses, without missing out on the lifestyle.
Renting
If you are renting property in Australia, expect to buy your own furniture and appliances before you move in. Except for serviced apartments and some properties rented out using platforms such as Airbnb, rental properties are usually unfurnished.
Rental payments are generally made once a week, or once every two weeks, with rates advertised accordingly on real estate websites. New rental tenants must pay a deposit (sometimes referred to as a 'bond') upon signing a new lease, which usually equates to a month of rent.
The average weekly rent for a two-bedroom apartment is $509 (AUD) in Sydney, $419 in Melbourne,
$408 in Brisbane, and $569 in Canberra.
Buying
As is the case with the rental market, property in the largest eastern cities is the most expensive. The average asking price for a house is $1.746 million in Sydney, $1.163m in Melbourne and $1.097m in Canberra.
Anyone on a short-term visa or other form of temporary residency needs to apply to the Foreign Investment Review Board (FIRB) to purchase property in Australia. If you are buying a home with a partner who is an Australian citizen or permanent resident, you can avoid FIRB approval.
As a non-citizen, you will be able to apply for an Australian mortgage but may need to pay a higher deposit and increased interest rates compared with local tax residents. Property loans require an upfront deposit of 20% of the total purchase price in Australia. While local banks can accept a lower deposit in some circumstances, you will be expected to pay an additional ongoing 'mortgage insurance' rate if you can't pay the full deposit.
Each state and territory government also charges property buyers a form of transfer duty (or 'stamp duty'). It is a good idea to be aware of the transfer duty amount that will apply before you buy a home, as this effectively adds to the purchase price.
Tax, Visas, Healthcare and Pensions
Taxation
Tax returns are lodged with the Australian Taxation Office (ATO) each year and the Australian financial year starts on 1 July and ends on 30 June.
Australia, like the UK, US, New Zealand, Germany and Denmark, applies progressive rates of tax to individuals' income, but there are variations to this system according to your residency status.
Individuals who have moved to Australia for work may be considered either a foreign resident or temporary resident for tax purposes, and will be taxed at different rates to Australian permanent residents and citizens. People who are classified as foreign residents are taxed at a rate of 32.5 cents for each dollar on all income up to $120,000 AUD.
Note that different tax rates apply to temporary tax residents depending on the visa categories they fall under, such as those who are working under visa subclasses 417 or 462. To learn more, visit the Australian Taxation Office website, which is the central source of information on tax in Australia. The tax system in Australia can be complex, so it may also be worthwhile enlisting the help of an accountant.
Visas and Immigration
Australia offers a number of different working visas depending on the skills and experience you have, and where you want to live. Before you travel to Australia, it's important to have the visa that matches the kind of work you will be doing. The best starting point for finding the right visa is the Australian Department of Immigration's visa finder website. Speaking to a tech recruitment specialist in Australia can also provide you with current information.
As demand for technology professionals is especially high in Australia, a range of IT jobs are eligible for visa applications. To search the roles currently eligible for visas and sponsorship arrangements, please search the Skilled Occupations List provided by the Department of Home Affairs.
Employer sponsorships are also available depending on your occupation, where you plan to live in Australia and how long you intend to stay. You can obtain a sponsorship by finding a sponsor yourself, or submitting an expression of interest (EOI) using SkillSelect, which is free. While SkillSelect is not an actual visa application, it does allow you to be found and nominated for an Australian visa by local employers.
Healthcare
Australia is renowned for its world class healthcare system, which ranked third overall (behind Norway and the Netherlands) in the 2021 Commonwealth Fund healthcare report, a comparison of healthcare systems in 11 high-income OECD countries.
The universal health insurance scheme in Australia is known as Medicare, and gives individuals access to a range of health services including GPs and hospital visits. Individuals are also able to buy discounted prescription medication under the Pharmaceutical Benefits Scheme (PBS).
Workers who are in Australia under specific temporary or permanent visa categories can also access Medicare. These visas include the Skilled Independent Visa (subclass 189), the Skilled Work Regional Provisional visa (subclass 491) and the Skilled Employer Sponsored Regional Provisional visa (subclass 494).
