Living and working conditions: Austria

Job vacancies are advertised through the Austrian Public Employment Service (Arbeitsmarktservice, AMS), in daily newspapers (online and in print), through private employment agencies (recruiters) and recruitment companies, and online job boards on the internet. Informal networks also play a role: ask around about job vacancies among acquaintances, relatives and neighbours in the area.

You can also get information about Austrian job vacancies through the EURES network.

Numerous specially trained EURES advisers work in the employment services of all EU/EEA countries and in Switzerland helping jobseekers find a job in another EU/EEA country.

Management personnel are recruited from other firms, either directly or through recruitment companies. 

In most cases, however, you still have to contact the company directly to apply. 

Digital applications / Online personal information forms 

A lot of companies require online applications.Fill in the online personal information form and upload your CV, application and certificates, etc.

alle jobs – AMS job board:

The AMS job search engine makes searching for a job online simple. It searches through all the vacancies reported to the AMS and the job vacancies available online. ‘alle jobs’ allows you to access all current job vacancies throughout Austria in just one click.

eJob-Room of the Austrian Public Employment Service: 

This service is available to people registered with the AMS as well as to non-registered individuals. 

It is a good idea to register with the eJob-Room, however, and it is possible to do so even if your place of residence is not yet in Austria. The eJob-Room provides an overview of all the job vacancies reported to the AMS in Austria. 

Registered users can also publish their applications in the eJob-Room, which enables them to be found by companies. If you have registered, you have a personal mailbox for your applications, you receive messages as text messages and you can save your search results. 

You can look for vacancies on your mobile phone using the AMS Job App. The AMS Job App allows you to find jobs in your immediate vicinity (area search). You can save and modify the search performed, obtain a map of the results list on request and receive daily notifications of suitable new vacancies via the ‘Job Alarm’ feature, etc. Supported operating systems are Android, iOS and EMUI 11.

Online job boards:

Online job boards sometimes operate Europe-wide. They allow you not only to find job vacancies but also to create a profile online and receive an email notification when an advertisement is posted on the board which fits your profile. 

Before sending application documents, you can first contact potential employers by phone and/or email. 

You can even apply if no vacancies are advertised. This is known as a speculative – or unsolicited – application.

For further important information, please see https://www.ams.at/arbeitsuchende/richtig-bewerben.

Find out how to interpret information in job advertisements: 

https://www.arbeiterkammer.at/beratung/arbeitundrecht/bewerbung/Stellenanzeige.html.

If you have made an appointment for an interview by phone, in person or by email, bring your CV, certificates and confirmation of previous employment and prepare well for the interview.

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Application documents should be written in German, unless the job advertisement requires applications to be made in another language. Applications are almost always sent by email or online. Very often, you will need to fill in online forms. It is also common practice to send applications to firms which have not advertised a vacancy (speculative/unsolicited application) – see the section ‘Working in another Member State/Finding a job’. 

A complete application pack includes:

a letter of application (cover letter), a CV (curriculum vitae) or Europass CV, recommendations (references), qualifications (e.g. degree, professionally relevant certificates), evidence of attendance of relevant courses, attestation of formal and informal skills, e.g. in the form of skills profiles, letter(s) of recommendation (where available) and an application photograph.

The letter of application / cover letter:

Be sure to find out the name of your contact person in the company (e.g. the HR manager) and address him or her by the correct title (e.g. Dear Dr Müller or Dear Dr Maria Müller). Refer to the job advertisement or a telephone call in your letter of application / cover letter. Draw attention to your strongest points (e.g. professional experience, professional and personal qualifications, social skills motivation, commitment) and explain why you are the ideal candidate for this position. Request a personal interview.

Curriculum vitae or Europass CV:

Your curriculum vitae should be brief, concise and clearly laid out, presenting the key facts. It should preferably consist of no more than two – or even better, one – A4 sheet(s). Previous periods of employment should either begin with your first job and end with your most recent one, or vice versa. This also applies to the part covering your education and training. 

The Europass CV is required by many companies and can provide great support in this context.

Further information can be found at: https://bewerbungsportal.ams.or.at/bewerbungsportal and https://europa.eu/europass/de.

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​​​​​​Definition

A distinction is made between the following types of traineeships:
-  Compulsory work placements

-  Voluntary placements

-  Seasonal employment (‘holiday jobs’)

-  Traineeships after completion of (technical) university education

A traineeship can take the form of an employment relationship or an apprenticeship. The contractual relationship must be assessed in each individual case. 

COMPULSORY WORK PLACEMENTS 

Compulsory work placements are required by school or university training regulations or curricula and are intended to complement theoretical (school/university) education and to help pupils or students gain first-hand work experience while still at school or university. Compulsory work placements can be completed not only during the holidays, but throughout the whole year. 

The legal situation concerning contracts:

• The content and duration of the compulsory work placement must comply with the relevant training regulations or the curriculum (of the school, university, university of applied sciences) and the trainee is only permitted to do work in accordance with these regulations. A compulsory work placement can take the form of an apprenticeship or an employment relationship. The actual form that the contract/agreement takes is decisive, not what the contract/agreement is called.
• With apprenticeship contracts, the focus is on the learning and training objectives of the work. If the contract/agreement contains rights of instruction and supervision that go beyond the purpose of the training and/or the integration of the trainee into the organisational processes of the company, then this is in reality not an apprenticeship but an employment relationship. This means that all employment law provisions apply, including the entitlement to the collectively agreed remuneration (including 13th and 14th month’s pay). Compulsory work placements undertaken by students in higher educational institutions for commercial professions, and in higher and intermediate educational institutions for tourism professions in hotel and restaurant enterprises, are only possible within the framework of employment relationships. Compulsory work placement recipients in the hotel and catering industry are entitled to remuneration according to the collective agreement for workers in the hotel and catering industry in the amount of the apprenticeship income for the apprenticeship year corresponding to the recipient’s school year (work placements carried out between 2 school years are to be attributed to the previous school year in each case).
• Trial apprenticeships are organised by schools in accordance with education law to supplement the curriculum as a school activity (‘practical vocational days’ or ‘practical vocational weeks’), as a school-related event or as individual career orientation in companies. The main aim of a trial apprenticeship is to give pupils an initial insight into the world of work. A trial apprenticeship is not an employment relationship. 

The legal situation concerning social insurance:

Pupils and students on compulsory work placements who are in unpaid training are insured against accidents during their work. There are special pupil/student accident insurance schemes for this purpose.

Paid compulsory work placements are subject to compulsory insurance under the Act on General Social Insurance (Allgemeines Sozialversicherungsgesetz, ASVG), both as employment relationships and as apprenticeships. If individuals on compulsory work placements are engaged as employees, they must be registered with the relevant social insurance institution.

If the remuneration of trainees exceeds the marginal earnings threshold (as of 2024: EUR 518.54 per month), it is compulsory for them to be covered by health, accident and pension insurance; if they earn less than the marginal earnings threshold every month, trainees are only covered by accident insurance. 

VOLUNTARY PLACEMENTS

 The legal situation concerning contracts:

A voluntary placement is usually treated as an apprenticeship relationship. The focus is on expanding and applying the knowledge learned in practice as well as on acquiring new skills, not on the performance of work. Therefore, employment law and collective agreement provisions do not normally apply. It should be noted that a voluntary work placement must be arranged in such a way that there is no personal dependence and no obligation to work on the part of the volunteer. 

The legal situation concerning social insurance:

Only accident insurance is compulsory for volunteers; they are registered for it by their employer.

SEASONAL EMPLOYMENT RELATIONSHIPS

The legal situation concerning contracts:

Holiday employees are pupils or students who work primarily during holiday periods in order to earn money and are engaged as conventional employees. A ‘holiday job’ is not a prescribed mandatory supplement to education.

As a rule, seasonal employment relationships are employment relationships that are subject to the provisions of employment law and collective agreements. 

The legal situation concerning social insurance:

Seasonal workers are subject to compulsory insurance under the Act on General Social Insurance (ASVG) and must be registered with the appropriate health insurance institution.

If the remuneration exceeds the marginal earnings threshold (2024: EUR 518.54 per month), they are covered by health, accident and pension insurance; 

If the monthly earnings are below the marginal earnings threshold, seasonal workers are only covered by accident insurance. 

TRAINEESHIPS AFTER HIGHER EDUCATION

The legal situation concerning contracts:

‘The intern generation’ is a catchphrase referring to the fact that many graduates of (technical) higher education enter the world of work through traineeships. Such programmes either take the form of apprenticeship contracts, to which employment law provisions do not apply, or they are referred to as ‘voluntary work placements’ or ‘traineeships’. However, given the lack of focus on learning and training objectives, these agreements should in fact be classified as employment contracts.

Employment relationships are subject to the requirements set out in employment law and collective bargaining agreements. 

The legal situation concerning social insurance:

In any case, trainees with a (technical) university education must be registered for social insurance with the responsible health insurance institution.

If earnings exceed the marginal earnings threshold (2024: EUR 518.54 per month), the trainee is covered by health, accident and pension insurance; if the earnings are below the marginal earnings threshold, only accident insurance applies.

