Doc Summary
Before you share personal documents, resign from your current role, or discuss visa sponsorship, verify the employer’s legitimacy. This guide outlines the exact checks to perform in Australia, how to spot red flags, and what to do if something feels off.
Quick verification checklist #
- Search ABN Lookup to confirm the business exists, is active, and matches the company name.
- Search the company on ASIC registers to confirm registration details and status.
- Verify the company website domain and email (no free webmail for official communications).
- Check for a real Australian address and phone; validate on maps and call during business hours.
- Review the job ad/process for fees, requests for money, or unrealistic pay/benefits.
- Confirm pay and conditions align with Fair Work standards.
- If visa sponsorship is offered, review rules at Home Affairs; never pay for sponsorship.
- Cross-check third‑party signals (LinkedIn page, staff profiles, Workforce Australia listings).
- Report suspected scams to Scamwatch.
Step-by-step: Verify an Australian employer #
1) Confirm the business exists (ABN and ASIC) #
Start with official registries:
- ABN Lookup: Use ABN Lookup to confirm the Australian Business Number, legal entity name, trading name, entity type (e.g., company, sole trader), and status (Active vs Cancelled). Ensure the ABN details match the employer name, website, and invoice or offer letter details.
- ASIC search: Use ASIC Search to confirm the company is registered, check its ACN, registered office, and director information. Mismatches between ASIC, ABN, and what the employer claims are a red flag.
2) Validate contact details and web presence #
- Website and email: The domain should match the business name (e.g., firstname@company.com.au). Be wary of free email services for official hiring. Check for a secure site (https) and a consistent About/Contact page.
- Address and phone: Look for a physical Australian address. Verify it on maps and call during Australian business hours. Shared offices are fine, but the business should be listed on the building directory or reception.
- Social and professional profiles: Look for a company page and employees on LinkedIn. Cross-check hiring manager profiles for employment history and activity.
3) Review the job ad and hiring process #
- No upfront payments: Legitimate employers do not ask for application, onboarding, equipment, or visa fees. Requests for gift cards or crypto are scams.
- Realistic offers: Beware of extremely high pay for entry roles, instant offers without interviews, or pressure to sign quickly.
- Trial work: Read Fair Work’s guidance on unpaid trials. Trials must be lawful, brief, and limited to assessing skills. Full shifts without pay are unlawful.
4) Check pay, conditions, and contracts #
- Pay rates: Confirm the award or agreement and minimum rates via Fair Work.
- Contract details: A legitimate offer includes role title, duties, location, hours, pay, superannuation, probation, notice, and leave entitlements. Ensure the employing entity’s name and ABN on the contract match official registries.
- Payment method: Wages should be paid into your bank account; refusal to provide payslips is a red flag.
5) If visa sponsorship is mentioned #
- Review official guidance at Home Affairs. It is unlawful for employers or agents to ask for payment for a migration outcome or visa sponsorship.
- Ask which visa subclass they intend to use (e.g., TSS 482) and whether they are an approved sponsor. Request their legal entity details to verify against ABN/ASIC.
- Never send passport scans or medicals until you have a written offer on company letterhead and you’ve validated the entity via ABN/ASIC.
6) Look for third‑party signals #
- Workforce Australia: Check if similar roles are advertised on Workforce Australia Jobs.
- Industry associations/licensing: Some sectors (e.g., trades, education, healthcare) require licences or registrations. Ask for licence numbers and verify with the relevant state authority.
- Employee reviews: Assess patterns on review sites. Focus on consistency with pay, culture, and processes; a few negative reviews are normal, but identical templated reviews are suspicious.
7) Red flags and what to do #
- Asking for money, gift cards, or “security deposits.”
- Pressure to decide immediately or move chats to encrypted apps.
- Inconsistent entity names across contract, email, ABN, and ASIC.
- Refusal to provide a contract or ABN.
If you suspect a scam, stop communicating, preserve evidence, and report via Scamwatch. If you’ve shared identity documents, consider a credit ban and contact relevant agencies.
Frequently asked questions #
Can I share my passport or licence before I accept? #
Share sensitive ID only after you have a written offer from a verified entity and you understand how your data will be stored. Employers can perform right-to-work checks after a conditional offer is made.
The company is overseas but hiring for Australia. What should I check? #
Confirm the legal entity that will employ you in Australia, its ABN, and which visa (if applicable) will be used. Ensure your contract names the correct Australian entity and that payroll complies with Australian law (including superannuation and tax).
Get expert help #
If you’re unsure about an employer’s legitimacy, pay rates, or sponsorship claims, get independent guidance. Skills Campus supports students, migrants, and professionals with study pathways, Recognition of Prior Learning (RPL), and migration-related advice. Contact us for a quick pre-check of your offer and next steps.
Talk to Skills Campus: https://skillscampus.com.au/contact
