10 great Australian employee value proposition examples
What makes a great employee value propositions? It’s a seemingly tricky question, especially when you’re juggling customer messaging, employer branding, and a careers page written by committee. Australian companies are trying, that much is clear. Most know they need to say something compelling to attract the right people. But the result is often confused.
Too many employee value propositions read like a Tinder profile that lists everything the company wants: passionate people, values-aligned team players, culture fits, but forgets to say anything about what it’s offering in return. It’s all expectations and no promise. You wouldn’t swipe right on that. And candidates won’t either.
So, let’s fix that.
But before we do, let’s get really clear about what an employee value propositions needs to be, because it’s worth doing well. According to Gartner, a strong value proposition can boost engagement, retention, and advocacy. Not bad for a single sentence.
What is an Employer Value Proposition?
An Employer Value Proposition or EVP is not a vision statement. It’s not a values list. And it’s definitely not a wishlist of desirable traits. A good EVP answers one question: What do I get in exchange for giving you my time, energy, and skill? It’s a promise, not a request. It needs to offer a clear, specific benefit to the employee: learning, leadership, purpose, pay, or all of the above.
It also needs to be demonstrable. If the statement isn’t backed by real policies, programs, or perks, it’s just employer brand poetry.
Lastly, it needs clarity. If the language is vague, only fun wordplay, or interchangeable with the customer-facing tagline on your billboard, it’s probably not a EVP.
Looking for a good EVP example?
Instead of just describing what a good EVP looks like, Let me show you. I’ve reviewed hundreds of Australian company websites and career pages to see how they’re doing. Some are vague. Some are customer slogans in disguise. But a few? They really nail it, combining promise, proof, and clarity in a way that really resonates.
These ten Australian companies hit the mark: clear promise, real proof, and tone that actually connects. And I’ve included one more from my search that I reckon has something special, and just needs a little rigour to really land.
1. Stake: Break barriers with us
Sector: Fintech / Trading
This EVP isn’t just about disrupting the market, it’s about challenging how things are done on a daily basis. Stake removes traditional hiring barriers, raises the bar for inclusion (especially for women), and gives people the tools and autonomy to grow. It’s not just permission, it’s a platform.
Why it works: They remove real-world barriers, then equip you to go further.
2. Lifeblood: Discover life-giving possibilities
Sector: Healthcare / NFP
Evocative, sure, but it’s earned. Lifeblood staff literally help save lives. As a reward they also get purpose that cuts through the corporate noise, real career mobility pathways, and extra purchased leave. One of the few mission-led orgs that maps it to team experience.
Why it works: It’s not just the donors making a difference. It’s the staff too.
3. Jaybro: We grow together
Sector: Construction supply
This one’s all about mutual commitment. Jaybro invests in financial literacy, career pathing, and building a people-first culture. They’re not just offering jobs, they’re helping people build rich, secure lives.
Why it works: They’ve shared the upside and made growth a two-way promise.
4. Bennett & Bennett: Bonus, Build, Bonds & Beyond
Sector: Surveying & spatial
Cute, yes, but surprisingly substantial. Each word connects to something real: performance bonuses, career development, tight-knit teams, and forward-focused tech. It’s one of the most specific and structured EVPs on the list.
Why it works: Specificity builds credibility.
5. Axe Group: Make your potential a reality
Sector: Insurtech
Axe’s promise is rooted in belief. They see the extraordinary potential in each of their people, and they’ve built the flexibility, freedom, and scaffolding they need to bring it to life. With 100% remote work, a culture where great ideas rise regardless of seniority, and daily exposure to peers, senior staff, and new tech, this isn’t just a tagline, it’s a system for growth.
Why it works: Potential isn’t theoretical here. It’s actively cultivated.
6. UNSW: Make it matter
Sector: Higher Education
At UNSW, the impact of your work goes beyond the task at hand. Whether you're pushing the boundaries of research or improving the student experience, there's a sense that your work feeds into something bigger. Generous benefits, academic freedom, and a mission grounded in public good make the promise more than just a sentiment.
Why it works: Purpose isn’t an afterthought, it’s threaded through the work.
7. Culture Amp: Find purpose and belonging while doing the most meaningful work of your career
Sector: HR tech
It’s a mouthful, but it’s honest. Culture Amp links the day-to-day job to the broader mission, helping companies create better workplaces. Remote-first flexibility, paid social impact days, and internal transparency back it up.
Why it works: It connects the personal to the organisational, and means it.
8. Elabor8: Be where real change happens
Sector: Agile consulting
This sounds lofty, until you realise it's exactly what they deliver. Elabor8 places consultants into organisations dealing with real pressure: competitive, customer, market. These aren’t hypotheticals. They need traction, fast. The promise of change is also internal: people get L&D budgets, and exposure to the sharp end of agility. If you value outcomes over optics, this is where you want to be.
Why it works: It links impact to autonomy, learning, and community.
9. Fleet Space Technologies: Your next adventure awaits
Sector: Space tech
Playful? Yes. But accurate. Fleet works on the frontier: satellites, global scale, bold tech. Internally, they support that energy with relocation help and structured exploration-style development.
Why it works: The promise of adventure is real, and resourced.
10. Queensland Public Service: Be the difference
Sector: Government
It could sound vague, but QPS makes it specific. Their EVP is built around five employee promises, from balance to belonging, and with real benefits like IVF leave, flexible work, and sector-wide career mobility.
Why it works: It’s not just words, it’s an operating model.
Bonus: The EVP with serious potential (but not quite there yet)
Australian Retirement Trust – Awaken your career
Sector: Superannuation
It’s got spark, yes. But once you go digging, you find a careers site that talks vaguely about award-winning culture without showing the receipts. What does awakening look like? Faster progression, a meaningful mission, or exposure to new ideas? It could be great. But right now, it’s all metaphor and no mechanism.
What makes an EVP work?
It speaks to humans, not job functions. Ditch the list of expectations. Lead with the lived experience.
It has proof. If your line is effecively followed by trust us, it’s not done.
It’s recognisably yours. It reflects your culture, you voice, and your inspirational truth.
Getting to a clear, compelling EVP is hard work (full disclosure: I wrote two of the ten listed here. I won’t say which, but I know how deep you have to dig and how much wrangling it takes to get to something that actually works.)
The best EVPs don't just describe a workplace. They promise a future while you build the systems to make it real. Embedding it is where it really comes to life.
When people start to feel it, respond to it, and carry it with them? That’s the good bit.
Want to see how other brands stack up?
The EVP Galaxy Report maps the clarity and credibility of 100 Australian employer brands in 2025.