Trainees with a university education who are completing the traineeships required by law for future professional practice (such as legal interns, for example) are always covered by health, accident and pension insurance, even if they earn below the marginal earnings threshold.

Act on the Employment of Children and Young Persons (Kinder- und Jugendlichen-Beschäftigungsgesetz, KJBG)

For trainees who have not yet reached the age of 18, the Act on the Employment of Children and Young Persons provides for restrictions on working hours and permitted activities. This Act applies to both employment and apprenticeship relationships.

Working at night, piece work, transporting large amounts of money and valuable objects, working in certain establishments (e.g. premises dangerous to young people) as well as dangerous work (e.g. working with chainsaws, debarking machines) and working with dangerous substances (e.g. explosives) are prohibited. Certain jobs may only be carried out under supervision, and certain activities only from a designated minimum age (16 or 17).  

Health and Safety at Work Act (Arbeitnehmerschutzgesetz, ASchG)

The general safety provisions set out in the Health and Safety at Work Act also apply to trainees in an employment or apprenticeship relationship.

Further information can be found at: http://www.arbeitsinspektion.gv.at.

UNEMPLOYMENT INSURANCE

Trainees who have reached the age of 15 and are not only insured against accidents but are also subject to full insurance (employment relationship, freelance relationship) amass periods of insurance under the unemployment insurance scheme during their traineeship.

FAMILY ALLOWANCES AND STUDENT GRANTS

If you complete a traineeship during your studies, please note that the remuneration received from this traineeship has to be taken into account when calculating additional income capacity in accordance with the Family Benefits Act (Familienlastenausgleichsgesetz, FLAG) with regard to your entitlement to family allowance. It also has to be taken into account when applying for a student grant under the Student Support Act (Studienförderungsgesetz, StudFG).

Being a citizen of an EEA Member State or Switzerland does not in itself entitle students to a student grant in Austria.

Eligibility

Trainees from EU/EEA states are not subject to the Employment of Foreign Nationals Act (Ausländerbeschäftigungsgesetz, AuslBG). There is no difference between them and Austrian trainees.

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Implementation

Compulsory work placements are prescribed by schools and (technical) universities where a traineeship is compulsory. However, they only partially check whether the traineeship complies with the framework conditions or requirements as regards the law, organisation and content. It is important here that pupils and students of (technical) universities know their rights and assert their rights against the business/company with, when in doubt, the support of the Chamber of Labour, trade union or works council. 

Schools and (technical) universities usually cooperate with companies/businesses offering traineeships. In most cases, candidates still need to apply for a traineeship place. 

The same applies for voluntary work placements. Here, however, the business/company is responsible for organisation and candidates themselves must check whether the legal and content-related requirements and framework conditions for a voluntary work placement are fulfilled. This also applies to graduates of (technical) universities. If in doubt, contact the Chamber of Labour and/or trade union. These will provide you with advice and support.

For the legal requirements and framework conditions see section 2.1, ‘Definition and eligibility’.

Living and working conditions

GUARANTEED MINIMUM INCOME (social assistance)

If ostensible ‘voluntary work placements’ or ‘traineeships’ are in fact to be classified as employment relationships because learning and training purposes are not the priority, social assistance or guaranteed minimum income for EU/EEA citizens can be requested if they are living in Austria as workers or have resided in Austria for more than 5 years.

Employment relationships are subject to the requirements set out in employment law and collective bargaining agreements.

In principle, third-country nationals are entitled to social assistance or guaranteed minimum income only if they have been legally resident in Austria for more than 5 years.

People entitled to asylum are entitled to social assistance from the moment their status as refugees is recognised.

Beneficiaries of subsidiary protection, on the other hand, must be granted only core social assistance benefits which do not exceed the level of basic welfare. That being said, relevant exceptions are in place in some provinces.

UNEMPLOYMENT INSURANCE

Trainees who have reached the age of 15 and are not only insured against accidents but are also subject to full insurance (employment relationship, freelance relationship) amass periods of insurance under the unemployment insurance scheme during their traineeship. 

FAMILY ALLOWANCES AND STUDENT GRANTS

If you complete a traineeship during your studies, please note that the remuneration received from this traineeship has to be taken into account when calculating additional income capacity in accordance with the Family Benefits Act (Familienlastenausgleichsgesetz, FLAG) with regard to your entitlement to family allowance. It also has to be taken into account when applying for a student grant under the Student Support Act (Studienförderungsgesetz, StudFG).

Being a citizen of an EEA Member State or Switzerland does not in itself entitle students to a student grant in Austria.

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Where to find opportunities

You can find work placements through your school, (technical) higher education institution or university.  Contact the company of your choice directly and ask about work placements and volunteering opportunities. There are also job boards that advertise traineeship vacancies online. 

If you want to complete an Austrian traineeship as an apprentice, contact the Economic Chamber (Wirtschaftskammer) in the province in which you want to complete the traineeship. Basic information on traineeships can be found athttps://www.wko.at/service/bildung-lehre/foerderung-auslandspraktikum-lehre.html or from the IFA, the International Young Workers Exchange: https://ifa.or.at/auslandspraktika/#tab-id-2.

The IFA also supports pupils with traineeships abroad: https://ifa.or.at/auslandspraktika/#tab-id-3.

Holiday job vacancies can also be found at: https://jobroom.ams.or.at/jobroom/login_as.jsp.

Pupils who are interested in science and technology should make use of the Talents internship programmes: https://www.ffg.at/praktika.

Before you search for a placement, it is essential that you familiarise yourself with the checklist for traineeships. Here you will find important tips and advice so that your traineeship or voluntary work placement is a success: https://www.jugendportal.at/themen-infos/arbeit-beruf/praktikum/checklisten-praktikum.

Funding and support

A distinction is made between unpaid and paid traineeships. 

Paid compulsory work placements are subject to compulsory insurance both as employment relationships and as apprenticeship relationships. This means that they must be registered with the relevant social insurance institution. If compulsory work placement recipients are appointed as employees, they must be remunerated accordingly.

If the remuneration of trainees exceeds the marginal earnings threshold (as of 2024: EUR 518.54 per month), they are compulsorily insured for health, accident, unemployment and pension insurance; if interns earn less than the marginal earnings threshold, they are only insured for accidents.

In employment relationships, remuneration is based on the collective agreement provisions of the individual sectors. 

In the case of ‘real’ compulsory work placements, there is no regular remuneration. Whether an allowance is paid and how much this amounts to is generally subject to agreement.

Compulsory work placements without an allowance do not have to be registered for compulsory insurance. During the work placement, the trainee is covered by accident insurance without any contribution from the employer, as pupil/student accident insurance also covers compulsory work placements.

If the employer pays the compulsory work placement recipient an allowance, the trainee must be registered for social insurance.

If you are not sure what you are entitled to, contact the works council, Chamber of Labour or trade union. 

The latest information on the coronavirus measures in effect in Austria can be found at: https://www.sozialministerium.at. Information in other languages and in plain language can also be found there.

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Where to advertise opportunities

You can advertise traineeship places through schools and (technical) higher education institutions, universities and on your company website. There are also job boards that advertise traineeship vacancies online.

Basic information on traineeship places for apprentices can be found at: https://www.wko.at/service/bildung-lehre/foerderung-auslandspraktikum-lehre.html.

You can also contact the International Young Workers Exchange IFA at https://ifa.or.at/auslandspraktika/#tab-id-2.

The IFA also supports pupils with traineeships abroad:  https://ifa.or.at/auslandspraktika/#tab-id-3

Holiday job vacancies can also be advertised with AMS Austria. Enquire about the service provided for companies here: https://www.ams.at/unternehmen

You can find checklists for traineeships at: https://www.jugendportal.at/themen-infos/arbeit-beruf/praktikum/checklisten-praktikum

You can find further information under https://www.wko.at/wien/bildungspolitik/schule-und-wirtschaft

Funding and support

Information on traineeships, funding and support can be found in the following address list and in the section ‘Definition and eligibility’. 

Legal framework

In Austria there are more than 200 apprenticeship professions in the skilled trades, commerce and industry as well as in agriculture and forestry. They come in the form of individual and group training, training for special target groups and modular training, and are all subject to federal legislation. All legally recognised apprenticeship professions are defined in the register of apprenticeship professions, which also regulates the duration of each apprenticeship and how it relates to other apprenticeship professions, while also including the crediting of apprenticeship periods already completed. The associated legal basis is laid down in the Vocational Training Act (Berufsausbildungsgesetz, BAG). The Federal Ministry for Digital and Economic Affairs (Bundesministerium für Digitalisierung und Wirtschaftsstandort) issues a training regulation for each individual apprenticeship profession, which is binding for company-based apprenticeships. Apprenticeships in agriculture and forestry are regulated by the Agricultural and Forestry Vocational Training Act (Land- und forstwirtschaftliche Berufsausbildungsgesetz, LFBAG). 

Apprentices (= trainees) usually undertake their training within the company and at a vocational college (dual training). The syllabus for the relevant vocational college complies with the training regulations.