To ensure you are prepared for any potential gap in coverage, it is sensible to have private health insurance before you arrive in Australia. If you are not eligible for Medicare, you will need to hold adequate private health insurance throughout the duration of your stay.
Pensions
Mandatory pension savings schemes in Australia are collectively referred to as superannuation, or 'super'. Individuals can only access their super funds at retirement age, except in certain circumstances.
Australian organisations are required by law to stipulate your superannuation in your employment contract. Employers are legally obligated to pay a minimum rate of 10% of your income, before tax, towards your super fund. (Note that the minimum rate is set to increase to 12.5% by 2025.)
Individuals have the right to choose which superannuation fund they want to use, although many workers initially opt into their employer's chosen fund when they start a new job. Be aware that if you change jobs and acquire multiple super funds over time, you could be paying unnecessary fees and charges.
Summary
Life in Australia can be an incredibly rewarding experience. It's a country with so much to offer to ambitious professionals who are looking for a lifestyle change. Steady hiring demand for technology workers means there are plentiful options for IT specialists to find work and enjoy either a short stay or settle down long term.
Moving to another country is of course a major decision, with lots of moving parts involved and details that need attention. A local recruitment specialist can be invaluable for guidance and helping you connect with your ideal role and employer.
To find out how our team can help you land your dream job Down Under, get in touch with our Technology, Digital, Project and Business Transformation recruitment specialists.
Share This Article
Recent Articles
By Kara Porter
•
March 31, 2025
On March 27, 2025, the Federal Parliament passed new legislation that will reshape how large employers in Australia approach workplace gender equality. Under the reforms, businesses with 500 or more employees will now be required to: Set three gender equality targets, with at least one being numeric; Demonstrate progress toward these targets within three years; Continue reporting annually to the Workplace Gender Equality Agency (WGEA). This is a milestone moment in a play to shift the Australian workplace culture. It reflects a growing push for accountability, transparency and meaningful change in the workplace. So, what does this mean for employers? Targets Must Be Tangible A vague commitment to “improving gender diversity” won’t cut it. Employers will need to back up their intentions with measurable goals - such as increasing women in leadership, closing pay gaps, or improving retention in underrepresented groups. Data-Driven Decisions Will Lead the Way To set realistic, evidence-based targets, companies will need to dive deep into their workforce data. Understanding where the gaps are - whether it’s in hiring, promotion pathways, or pay equity - is step one. Policies, Processes & People It’s also a nudge to reassess internal practices. Are your recruitment and promotion processes inclusive? Are flexible work arrangements available (and used) equitably? Is your leadership team actively invested in supporting diversity outcomes? Accountability Goes Public WGEA will continue to publish pay gap data—and now, target progress too. That means internal efforts will be visible externally, and employers leading the way will build stronger reputations as equitable, forward-thinking workplaces. Why it matters to us at EITR At EITR , we work with businesses undergoing transformation - and the best transformations start from within. Hiring diverse, high-performing teams isn’t just a compliance box to tick—it’s how companies thrive. This legislation reflects a shared responsibility to build workplaces where talent can grow and succeed, regardless of gender. Whether you're a business navigating these new expectations or a candidate seeking an inclusive environment where your career can flourish - we’re here to support you.  🔗 Want to know more about how we help organisations build diverse, future-ready teams? Get in touch with us here .