Age limit: To start an apprenticeship, the young person must be at least 15 years old and have completed compulsory schooling. Many companies also train apprentices who are significantly older than 15. 

Apprenticeships in apprenticeship professions are bound by the Employment of Foreign Nationals Act. Persons who do not have free access to the labour market may not, as a general rule, start training until the company providing the training has received the relevant permit. The permit is either applied for by the company (e.g. work permit) or is derived, for example, from the residence permit allowing free access to the labour market. 

EU/EEA citizens and Swiss citizens have free access to the labour market and can therefore begin training without any additional permit. Corresponding provisions of collective agreements and employment law apply to apprenticeships, and apprenticeships are subject to provisions under social security regulations (health, accident, unemployment and pension insurance).

As soon as a written apprenticeship contract has been signed, you are deemed to be an apprentice.

An apprenticeship is an employment relationship of an educational nature.

It is entered into on a non-permanent basis, for the duration designated for the particular apprenticeship profession. Depending on the profession, the duration varies between 2 and 4 years. 

The apprenticeship contract is an employment contract with special arrangements. The apprenticeship contract must be concluded in writing and four copies of it must be produced. The instructor and the apprentice must sign. For apprentices under 18 years of age, an additional signature from their legal representative (e.g. father or mother) is required.
The instructor must register the apprentice for social security purposes before the apprenticeship contract takes effect and within 2 weeks of the start of the apprenticeship at the vocational college.

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Description of schemes

The training regulations specify the occupational profile for each apprenticeship profession. This occupational profile specifies the syllabus to be followed by the training company and details the occupational skills to be taught to the apprentice in each year of their company-based apprenticeship. For many occupations, the occupational profile is supplemented by accompanying training guidelines, material and manuals.

Inclusive vocational training (extension of the apprenticeship period or partial qualification) is a flexible model that has been created for people who are disadvantaged on the labour market. The aim of this model is to help the target group to acquire vocational qualifications that will make it easier for them to enter the labour market. 

Inclusive vocational training is open to the following groups of people:

• People with special educational needs who have completed compulsory schooling and were – at least partially – taught according to the curriculum of a special education school;
• People who did not acquire a compulsory school leaving certificate or obtained a negative result in the final exam;
• People with special needs as defined in the Disability Employment Act (Behinderteneinstellungsgesetz) and the relevant regional legislation on people with disabilities;
• People for whom it must be assumed, on the basis of a careers guidance measure or an unsuccessful apprenticeship placement attempt, that it will not be possible to find an apprenticeship vacancy in the foreseeable future for reasons exclusively related to the individuals themselves.
• If it is necessary for health reasons, the normal daily or weekly working hours in the company may be reduced.

Supra-company training places (überbetriebliche Ausbildungsplätze, ÜBA) have been set up for young people who cannot obtain a regular apprenticeship. Supra-company training places are given to young people who, for example, have completed their compulsory schooling and cannot find a suitable apprenticeship in spite of their efforts to apply or have broken off their apprenticeship. These young people must be registered with the AMS.

Apprenticeship programme graduates gain a full vocational qualification of a high standard. Apprenticeship programmes are open to all young people who have completed 9 years of compulsory schooling. Access to an apprenticeship is not linked to any specific school-leaving qualification.

It is a dual training programme: one part of the apprenticeship takes place in the company and the other part takes place in the vocational college.

The company-based training is characterised by the following features:

• Initial vocational training takes place under real working conditions. The apprentice acquires the required knowledge and skills as specified in the occupational profile of the apprenticeship profession in question. After completing the apprenticeship, the graduate can immediately take up a qualified occupation as a skilled worker.
• Companies that cannot offer the entire occupational profile have the option of using supplementary practical training within the framework of a training alliance. In some sectors of industry, supra-company training centres (e.g. mock construction sites known as ‘Lehrbauhöfe’) have been established.

Training at vocational colleges within the framework of the dual training system:

• The main focus of training at a vocational college within the dual training system is on job-relevant technical knowledge and skills (around 65%); around 30% of classroom time is spent on general education. As part of the specialist training, practical lessons are also held in workshops or laboratories.
• Vocational college attendance is compulsory for apprentices. They are required to attend vocational college according to the location of the training company in the province in question. 
• Tuition at vocational colleges is organised in the following ways within the framework of the dual system:
• all year round, i.e. at least 1 full school day or 2 half-school days per week
• in full-time blocks, i.e. for at least 8 weeks continuously
• seasonally, i.e. full-time blocks at certain times of the year 

Final apprenticeship examination

The aim of the final apprenticeship examination (Lehrabschlussprüfung, LAP) is to determine whether the candidate has acquired the skills and abilities required to exercise the apprenticeship profession in question and whether they are able to carry out the occupation-specific activities independently in an appropriate manner. The final apprenticeship examination comprises a practical and a theoretical assessment. The theoretical examination is not required if, for example, the candidate has successfully graduated from the vocational college.

Apprenticeship income: 

The apprenticeship income is also referred to as apprentice compensation. As an apprentice, you are subject to the provisions of collective agreements (e.g. minimum wage for apprentices) of a sector; employment law (e.g. working hours, breaks) applies to apprentices, as well as the provisions of employment law defined for apprentices (e.g. overtime).

The level of apprenticeship income depends on the sector and the year of apprenticeship. The apprenticeship income is paid either at the end of the month or at the beginning of the following month.

Apprentices are covered by social insurance, i.e. they have health, accident, pension and unemployment insurance.

Recognition of foreign qualifications and diplomas: Any employer may recognise the skills that employees have acquired when classifying and paying them, even if this is not explicitly regulated.

Formal recognition

The Vocational Training Act (Berufsausbildungsgesetz, BAG) only regulates the formal recognition of foreign training. Distinctions are made here between the following:

• Recognition of diplomas
• Crediting periods of training
• Admission to the final apprenticeship examination

Further information on formal recognition can be found at https://www.wko.at/service/bildung-lehre/Gleichhaltung_Ausland_LAP.html.

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Eligibility

EU/EEA citizens and Swiss citizens can undertake apprenticeships if they are engaged by employers licensed in Austria. German language skills are not mandatory, but a minimum level of B1 or B2 (according to the European Framework of Reference for Languages) is usually required. 

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Living and working conditions

You are deemed to be an apprentice (= trainee) if you have signed a written apprenticeship contract. 

An apprenticeship is an employment relationship of an educational nature.

It is entered into on a non-permanent basis for a duration of 2 to 4 years, depending on the apprenticeship profession. 

The apprenticeship contract is an employment contract with special arrangements for training. The apprenticeship contract must be concluded in writing and four copies of it must be produced. The instructor and the apprentice must sign. For apprentices under 18 years of age, an additional signature from their legal representative (e.g. father or mother) is required.

The instructor must register the apprentice for social security purposes before the apprenticeship contract takes effect and within 2 weeks of the start of the apprenticeship at the vocational college.

As an apprentice, you are subject to the provisions of collective agreements (e.g. minimum wage for apprentices) of a sector; employment law (e.g. working hours, breaks) applies to apprentices, as well as the provisions of employment law defined for apprentices (e.g. overtime). 

For example, apprentices are entitled to 5 weeks’ leave. This corresponds to 25 working days. If the apprentice falls ill, the apprenticeship income is still paid (continued payment of apprenticeship income followed by sickness benefit), and pregnant apprentices are entitled to maternity leave and can take unpaid leave until their child is 2 years old (parental leave). 

Apprentices are covered by social insurance, i.e. they have health, accident, pension and unemployment insurance.

Besides the apprenticeship income payable by the training company, apprentices can also claim a range of support and funding at federal and provincial level to cover their expenses (living costs, travel to training facilities, possibly accommodation, additional training, etc.). Enquire about this at the regional AMS office in Austria.

Among other things, there are grants, funded training courses and reduced annual or season tickets for public transport. 

For example: 

• Family allowance:

In principle, apprentices are (if all other eligibility criteria are fulfilled) entitled to family allowance for minors; for children of legal age who are under 24 years old, they are entitled to family allowance in the event of any vocational training, e.g. completion of a recognised apprenticeship. Family allowance for EU/EEA citizens and Swiss nationals is possible under certain conditions. 

• Free transport and commuting grants:
  Free transport for apprentices is provided for apprentices’ daily journeys between home and the location of training. If there are no public transport links or if apprentices cannot be reasonably expected to use them (e.g. if the training location cannot be reached on time on a sustained basis), an application can be made for a commuting grant, provided that the commute is at least 2 km long. This minimum distance does not apply for disabled apprentices if the apprentice is dependent on a means of transport. Many transport providers offer price reductions on tickets or entitlement cards.
• Social assistance and guaranteed minimum income: In addition to their apprenticeship income, apprentices over the age of 18 can also receive social assistance and guaranteed minimum income in order to ensure their subsistence. EU/EEA citizens can only apply for social assistance and guaranteed minimum income if they have resided in Austria for more than 5 years.