By Sarah McCandless
•
March 7, 2025
For years, companies have been locked in a battle to attract the best candidates - offering higher salaries, bigger perks, and more benefits in the hopes of outbidding their competitors. But in 2025, the conversation is shifting. The companies winning today aren’t necessarily the ones offering the biggest paychecks; they’re the ones adapting to how work is changing. The talent war isn’t about hiring faster or throwing more money at the problem anymore - it’s about rethinking how we build workforces altogether. So, how are leading organisations shifting their approach? They’re moving beyond outdated recruitment battles and focusing on internal mobility, skills development, flexible work models, and alternative hiring pipelines. Why the Talent War No Longer Works The idea of a "talent war" assumes that there’s a fixed number of high-performing professionals, and companies must compete to secure them. But this approach has a few major flaws: It’s expensive - Constantly outbidding competitors for the same people isn’t sustainable. It’s short-sighted - Hiring externally without investing in existing employees leads to retention issues. It ignores hidden talent - Many businesses overlook high-potential candidates who may not fit a traditional mold but have the skills and adaptability to thrive. With unemployment rates remaining low and skills shortages persisting in industries like technology, cybersecurity, and engineering, businesses must stop seeing hiring as a competition and start treating it as a strategic transformation. The Talent Shift... What’s Changing? Instead of treating hiring as a race for the same candidates, leading companies are making three key shifts: 1. Internal Mobility: Investing in the People You Already Have Companies are realising that the best candidate for the job might already be within their organisation. Instead of constantly hiring externally, businesses are focusing on upskilling, cross-training, and internal promotions. 📌 Example: Atlassian has developed structured career pathways that help employees transition into new roles without leaving the company, reducing external hiring needs. 2. Skills Over Job Titles More companies are moving toward skills-based hiring, recognising that traditional job titles and degree requirements can exclude high-potential candidates. Rather than asking, “Who has a degree in computer science and five years of experience?” companies are now asking, “Who has the problem-solving and coding skills to excel in this role?” 📌 Example: Telstra has introduced skills-based hiring initiatives, allowing candidates from non-traditional backgrounds to break into tech roles based on their capabilities, not just their CVs. 3. Alternative Hiring Pipelines Companies are expanding their candidate pools by looking beyond the usual recruitment channels. This includes: Partnering with universities and bootcamps Offering return-to-work programs for career changers Creating more entry-level pathways and apprenticeships 📌 Example: The Victorian Government’s Digital Jobs Program is helping mid-career professionals transition into the tech industry through funded training and job placements. The Future of Work is Built - Not Bought Companies that succeed in 2025 and beyond will be the ones that build their talent, not just buy it. By moving away from outdated hiring models and focusing on development, flexibility, and inclusivity, organisations can create workforces that aren’t just competitive - but sustainable. The talent war may be over, but the companies that adapt to this new reality will be the ones leading the next decade of innovation.
By Shazamme System User
•
February 10, 2025
In 2025, the ability to balance technical proficiency with human-centric qualities like adaptability, creativity, and emotional intelligence will define the leaders in tech hiring.
Filter By Category
Subscribe to our News & Advice
Thank you for contacting us.
We will get back to you as soon as possible.
We will get back to you as soon as possible.
Oops, there was an error sending your message.
Please try again later.
Please try again later.
By Kara Porter
•
March 31, 2025
On March 27, 2025, the Federal Parliament passed new legislation that will reshape how large employers in Australia approach workplace gender equality. Under the reforms, businesses with 500 or more employees will now be required to: Set three gender equality targets, with at least one being numeric; Demonstrate progress toward these targets within three years; Continue reporting annually to the Workplace Gender Equality Agency (WGEA). This is a milestone moment in a play to shift the Australian workplace culture. It reflects a growing push for accountability, transparency and meaningful change in the workplace. So, what does this mean for employers? Targets Must Be Tangible A vague commitment to “improving gender diversity” won’t cut it. Employers will need to back up their intentions with measurable goals - such as increasing women in leadership, closing pay gaps, or improving retention in underrepresented groups. Data-Driven Decisions Will Lead the Way To set realistic, evidence-based targets, companies will need to dive deep into their workforce data. Understanding where the gaps are - whether it’s in hiring, promotion pathways, or pay equity - is step one. Policies, Processes & People It’s also a nudge to reassess internal practices. Are your recruitment and promotion processes inclusive? Are flexible work arrangements available (and used) equitably? Is your leadership team actively invested in supporting diversity outcomes? Accountability Goes Public WGEA will continue to publish pay gap data—and now, target progress too. That means internal efforts will be visible externally, and employers leading the way will build stronger reputations as equitable, forward-thinking workplaces. Why it matters to us at EITR At EITR , we work with businesses undergoing transformation - and the best transformations start from within. Hiring diverse, high-performing teams isn’t just a compliance box to tick—it’s how companies thrive. This legislation reflects a shared responsibility to build workplaces where talent can grow and succeed, regardless of gender. Whether you're a business navigating these new expectations or a candidate seeking an inclusive environment where your career can flourish - we’re here to support you.  🔗 Want to know more about how we help organisations build diverse, future-ready teams? Get in touch with us here .
By Sarah McCandless
•
March 7, 2025
For years, companies have been locked in a battle to attract the best candidates - offering higher salaries, bigger perks, and more benefits in the hopes of outbidding their competitors. But in 2025, the conversation is shifting. The companies winning today aren’t necessarily the ones offering the biggest paychecks; they’re the ones adapting to how work is changing. The talent war isn’t about hiring faster or throwing more money at the problem anymore - it’s about rethinking how we build workforces altogether. So, how are leading organisations shifting their approach? They’re moving beyond outdated recruitment battles and focusing on internal mobility, skills development, flexible work models, and alternative hiring pipelines. Why the Talent War No Longer Works The idea of a "talent war" assumes that there’s a fixed number of high-performing professionals, and companies must compete to secure them. But this approach has a few major flaws: It’s expensive - Constantly outbidding competitors for the same people isn’t sustainable. It’s short-sighted - Hiring externally without investing in existing employees leads to retention issues. It ignores hidden talent - Many businesses overlook high-potential candidates who may not fit a traditional mold but have the skills and adaptability to thrive. With unemployment rates remaining low and skills shortages persisting in industries like technology, cybersecurity, and engineering, businesses must stop seeing hiring as a competition and start treating it as a strategic transformation. The Talent Shift... What’s Changing? Instead of treating hiring as a race for the same candidates, leading companies are making three key shifts: 1. Internal Mobility: Investing in the People You Already Have Companies are realising that the best candidate for the job might already be within their organisation. Instead of constantly hiring externally, businesses are focusing on upskilling, cross-training, and internal promotions. 📌 Example: Atlassian has developed structured career pathways that help employees transition into new roles without leaving the company, reducing external hiring needs. 2. Skills Over Job Titles More companies are moving toward skills-based hiring, recognising that traditional job titles and degree requirements can exclude high-potential candidates. Rather than asking, “Who has a degree in computer science and five years of experience?” companies are now asking, “Who has the problem-solving and coding skills to excel in this role?” 📌 Example: Telstra has introduced skills-based hiring initiatives, allowing candidates from non-traditional backgrounds to break into tech roles based on their capabilities, not just their CVs. 3. Alternative Hiring Pipelines Companies are expanding their candidate pools by looking beyond the usual recruitment channels. This includes: Partnering with universities and bootcamps Offering return-to-work programs for career changers Creating more entry-level pathways and apprenticeships 📌 Example: The Victorian Government’s Digital Jobs Program is helping mid-career professionals transition into the tech industry through funded training and job placements. The Future of Work is Built - Not Bought Companies that succeed in 2025 and beyond will be the ones that build their talent, not just buy it. By moving away from outdated hiring models and focusing on development, flexibility, and inclusivity, organisations can create workforces that aren’t just competitive - but sustainable. The talent war may be over, but the companies that adapt to this new reality will be the ones leading the next decade of innovation.
By Shazamme System User
•
February 10, 2025
In 2025, the ability to balance technical proficiency with human-centric qualities like adaptability, creativity, and emotional intelligence will define the leaders in tech hiring.
By Sarah McCandless
•
January 2, 2025
The most sought-after tech professionals aren’t just looking for work - they’re looking for alignment. They want to see companies with a clear purpose, genuine values, and a willingness to invest in people as much as products.
By Sarah McCandless
•
December 4, 2024
So, what will the workforce of 2025 look like, and how can businesses prepare for the changes ahead? Let’s explore the key trends and actionable strategies.