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Where to find opportunities

Apprenticeship vacancies are advertised on company websites. In addition, you will find a large selection of vacancies in the eJob-Room of the Austrian Public Employment Service: https://jobroom.ams.or.at/jobroom/login_as.jsp or https://www.lehrlingsportal.at/offene-lehrstellen.

https://www.wko.at/service/bildung-lehre/lehrbetriebsuebersicht.html provides an overview of all companies in Austria that are currently training apprentices or have trained apprentices in the past year. Even if the company is not currently advertising any apprenticeship vacancies, you can still send a speculative application.

Support with writing application letters can be found at https://www.ams.at/arbeitsuchende/topicliste/bewerbung-lehrstelle or https://www.lehrstellenportal.at/bewerbung/bewerbungsschreiben.

Most companies select suitable apprentices using multi-level selection procedures (admission test, group interviews, individual interviews, etc.). Check in advance what the selection procedure is (duration, type, etc.) in the company you are interested in. On some company pages you can find information on and examples of the selection process. Practise for admission tests. 

Prepare yourself for the individual interview (which is also referred to as the job interview).

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Funding and support

As an apprentice you will not receive a wage/salary but an apprenticeship income.

The level of the apprenticeship income is specified for each apprenticeship profession, usually as part of collective agreements concluded by the various sectors. 

The amount will increase with each apprenticeship year until, in the last apprenticeship year, you will be earning on average around 80% of what a corresponding skilled worker earns.

Payment can be either weekly or monthly. You will receive a monthly breakdown of your apprenticeship income in the form of a pay slip. This must show the gross and net apprenticeship income and any additional payments and deductions (e.g. social insurance).

The collective agreement also regulates any entitlement to special payments (e.g. Christmas bonus, holiday allowance) and their amount. If there is no collective agreement for the apprenticeship profession, the amount must be agreed in the apprenticeship contract.

If you have any questions regarding apprenticeship income, you should contact the works council, the Chamber of Labour or the trade union.

The latest information on the coronavirus measures in effect in Austria can be found at https://www.sozialministerium.at/, which also provides information in other languages and in plain language. 

Further information on support and funding for apprentices can be found at https://www.oesterreich.gv.at/themen/bildung_und_neue_medien/lehre/Seit….

See also section 3.1.2, ‘Description of the schemes’.

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Where to advertise opportunities

Apprenticeship vacancies can be advertised via the AustrianPublic Employment Service (AMS).

Employers registered on the eJob platform can list apprenticeship positions themselves: https://jobroom.ams.or.at/jobroom/login_as.jsp 

Contact the Company Services Department (Service für Unternehmen) of the relevant AMS agency: https://www.ams.at/unternehmen, who will help you find suitable apprentices. 

Can I train apprentices?

Not every business or company is allowed to train apprentices. If an apprentice is to be trained in a company, at least one trainer must provide evidence of their trainer examination.

That qualification conveys the educational and legal knowledge for training apprentices. 

Further information can be found at: https://www.wko.at/service/bildung-lehre/unternehmerpruefung-ausbilderpruefung.html.

How can I find a suitable apprentice?

To find suitable apprentices for your company, you should arrange a corresponding selection procedure for your company.

Information on this can be found at https://auswahlhilfe.at/lehrlingsauswahl or contact the Company Services Department of theAustrianPublic Employment Service (AMS), who will be happy to assist you with your selection.

Funding and support

If you employ apprentices, you may be eligible for government subsidies. Contact the Economic Chamber in your province or your AMS regional office for further information.

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The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

You can obtain information on available apartments, houses and other properties from newspapers (e.g. the Kurier), from estate agents (e.g. https://www.herold.at/) and from various websites. City authorities and local councils also offer information on vacant accommodation. 

Co-operative accommodation can be found on the websites of housing co-operatives. Co-operative accommodation is built by non-profit housing associations and made available for their members to live in.

Average housing expenditure (rent per square metre including running costs) as of the end of 2023 was EUR 9.5 per m². Of all the provinces in Austria, rental costs are lowest in Burgenland and Carinthia and highest in Salzburg.

The rent depends on many factors such as size, fixtures and fittings, transport links, infrastructure, neighbourhood, etc. Inner-city and suburban properties with good transport links and infrastructure are expensive. Smaller properties are often more expensive per square metre than larger ones. Running costs (around 25% of the net rent) and heating, gas and electricity charges also have to be taken into consideration.

Running costs are understood to mean, for example, water/wastewater charges, sewage clearance costs, charges for waste disposal services, cleaning expenses, heating charges, playground costs, laundry fees, etc., to which every tenant must make a monthly contribution.

In Austria, a tenancy agreement is an oral or written agreement between a landlord (property owner or sublessor) and the tenant or sublessee. A tenant can sublet parts of the property.

Recommendation: if the tenancy agreement is concluded in writing, then you have written evidence in the event of a dispute.

For properties subject to the Landlord and Tenant Act (Mietrechtsgesetz): Tenancy agreements are concluded for a fixed term (usually for at least 3 years, but may also be fixed for longer periods) or for an indefinite period. 

You have the option to view apartments before signing a tenancy agreement. Apartments listed in newspapers or on the internet are often offered through estate agents. Viewings are more often arranged over the phone. Make sure to ask as many questions as possible during the viewing and avoid signing any tenancy agreement or tenancy offer without due consideration, even if encouraged to do so.

A tenancy offer serves as confirmation that you wish to rent the property under certain conditions. If the landlord accepts this tenancy offer, the tenancy agreement will then be concluded.

Please note: You will be required to honour any tenancy offer that you make! You should also avoid ‘reserving’ a property. A reservation is often a concealed tenancy offer.

Before you conclude a tenancy or purchase agreement, you should consult an appropriate advice service (e.g. tenants’ associations (Mietervereinigungen), the Association for the Protection of Tenants (Mieterschutzverband) or the Chamber of Labour (Arbeiterkammer)) in order to have the legality of your tenancy or purchase agreement checked.

Commission for estate agents: As of 1 July 2023, the principle will apply that services are paid for by the actual client (Bestellerprinzip). This means that commissions are paid exclusively and fully by the person who originally requested them. In Austria, this is usually the landlord. Estate agents can also be engaged by tenants.

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Young children are looked after by childminders and crèches. Most larger municipalities have nursery schools (Kindergärten – usually ages 2.5/3 to 6 years maximum) and primary schools (Volksschule). In rural areas, there are usually middle schools (Mittelschule) (secondary level 1) in larger villages and towns. If your child wishes to attend a higher general secondary school (allgemeinbildende höhere Schule, AHS), also known as a Gymnasium, (secondary levels 1 and 2), or a vocational college, e.g. a commercial school (Handelsschule), commercial academy (Handelsakademie) or other secondary school (secondary level 2), you can sometimes expect fairly long travel times in rural areas. In cities there is an extensive network of schools; in provincial (Land) capitals and in Vienna there are colleges, academies, higher technical colleges and universities. Some technical colleges are located in smaller towns.

Information on local childminder, crèche, nursery school and primary school services can be found at your local council office or your municipal district office (Magistrat) in cities. You can also find out there when to enrol your child in nursery school or school (Schuleinschreibung). 

You can also obtain information on schools in your area from regional education authorities, school advisory centres, educational psychology establishments and online school guides. 

Most schools have a website where you can find basic information on the aims of the school, its educational philosophy, timetables, enrolment procedures, etc. 

Questions regarding available school places, recognition of previous schooling and enrolment in the correct class should be discussed with the school of your choice (preferably with the head of the school). 

Children whose mother tongue is not German have the opportunity to learn German in schools. Many schools nurture multilingualism and lessons provided in the pupils’ first language.

The latest information on the coronavirus measures in effect in Austria can be found at https://www.sozialministerium.at/. Information in other languages and in plain language is also available there. 

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

You must register with the relevant registration authority within 3 days of moving to Austria. Minors must also be registered. 

The relevant authorities are as follows:

• the registration service (Meldeservice) of the local council office (Gemeindeamt) or municipal district office (in towns and cities)
• in Vienna: the registration service located at the municipal district office (Magistratisches Bezirksamt) of your residential district

You must bring the following documents with you: 

• one completed residence registration form per person, available from the relevant registration authorities and online 
• passport, birth certificate
• residence registration forms for any other places of residence

The completed residence registration form must be signed by the person providing the accommodation and you (the person obliged to register). The person providing the accommodation may be

• the owner of the property 
• a sublessor 
• a sublessee 

You will be provided with a confirmation of registration upon application. You can find further information on confirmation of registration at https://www.oesterreich.gv.at/themen/dokumente_und_recht/an__abmeldung_des_wohnsitzes/Seite.1180300.html

You also have the option of requesting a simple confirmation of registration from the Central Register of Residents (ZMR) online via oesterreich.gv.at if you have:

• ID Austria or an EU Login
• an online payment facility (e.g. credit card, online banking)

The applicant can only request a confirmation of registration online for themselves.

Minors cannot apply for a confirmation of registration themselves. The application must be submitted by the carer or legal guardian in person or in writing to the registration office.

EU/EEA citizens and Swiss nationals and their families (with EU/EEA citizenship/Swiss citizenship) do not require a visa to enter Austria or a residence permit to take up residence; they are exempted from visa requirements and are free to settle where they please. This means you may stay in Austria for up to 3 months without any further formalities and requirements. However, you must be in possession of a valid identity card or passport, as must your family members.

If you wish to stay longer in Austria, however, you must be able to prove that you are able to support yourself, are self-employed, in employment or in training, and that you have health insurance and a secure livelihood for you and the family members living in Austria with you. You must register with the competent authority (Aufenthaltsbehörde) within 4 months of arriving in Austria. The authority issues a right of residence document (Anmeldebescheinigung). Citizens of EU/EEA countries may in addition apply for an official photo ID for EEA citizens (Lichtbildausweis für EWR-Bürger) from the authorities. This ID counts as proof of identity.

The issuing authority for right of residence documents is as follows:

• the competent district authority in your residential district
• the competent department of the municipal district office (in towns)
• in Vienna: MA 35 (municipal district office department 35)

Special arrangements apply to ‘privileged third-country nationals’, i.e. dependents of nationals of EU/EEA countries and Switzerland who do not themselves possess EU/EEA/Swiss citizenship.

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Before leaving for Austria:

Obtain information on the labour market and on employment opportunities in the destination region: https://www.ams.at/arbeitsuchende/arbeiten-in-oesterreich-und-der-eu/laender-portraits (Austrian Public Employment Service – Arbeitsmarktservice Österreich) and https://eures.europa.eu/living-and-working/living-and-working-conditions/living-and-working-conditions-austria_de (EURES homepage).

Prepare the following documents:

• passport or identity card: even minors need one of these 
• other personal documents (e.g. birth certificate, marriage certificate) 
• E-forms/portable documents (forms standardised throughout Europe for the recognition and certification of data relevant to your social and employment situation) for yourself and your family 
• Portable Document U2 and Portable Document U1: if you wish to transfer your entitlement to unemployment benefit from your country of origin (Portable Document U2) and if you are looking for work in Austria, you need documentary evidence of periods of employment (Portable Document U1). Both forms are issued or stamped by the responsible authority in the country of origin (in most cases the employment service).
• European Health Insurance Card or comparable form (E 111) or other insurance protection for residence abroad
• motor-vehicle documents: driving licence, registration (see also ‘Taking a car with you when moving to another Member State’)
• certificates, diplomas, confirmation of past employment and employers’ references (originals and German or English translations) 
• curriculum vitae and application in German or English     
• your children’s certificates and evidence of schooling translated into German or English, as these will help to place your children as quickly as possible into the appropriate school class/type of school. 

Additional preparations:

• organise accommodation (a room, apartment, etc.) or make hotel reservations 
• make sure you have enough funds to cover costs arising in the first few months (rent, living expenses, etc.)
• obtain health and accident insurance in Austria 
• inform the authorities in your country of origin (registration authority, school, etc.) of your move
• organise EU pet passports and chips for pets 
• Current information on the COVID measures applicable in Austria can be found at: https://www.sozialministerium.at. There you will also find information in other languages and in easy-to-read format.

After arrival in Austria:

• Open a bank account. 
• Re-register your car.
• Register with the appropriate tax office (tax, family allowances). 
• Register for gas and electricity, telephone, television and radio, mobile telephone.
• Enrol your children in the appropriate school (make contact with the school). 
• Hand in your right of residence document to the administrative authority (local district administration office (Bezirkshauptmannschaft), municipal district office (Magistratisches Bezirksamt)) if you intend to stay longer than 3 months. 

Registering your residence in Austria:

• Report within 3 days of moving to Austria to the registration authority responsible. If you are staying in a hotel, the hotel will register your place of residence for you.

If you already have a job: 

• Report immediately to your place of work. When you start work, obtain confirmation of your registration for social insurance (health insurance, accident insurance, pension insurance, unemployment insurance). Your employer must also take care of your registration for social insurance and that of your family members, if they are not insured themselves. You will be issued with a social insurance number and sent an e-card (Austrian health insurance card).
• PLEASE NOTE: Children who are not studying, in vocational training or in school can only be covered by your insurance contract up to a certain age. See also the section ‘The health system’.
• The following applies to marginally employed workers, ‘new self-employed workers’ (Neue Selbständige) and self-employed persons: register yourself and your family members at the appropriate social insurance office in Austria. You will receive a social insurance number and e-card (Austrian health insurance card). Marginally employed workers are not automatically covered by health insurance; health insurance must be applied for in this case. If you are self-employed or a ‘new self-employed worker’, register with the appropriate tax office. 

If you are looking for a job: 

• Register with the regional office of the Austrian Public Employment Service (AMS) within the period specified in Portable Document U1 or U2.

You will find details on this in the checklist for EU/EEA and Swiss citizens living and working in Austria here: https://www.oesterreich.gv.at/themen/arbeit_und_pension/checkliste_arbeiten_und_wohnen_in_oesterreich/2.html

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The Act on the Employment of Children and Young Persons stipulates that children are not allowed to work, not even in the context of an apprenticeship, until they reach the age of 15 (i.e. until their 15th birthday) or until the subsequent completion of compulsory schooling. There are only very few exceptions to this. Until then, all young people are required to attend school. Young people are subject to compulsory education or training until the age of 18. Children and young people are covered by child and youth protection legislation until they reach the age of majority (18 years). See also the sections ‘Traineeships’ and ‘Apprenticeships’.

Part-time working is widespread in the trade sector. Part-time employees have the same insurance protection (health, accident, unemployment, pension insurance) and are subject to the same statutory employment provisions as full-time employed people. 

Seasonal work is common in tourism and in hotels and restaurants in cities and tourist areas. In the building trade and in the agricultural sector (e.g. during the asparagus and grape harvests), fixed-term employment contracts are also possible. Seasonal workers in hotels and restaurants are subject to special provisions.

Freelance service and employment contracts are increasingly replacing conventional employment contracts in all fields of employment. 

Nevertheless, the conventional contract of employment in a permanent employment relationship with all its rights (leave entitlement, protection against dismissal, social insurance, etc.) and obligations continues to be the usual form of employment contract. Workers with a traditional contract of employment are generally covered by social security (health insurance, accident insurance, pension insurance, unemployment insurance).

Freelance contractors (e.g. language instructors) enjoy limited protection under labour legislation, but – apart from a few exceptions (e.g. sickness benefit is paid by the health insurance fund from the fourth day of illness) – have full protection under social insurance (including unemployment insurance). They are compulsory members of the Austrian Chamber of Labour and pay contributions to the employees’ provident fund (Mitarbeitervorsorge – Abfertigung neu (‘new severance scheme’)). In the absence of a specific agreement between the employer and the freelance worker, however, there is no entitlement to statutory benefits such as minimum periods of notice, holiday pay, minimum wage rates, etc. Freelancers must tax their income themselves.

Marginally employed workers  (monthly income not exceeding EUR 518.54 for 2024) are covered by accident insurance. Employers must register cases of marginal employment with the relevant health insurance institution. Voluntary health and pension insurance is available, to be paid for by the marginally employed worker. Under labour legislation (protection against dismissal, severance pay, etc.) minimally employed workers are treated in the same way as employees in permanent employment, In some sectors (e.g. trade), this type of contract is becoming more prevalent.

The category of ‘new self-employed workers’ covers all commercial activities for which a trade licence (Gewerbeschein) is not required and through which business income is obtained on a contract basis. New self-employed workers mainly use their own equipment (computer, tools, etc.) and are not covered by social security insurance elsewhere as a result of this activity (e.g. through employment). This group includes, for example, authors, translators, speakers and psychotherapists. The new self-employed have to report their activity to the Social Insurance Institute for Self-Employed Persons (SVS). As a self-employed worker/new self-employed worker, you must pay contributions for health, accident and pension insurance only if you exceed a certain income threshold applicable to your occupation. You are able to insure yourself against the risk of unemployment under an ‘opt-in’ model. Other income thresholds apply in the event that you have a number of sources of income. 

Apprentices (= trainees) in all sectors must conclude their contracts of employment in writing; they enjoy full insurance protection (health, accident, unemployment and pension insurance) and have special protection against dismissal (see also the section ‘Apprenticeships’). 

Agency workers (under the Act on Temporary Agency Work (Arbeitskräfteüberlassungsgesetz)) enjoy full insurance protection and are subject in some circumstances to statutory provisions specific to them. 

Volunteers are engaged on the basis of apprenticeship relationships. They are under no obligation to perform work and have no claim to remuneration (see also the section ‘Traineeships’).

Au pairs 

The employment of au pairs is governed by the Domestic Workers Act (Hausgehilfen- und Hausangestelltengesetz, HGHAG). They are paid in accordance with the minimum wage for au pairs. 

Au pairs may be managed by au pair agencies. If you engage an au pair agency, enquire about the agency’s licence to trade.

Most au pair agencies offer support to both prospective au pairs (selecting a host family, travel arrangements, etc.) and to au pairs during their stay. Au pairs also need to be registered for statutory social insurance (ASVG).