By Sarah McCandless
•
November 14, 2024
Whether you run a small business or a large enterprise, strong cybersecurity practices are essential to protecting your organisation from potentially devastating breaches. However, you don’t always need expensive technology or an army of security experts to keep your business safe. Sometimes, good cyber hygiene - simple, everyday practices - can make all the difference in maintaining security.
By Sarah McCandless
•
September 2, 2024
For businesses to stay competitive, and for employees to remain relevant, continuous learning through upskilling and reskilling is a non-negotiable.
By Sarah McCandless
•
September 2, 2024
In this blog, we’ll explore the current state of gender diversity in Australia's tech sector, discuss the challenges women face, and highlight strategies to empower and support women in tech.
By Sarah McCandless
•
July 26, 2024
Artificial intelligence is a reality that’s transforming industries and job markets worldwide. In Australia, the latest research from the Tech Council of Australia (TCA) , supported by tech giants like Microsoft , LinkedIn , and Workday , predicts that AI will create 200,000 jobs by 2030 . This surge in AI employment is expected to significantly boost productivity and inject billions into the Australian economy. The Economic Impact of AI The TCA report forecasts that generative AI alone could contribute $115 billion to the Australian economy, with around 70% of this stemming from productivity gains. As AI technologies continue to permeate various sectors, the demand for skilled workers in this space will naturally increase. However, to meet the ambitious target of 200,000 AI jobs by 2030 , the workforce will need to expand by a staggering 500% over the next seven years. Bridging the Skills Gap The rapid growth of AI job opportunities presents both an exciting and challenging landscape. One significant challenge is ensuring that the workforce possesses the necessary skills. The TCA report emphasises the need for major reforms in education and training to bridge this skills gap. Building knowledge and experience in AI should be a fundamental part of professional development, encompassing both on-the-job training and formal learning opportunities. The Role of Retraining and Upskilling To achieve the goal of a robust AI workforce, Australia must expand and diversify retraining pathways. This means creating more opportunities for mid-career retraining and upskilling in AI. As many as 84% of knowledge workers in Australia are already using AI in their work, reporting significant time savings. This indicates a positive trend towards AI adoption, but also highlights the need for continuous learning and development in this rapidly evolving field. The growth of AI jobs won't be confined to the tech sector alone. According to Damian Kassabgi , CEO of TCA, AI’s influence will spread across various fields, including human resources, sales, and governance. This broader application of AI technology necessitates a diverse range of skills to develop, maintain, and scale AI systems effectively. Therefore, it's crucial to prepare for this shift by fostering a multidisciplinary approach to AI education and training. The Need for Comprehensive AI Strategies To fully harness the potential of AI, Australia needs a comprehensive AI investment and capability plan. This plan should outline clear paths for regulation, governance, digital infrastructure, and research commercialisation. Paul Leahy from Workday underscores the importance of preparing the workforce for the widespread adoption of AI and ensuring that pipelines of AI-ready workers are in place to meet the growing demand.  The Future of AI in the Workplace AI-powered tools are already helping Australians save time and focus on more critical, creative tasks. As Sarah Carney from Microsoft ANZ points out, “Australians are already using AI-powered tools to help with tasks and are reporting that it saves them time and allows them to focus on more important work and be more creative." The prediction of 200,000 new AI jobs by 2030 marks a transformative period for Australia's workforce and economy. By investing in education, diversifying training pathways, and implementing a robust AI strategy, Australia can position itself at the forefront of the AI revolution. Embracing this change will not only enhance productivity but also open up exciting new career opportunities for Australians across various sectors. Now is the time to act and prepare for an AI-driven future that holds immense potential for growth and innovation.
By Sarah McCandless
•
July 1, 2024
Australia has become a magnet for tech professionals from around the world, including countries like the UK, due to its thriving tech industry, exceptional quality of life, and great career opportunities. Today, we’re unpacking the factors that make Australia an attractive destination for tech talent!
All content copyrighted Enterprise IT Resources © All rights reserved | Privacy Policy | Collection Statement | Powered with 💚 by Shazamme