Au pairs from EU/EEA countries or Switzerland benefit from the same rights as Austrians. 

If you wish to employ au pairs from third countries, the provisions of the Employment of Foreign Nationals Act do not apply, but their employment must be reported to the Austrian Public Employment Service (AMS). 

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A contract of employment may be concluded in writing, orally or implicitly (e.g. through the commencement of the activity with subsequent payment). Apprenticeship agreements must be concluded in writing!

Labour law distinguishes between employment contracts, freelance contracts and contracts for works (see also the sections ‘Working conditions’ and ‘Types of employment’).

If no written contract of employment is concluded, both workers and freelance contractors receive a statement of terms and conditions (Dienstzettel) immediately on commencement of the working relationship. 

A statement of terms and conditions sets out, for example, the place of work, basic salary, normal working hours, etc. If the working relationship is for a defined period, the statement of terms and conditions also indicates the date when the working relationship ends.

Changes to the contract of employment must not be less favourable than the provisions of existing legislation, collective agreements or works agreements. In the event of unlawful or unfavourable changes, consult one of the bodies representing your interests (the works council, the Chamber of Labour or your trade union) (see also the section ‘Representation of workers’).

Special provisions apply to contracts for works.

To end an open-ended employment contract, there is the possibility of termination. Employers and employees are sometimes subject to different periods of notice, which are laid down in the contract of employment, in works agreements, in the collective bargaining agreement, in the Employee Act (Angestelltengesetz) or in the General Civil Code (Allgemeines bürgerliches Gesetzbuch, ABGB). The stipulated periods must be respected if termination of the contract is to be legally effective.

An employment relationship can also be terminated by dismissal (termination without notice by the employer).

If the employer and employee agree, the employment relationship can also be terminated by mutual consent without the prescribed periods of notice and appointments.

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Employees with disabilities

The Federal Disabled Persons Employment Act (Behinderteneinstellungsgesetz) stipulates that there must be no discrimination in the workplace on grounds of a disability. Protection against discrimination covers persons with physical, mental or psychological disabilities or sensory impairments and their family members and other associated persons. If you are the subject of discrimination, you can assert your claims before a court. 

Mediation services are available free of charge under the ‘Sozialministeriumservice’. Damages and injunctions in cases of discrimination on grounds of harassment may also be sought before the court if the attempt at mediation fails. The Ombudsman for the Disabled (Behindertenanwalt/Behindertenanwältin) is responsible for advising and supporting individuals who consider that they have suffered discrimination. Further information is available on the website of the Ministry of Social Affairs:

https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen.html.

Children and young people: 

The Children and Young Persons Employment Act protects children, i.e. minors until they reach the age of 15 (i.e. up until their 15th birthday) and until the end of their compulsory schooling, and young workers until they reach the age of 18. The provisions of the Act apply to the employment of children and the employment of young people in employment, apprenticeship or other form of training relationships. There is a general prohibition on the employment of children. Exceptions: work in a family business (from the age of 13) or as part of school events, theatre and musical performances, etc.

The legislation on the protection of minors has been amended in Austria. For example, children and young people are subject to a smoking ban and, furthermore, spirits may be purchased and consumed only by people aged 18 and over. Legislation on the protection of minors also regulates how long adolescents may spend away from adults unaccompanied, etc. This is regulated differently from one province to another. The provincial legislation on the protection of young people applies here. 

Equal treatment:

Under the Equal Treatment Act (Gleichbehandlungsgesetz) in its current form, no one should face discrimination in their working life on the basis of their gender, age, ethnic origin, religion and/or ideology or sexual orientation.

In the event of discrimination on the basis of sexual orientation and gender identity, etc., you can consult the works council, Chamber of Labour or the Ombud for Equal Treatment.

Sexual harassment in the workplace:

Employers must do everything to protect employees from sexual harassment. Sexual harassment is classified as a criminal offence. 

Measures to protect pregnant women:

As soon as an employer learns of an employee’s pregnancy, the protection provisions of the Maternity Leave Act (Mutterschutzgesetz) must be upheld.

• Prohibition of night work – numerous exceptions
• Carrying and lifting heavy loads
• Working with substances, radiation, dust or vapours that are hazardous to health
• Work that is mainly done while standing, etc.
• Pregnant workers have special protection against dismissal.
• From eight weeks before their due date (i.e. during the protection period), employees cannot be given work, even they want it themselves (absolute prohibition of work). 

Taking a rest during work:

• Pregnant women are allowed to lie down and rest during working hours. The employer must provide a suitable bed or lounger. How often and for how long the employee rests is at your discretion. The rest time is considered regular working hours and must also be paid as such. 

For self-employed pregnant people or ‘new self-employed’ people, the Maternity Leave Act does not apply. Further information can be found at https://www.usp.gv.at/gesundheit-sicherheit/mutterschutz/selbststaendigkeit-und-schwangerschaft.html.

Working at night, on Sundays and on public holidays is prohibited for pregnant women and nursing mothers as well as for young people under the age of 18.

If an employee is breastfeeding, she is also entitled to paid time off to breastfeed her child. The maximum amount of time allowed for breastfeeding is 90 minutes per day.

Immigrants:

Immigrants are subject to the same laws (employment law, social insurance law, health and safety at work, etc.) as Austrian nationals. There are some differences regarding access to the labour market. Residence and access to the labour market are governed by a variety of laws in Austria. Not everyone who is allowed to reside in Austria legally may work without a work permit. 

EU/EEA and Swiss nationals may work in Austria without a work permit. 

A number of special rules apply to the cross-border use of workers.

Further information and legal advice is available, free of charge, from works councils, the Chamber of Labour, trade unions, the Ombud Office for Equal Treatment and the Disability Ombudsman.

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If you want to start a business, take over an existing business or set up a franchise operation, you should first seek advice from the Economic Chamber (Gründungsberatung der Wirtschaftskammer) in the province you live in, which will provide valuable tips and extensive advice and support for the successful launch of your business.

Business start-up consultancy service of the Economic Chamber:  

https://www.gruenderservice.at.

Think about your objectives, market opportunities, form of enterprise, location, costs and financing, and any available assistance schemes, etc. If you wish to pursue a trade, you must apply for a licence to trade from the trade supervisory authority, and you will possibly also need an operating permit for a business establishment. In addition, you must apply for a tax reference number from the competent Tax Office and you must register with the Social Insurance Institution for Self-Employed Persons. This will cover you for sickness, accident and pension insurance, as well as unemployment insurance. You must register any employees or freelance contractors with the Austrian Health Insurance Fund.  

If you wish to take over an existing business as its new owner, contact the succession exchange (Nachfolgerbörse) for young entrepreneurs: https://firmen.wko.at/suche_nachfolgeboerse.

Business start-up: 

https://www.usp.gv.at/gruendung/ueberlegungen-im-vorfeld.html (in German and English)

If you want to set up a company in Vienna, contact the Vienna Business Agency at: https://wirtschaftsagentur.at.

EU/EEA and Swiss nationals may register and exercise a trade just like Austrian nationals in principle, although there are exceptions.

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Employees receive appropriate remuneration for the work specified in their contract of employment. Remuneration encompasses, for example, wages, salaries and apprenticeship income (= remuneration for apprentices). 

The amount of remuneration is governed by laws, collective agreements and/or works agreements. It also depends on individual factors such as age, qualifications, working hours, assignment to duties (position), length of service, etc. It is in principle possible to be paid more, depending on negotiation potential and the applicant’s negotiating skills.

Collective agreements are written agreements that govern working hours, working conditions and remuneration, for example. They are negotiated between workers’ representatives (e.g. trade unions) and employers’ representatives (e.g. the Economic Chamber).

Works agreements are written agreements concluded between employers and the works council.

There are agreements on minimum wages in various sectors. Minimum wages are usually negotiated in collective agreements by trade unions and company representatives for the various sectors. There is no statutory minimum wage in Austria.

In most cases wages, salaries and apprenticeship income are transferred to a salary/current account. They are paid on the last day of the month or on the first day of the following working month. In some cases workers receive their wages weekly by cheque or in cash.

Wages and salaries, if governed by a collective agreement and/or a works agreement, are paid to employees 14 times a year: 12 monthly salary payments plus 1 month’s pay in the form of a Christmas bonus and 1 month’s holiday bonus (known as special payments).

Tax, social security contributions, the contribution to the Chamber of Labour and other deductions (e.g. union membership fees) are deducted from your gross wage by your employer. Employers transfer these sums to the relevant competent authority or organisation. 

You can use the gross-net calculator to work out how much money you have at your disposal after taxes, etc. are deducted: https://www.arbeiterkammer.at/beratung/steuerundeinkommen/lohnundgehalt/index.html.

Employees usually receive a written statement of remuneration, their payslip, every month. The payslip contains a precise breakdown of deductions (taxes, social insurance, legally prescribed and voluntary contributions, etc.).  

Freelance contractors are paid for the duration of their work assignment. In the absence of any specific agreement, they are not entitled to special payments. They are, however, entitled to a statement of terms and conditions (Dienstzettel) (see the section ‘Employment contracts’), in the absence of a written contract. If their contract continues for a longer period, they receive their remuneration monthly. Freelance contractors must make their own arrangements for the payment of taxes. Employers are responsible for transferring social security contributions to insurance institutions (pension insurance, accident insurance, unemployment insurance, etc.) and the Austrian Health Insurance Fund. Freelance contractors are members of the Chamber of Labour and pay a contribution to it (the Chamber of Labour levy).

There is no minimum wage, collective agreement, etc. which they can invoke if they feel their pay is too low.

For contractors, it is the result of the service (the work assignment) that determines the remuneration. Remuneration is normally paid after the contract has been fulfilled. For contractors, there is no entitlement to rates fixed by collective agreement or to special payments. People covered by a contract for works have to make their own arrangements for the payment of taxes and social insurance contributions.

You can obtain free legal advice from the Chambers of Labour, trade unions and the Economic Chamber, whose area of responsibility includes the self-employed.

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The Working Time Act (Arbeitszeitgesetz) applies to almost all private-sector employees over the age of 18. For young people and defined groups (e.g. drivers of motor vehicles) separate working time provisions apply.

Working time is understood to mean the time from the beginning to the end of work, excluding breaks. The working day/working week is the working time within a period of 24 hours / a calendar week.

Normal working time is:

• an 8-hour working day (working time within a 24-hour period)
• a 40-hour working week (working time from Monday to Sunday inclusive) 

Collective agreements in many industries have shortened the working day or working week, e.g. to 38 hours. 

Maximum limits of 12 hours per day, 60 hours in any given week and 48 hours per week on average over a given period of 17 weeks apply.

Different working time agreements apply to certain sectors, such as tourism, the hotel and catering industry and retail. Ask the works council, the Chamber of Labour or your trade union which regulation applies to your sector.

Breaks and rest periods:

If your working day is 6 hours or more, you are entitled to a break of at least half an hour. 

This break is not paid and is not counted as part of the total working time.

At the end of the working day, employees are entitled to an uninterrupted rest period of at least 11 hours. The weekly rest period is governed by the Rest Periods Act (Arbeitsruhegesetz). At weekends, you are entitled to an uninterrupted rest period of 36 hours. 

Here, too, there are many exceptions.

Part-time work:

Part-time employees must not be treated any less favourably than full-time employees simply because they work part time. 

Extra work: 

Extra work is defined as the difference between your contractually agreed working hours (e.g. 25 hours) and your normal working hours. A statutory premium of 25% is applied to extra hours. However, you receive this premium only if you do not reduce the extra hours via time off in lieu within the quarter (or within another 3-month period). 

Overtime:

Overtime is accrued if the normal working hours are exceeded. According to the Working Time Act, overtime is to be remunerated with a financial bonus or time credit (50% bonus or 1.5 hours of time off in lieu per overtime hour worked).

Shift work:

In shift work, the job is performed by several different workers over the course of a set period. In certain conditions, a shift of up to 12 hours is possible. 

Flexitime

With the flexitime system, the employee is able to determine the beginning and end of their normal working hours each day, within an agreed timeframe. The employee must be at work for the prescribed core period. The flexitime must be set down in a works agreement or a flexitime agreement. 

Work at night, on Sundays and on public holidays:

Both men and women are allowed to work at night. Pregnant women, nursing mothers and young people below the age of 18 are not permitted to work at night or on Sundays or public holidays, however. Exceptions exist, for example, in the hotel and restaurant trade, in bakeries and in hospitals.

Reduced working time: 

Reduced working time is when working time in a company is reduced for a limited period of time. Reduced working time serves to bridge economic disruptions and is intended to prevent employees from losing their jobs.

Because of COVID-19 (coronavirus), many companies gave their employees reduced working hours. Special conditions were granted for this purpose. On the basis of the relevant legislation, the Austrian Public Employment Service put the support for reduced working hours into practice (reduced working time allowance). The labour market policy objective of using such allowances is to avoid unemployment as a result of temporary economic difficulties and thus to maintain the level of employment as much as possible. The application for assistance is made via the company eAMS account.

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Employees and apprentices have a minimum entitlement to paid annual leave of five weeks in each working year. This corresponds to 25 working days per working year. 

In the first 6 months of your first year of employment, your leave entitlement is calculated on a pro rata basis. From the start of the 7th month, you receive the full leave entitlement. From the second year of employment, the full leave entitlement normally accrues from the beginning of the working year.

The working year commences on the date the employee started work in the job. 

Marginally employed workers and part-time workers are also entitled to 5 weeks of paid holiday per year. 

In addition to the monthly salary, employees in Austria receive – if provided for in the collective agreement or employment contract – a holiday allowance, also called the 14th month’s salary or holiday money (known as a special payment). 

The timing and duration of the leave must be agreed by mutual consent between the employer and the employee. Check with the company when you should apply for annual leave. It is best to apply for annual leave in writing.

Should you fall ill whilst on leave, the days you are sick do not count as leave. However, this is only the case if you are sick for more than 3 calendar days. You must inform your company that you are sick immediately and provide a doctor’s note obtained from your GP (primary care physician).

Disabled employees and young people are not, in principle, entitled to more leave, except where collective agreements or works agreements so stipulate.

The following count as public holidays: 1 January (New Year), 6 January (Epiphany), Easter Monday, 1 May (State Holiday), Ascension, Whit Monday, Corpus Christi, 15 August (Assumption), 26 October (National Holiday), 1 November (All Saints), 8 December (Immaculate Conception), 25 December (Christmas) and 26 December (St Stephen’s Day).

Sickness and continued remuneration:

The principle of continued remuneration ensures that, in the event of sickness, industrial accidents or occupational illness and during rehabilitation and convalescence leave, your remuneration will continue to be paid by the company. As an employee you are obliged to inform your company about your incapacity for work as soon as you become sick or suffer an accident. Your GP (primary care physician) will issue an incapacity for work certificate known as a ‘Krankenstandsbestätigung’ or ‘Krankmeldung’. Your remuneration will continue to be paid in full for 6 to 12 months, depending on how long you have been in the job, and at 50% thereafter.

When normal remuneration ceases, you receive sickness benefit from your health insurance provider. The amount of sickness benefit depends on your earnings in the last month before your illness and the amount of continued remuneration paid to you. 

Freelance contractors already receive sickness benefit as of the fourth day of sickness. 

Maternity leave:

Maternity leave for expectant mothers normally begins 8 weeks before the birth and ends 8 weeks thereafter. During this time the mother cannot work at all. During the protection period, the employment relationship continues to exist, i.e. salaries and wages continue to be paid during maternity leave. If you have a valid contract of employment, or if you are drawing unemployment benefit, you will receive a maternity benefit for the period before the birth as a substitute for your income. Freelance contractors are also entitled to maternity benefit. 

Parental leave:

Mothers and fathers who are employed are entitled to unpaid parental leave after the birth. This means they are released from work, receiving no pay during that time but, if they fulfil the conditions, childcare allowance instead. Parental leave can be taken until the child reaches the age of 2, provided you live in the same household as the child. The minimum period of parental leave is 2 months. You are protected from termination and dismissal for 4 weeks after the parental leave or period of parental leave ends. 

Educational and study leave 

Educational or study leave may be arranged after a minimum employment period of 6 months, if the company agrees. There is no legal entitlement. The minimum period is 2 months; the maximum is 12 months. If educational and study leave is taken in parts, each part has to last at least 2 months. It is possible to take study leave in separate periods spread over up to 4 years. 

Wages or salaries are not paid during this period, with the employee instead receiving a continuing-training allowance from the Austrian Public Employment Service (AMS) equivalent to the level of unemployment benefit to which he or she would be entitled, providing that the employee attends a course of continuing training for at least 20 hours per week. 

If you have to care for a member of your family living in your household, you may be given time off work and continue to receive your pay, under certain conditions. You are also entitled to care leave for close relatives even if they do not live in the same household, for example for a parent who lives elsewhere. 

Dependent care leave is granted for 1 week. In the case of children who require care, 1 further week per calendar year is possible if the child has not yet reached the age of 12. Sick children can also be cared for by a parent who does not live in the same household. 

Special care leave: 

The regulation on special care leave (Sonderbetreuungszeit) is part of the Federal Government’s package of measures regarding the COVID-19 pandemic. 

It gives workers who have to care for children up to the age of 14 or people with disabilities, or who have family members in need of care, a legal entitlement to special care leave of up to 4 weeks. Ask the Chamber of Labour or your trade union whether this rule is valid at the relevant time.

Dependent care special leave and dependent care special part-time working:

Dependent care special leave and dependent care special part-time working may be claimed where the family member is in receipt of a long-term care allowance at stage 3 or above or, in the case of minors or dementia in a close family member, long-term care allowance at stage 1 or above. A written agreement between employer and employee is required. The working hours may also be reduced. As carers' leave and part-time carers' leave are intended to bridge the gap, they can be agreed for a period of 1 to a maximum of 3 months. In the case of part-time carers' leave, working hours may be reduced to up to 10 hours a week.

Compassionate leave:

Family hospice leave gives employees the opportunity to take temporary leave, reduce their working hours or postpone them in the event of serious illness of children, adopted children, foster children and biological children of their spouse, registered partner or partner or to accompany dying relatives. Employees on compassionate leave have a statutory right to a dependent care special allowance. 

Parental part-time working:

This refers to a legally regulated entitlement to a reduction in the previously agreed working hours or a change in the scheduling of the current working hours. Parental part-time working is possible subject to certain conditions, until the child’s seventh birthday. 

The conditions (start, duration, extent and schedule) are to be agreed with the company. If there is no entitlement to parental part-time working, it can be agreed until the child’s fourth birthday. 

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Probation period: 

A probation period is agreed at the beginning of an employment relationship. During the probation period, a contract of employment may be terminated verbally by the company or by the employee without them having to give reasons. The probation period is 1 month (apprenticeship: 3 months).  

Termination of a fixed-term contract: 

Employment ends automatically when the term of the contract has expired. The last day of a fixed-term contract is indicated in the employment contract or in the statement of terms and conditions (see the sections ‘Working conditions’ and ‘Employment contracts’). 

Termination by mutual consent: 

When an employee and a company end an employment relationship by mutual consent, no termination deadlines or notice periods have to be observed. Such termination may be verbal or in writing. Written termination is recommended. 

Termination: 

Notice can be given verbally, in writing or implicitly (handover of employment papers). No reason for termination needs to be given. As a precaution, you should give notice in writing. Observe any termination deadlines and notice periods stipulated in the collective agreement, relevant legislation or works agreements! 

Dismissal: 

Dismissal terminates an employment relationship with immediate effect. There must be a reason for dismissal (e.g. persistent neglect of duties). Dismissal may be effected verbally, in writing or implicitly. Even an unjustified dismissal terminates an employment contract with immediate effect, but you can bring an action for wrongful dismissal before the Labour and Social Security Court (Arbeits- und Sozialgericht). 

Resignation: 

Resignation also terminates an employment contract with immediate effect. This option is made available to employees in the event of gross negligence on the part of the company, for example.  

When employment is terminated, an employee is entitled to receive his/her employment papers. 

The employment papers include the settlement of account, the certificate of employment, the notice of health insurance deregistration, the confirmation of work and remuneration, the payslip (L16) and the employment reference.PLEASE NOTE: Further information can be obtained from the appropriate works council, Chamber of Labour or trade union.

Reduction of working time based on age:

Partial retirement:

Older employees may reduce their working time by up to 60% and receive wage compensation of up to 50% in addition to their salary that has been adjusted to working hours. Social security contributions for health, pension and unemployment insurance continue to be paid at the previous levels by the company. 

Partial retirement can be taken 5 years before the regular pension age.

Please note: This rule does not apply to men born on or before 31 December 1960 and women born on or before 31 December 1964. These people may take partial retirement 7 years before their regular pension age. 

Partial retirement can be taken for a maximum of 5 years; the consent of the company is required.

Pension:

Individuals who were born before 1 January 1955: 

Women can retire at 60, men at 65. Entitlements built up by the date in question must comprise either 180 insurance months within the last 360 calendar months or 180 contribution months without time restrictions or 300 insurance months. 

Individuals who were born on or after 1 January 1955: 

The statutory retirement age for men is 65; the statutory retirement age is 60.5 years for women who were born between 1 January 1964 and 30 June 1964, and 61 years for women born between 1 July 1964 and 31 December 1964. As of 2024, the retirement age for women will progressively rise and be brought into line with the retirement age for men. From 2033 there will be a single retirement age of 65. 

Entitlements built up by the date in question must comprise either 180 insurance months within the last 360 calendar months or 180 contribution months without time restrictions or 300 insurance months. Employment includes, but is not limited to, time spent as a carer for a disabled child and compassionate leave.

Early retirement:

• Partial pension:
  The partial pension is not a pension payment as such but a partial retirement benefit. The partial pension is based on the eligibility criteria of the ‘corridor’ pension. Instead of a ‘corridor’ pension, people are encouraged to work part-time until the regular pension age. For men, the partial pension can currently be taken from the age of 62.
• ‘Corridor’ pension
  https://www.arbeiterkammer.at/beratung/arbeitundrecht/pension/pensionsformen/Frueher_in_Pension.html.
• Heavy work pension
  https://www.arbeiterkammer.at/beratung/arbeitundrecht/pension/pensionsformen/Frueher_in_Pension.html.
• Early old-age pension for long-term contributors to the pension insurance (45 years), known as the ‘Hackler scheme’ (Hacklerregelung) or ‘early-starter bonus’ (Frühstarterbonus): The possibility of obtaining an early retirement benefit free of deductions (‘Hackler scheme’) was abolished and replaced on 1 January 2022 by the introduction of the early starter bonus.

With effect from 1 January 2022, deductions of 4.2% per year have been reintroduced under the long-term contributors scheme, which allows you to retire from the age of 62 if you have accrued 45 years of contributions.

The early starter bonus gives a higher pension to those who worked and accrued contribution months between the ages of 15 and 20. They receive an adjusted pension bonus of up to EUR 60 per month. A minimum of 25 contribution years is required. The early starter bonus becomes part of the pension benefit.

As a condition of the early starter bonus, the pension benefit must be based on at least 300 months of contributions. Of these, at least 12 months of contributions must have been acquired before the first of the next month following your 20th birthday.

Working longer: 

If, in addition to receiving an old-age pension, you are engaged in an employment relationship subject to compulsory insurance after you have reached the standard retirement age, you will pay fewer social security contributions from January 2024. 

Termination of employment on grounds of incapacity for work: 

The rules on age and requirements are different for employees, workers and the self-employed. From 2017, there has been the option of part-time reintegration:  the normal weekly working hours can be reduced after a long period of illness, and you also a legal right to professional rehabilitation in the event of impending disability and/or incapacity for work.

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Trade unions:

In Austria, trade unions have a long tradition and are politically influential.

The individual trade unions are organised as part of the Austrian Trade Union Federation (Österreichischer Gewerkschaftsbund, ÖGB). There are also regional organisations. The trade unions have around 1.2 million members. A worker becomes a member of a union on application. The union to which a worker belongs is determined by their occupational activity and being part of a particular industry. Trade unions represent the political, economic and social interests of workers vis-à-vis companies, the government and the political parties. The tasks of the Austrian Trade Union Federation include, for example, negotiating collective agreements, engaging in industry-wide co-determination in the context of economic and social partnership, implementing social improvements for workers, safeguarding social standards, safeguarding real wages and giving members legal advice. 

Chambers of Labour: 

The Chambers of Labour (Arbeiterkammern) represent some three million employees and freelance contractors throughout Austria. Membership is compulsory for all employees and freelance contractors, except senior white-collar workers and civil servants. The contribution to the Chamber of Labour, the so-called Chamber of Labour levy (Arbeiterkammerumlage), is deducted directly from your pay and amounts to 0.5% of your gross income. The Chamber of Labour, like the Austrian Trade Union Federation, represents the social, economic and political interests of employees vis-à-vis companies, the government and the political parties. Among the services offered directly are, for example, advice in the area of employment law, legal representation in the Labour and Social Security Court (in cooperation with the Austrian Trade Union Federation), advice on occupational health and safety, the protection of apprentices and young people, advice on social insurance, wage accounting and tax matters, and consumer protection. The Chambers of Labour also provide a large number of basic and continuing training schemes. The Chamber of Labour is divided into regional organisations. 

The works council:

Employees and freelance contractors are, in principle, represented in the company or plant by works councils. The primary role of the works council is to represent the staff vis-à-vis the business owner. The works council is elected by the employees of a business. A works council may be established where the size of the business consistently exceeds five employees. Works councils are consulted in the event of dismissals or recruitment, for example, and provide information on matters of employment law. 

The interests of self-employed persons are represented by professional organisations, chambers, such as the Chamber of Pharmacists (Apothekerkammer) or the Economic Chambers, associations and federations, such as the Federation of Austrian Industries (Industriellenvereinigung). You can obtain further information from the Austrian Federal Economic Chamber and its regional organisations.

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The right to industrial dispute (strikes, boycotts and lockouts) is governed only by selected parts of various laws in Austria.

It is still a fact that strikes and lockouts are essentially illegal actions, because in most cases they represent breaches of employment contracts. 

Because of the complex legal position, if you take part in a strike during your working hours or are affected by a lockout, you should always seek advice from the Chamber of Labour and/or a trade union.

For conflicts in the workplace (e.g. bullying), you should consult a trustworthy person at your place of work (e.g. the works council) or approach the Chamber of Labour or the trade unions (for specialist advice on bullying).

In Austria there is no great tradition of strikes and lockouts. Most labour disputes (those relating to pay rises, etc.) are resolved ‘around the table’ by bodies representing the interests of the parties (trade union, Economic Chamber, etc.).

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.