Verträge und Entlassungen
Angaben im schriftlichen Arbeitsvertrag
Generell gibt es keine speziellen gesetzlichen Anforderungen an die Form eines Arbeitsvertrags (mit Ausnahme der Verträge mit Auszubildenden und einigen Mitarbeitern des öffentlichen Sektors). Daher kann ein Arbeitsvertrag sowohl schriftlich als auch mündlich abgeschlossen werden. Wenn ein Arbeitsvertrag allerdings nicht schriftlich abgeschlossen wird, muss der Arbeitgeber dem Arbeitnehmer eine schriftliche Erklärung über de wichtigsten Bedingungen des Arbeitsvertrags übergeben, die zumindest die grundlegenden Daten der Vertragsparteien enthält, den Vertragsbeginn, die Vertragsdauer, Kündigungsfrist, Vertragsende, Gehalt, Jahresurlaub, normale tägliche oder Wochenarbeitszeit, Name und Adresse des Pensionsfonds des Unternehmens und Kündigungsbedingungen.
Ein Dienstzettel ist nicht erforderlich, wenn ein schriftlicher Arbeitsvertrag ausgestellt wurde, der alle notwendigen Informationen enthält. Das Arbeitsvertragsrechts-Änderungsgesetz (AVRAG) wurde überarbeitet, um die EU-Richtlinie 2019/1152 über transparente und vorhersehbare Arbeitsbedingungen umzusetzen.
Arbeitsverträge für echte Arbeitnehmer müssen nun die Kündigungsmodalitäten, den Sitz des Unternehmens, eine kurze Stellenbeschreibung, Angaben zu Überstundenzuschlägen und Gehaltszahlungen (falls zutreffend), Bedingungen für die Änderung des Schichtplans (falls zutreffend), den Namen und die Anschrift des Sozialversicherungsträgers, die Bedingungen für die Probezeit und etwaige vom Arbeitgeber angebotene Schulungen enthalten.
Arbeitgeber, die keinen schriftlichen Arbeitsvertrag oder Dienstzettel ausstellen, müssen nach der neuen Änderung mit einer Verwaltungsstrafe rechnen
Quellen: §2 des Gesetzes zur Vereinheitlichung des Arbeitsvertragsrechts (Amtsblatt Nr. 459/1993)
Befristete Beschäftigung
Unbefristete Arbeitsverträge sind die Regel, es gibt jedoch keine gesetzlichen Einschränkungen zu zeitlich begrenzten Arbeitsverträgen. Es gibt keine gesetzlichen Einschränkungen zu maximalen Laufzeiten eines einzelnen Arbeitsvertrags oder seinen Verlängerungen. Allerdings führen aufeinanderfolgende befristete Arbeitsverträge automatisch zu einem unbefristeten Arbeitsverhältnis, es sei denn, es sprechen bestimmte oder wichtige Gründe dagegen, die einen erneuten befristeten Vertrag rechtfertigen. Es gibt keine Einschränkung für die Laufzeiten von befristeten Arbeitsverträgen. Daraus kann gefolgert werden, dass das Gesetz die Einstellung von Mitarbeitern mit befristeten Arbeitsverträgen auch für Aufgaben dauerhafter Natur erlaubt.
Probezeit
Die Probezeit für Angestellte beträgt einen Monat. Die Probezeit für Arbeiter wird durch Tarifverträge geregelt. Diese beträgt in der Regel einen Monat.
Quellen: §19 Angestelltengesetz (Amtsblatt Nr. 292/1921)
Beendigung des Arbeitsverhältnisses
Employment termination is regulated under the White-Collar Employees Act, the General Civil Code and the Trade Code.
The main reasons provided by the legislation to terminate an employment contract are: 1. Termination of employment during the probationary period (by either party, at any time without providing any reasons); 2. mutual agreement between the parties (amicable solution) 3. death of employee 4. resignation by the employee (early exit) 5. termination of employment contact by either party (after serving the required notice) 6. dismissal (by the employer); and 7. termination of fixed term contract on completion of task or expiry of the period specified in the contract
The employer may terminate the employment contract with immediate effect in the following cases: 1. breach of trust (employee is unfaithful in their duties, accepts unjustified benefits from third parties without the employer's knowledge or consent (e.g., commissions or rewards); 2. inability to perform duties; 3. conflict of interest; 4. neglect of duties or defiance of reasonable orders; 5. prolonged absence (due to a long-term prison sentence or for reasons other than illness or accident); 6. misconduct
The White-Collar Employees Act, and the Trade Code have detailed provisions on reasons that justify the resignation by an employee/worker (early exit).
The white-collar employees are entitled to tender resignation (terminate employment with immediate effect) in the following circumstances:
- inability to continue work without harming their health or morals;
- unfair treatment by the employer (employer unjustly reduces or withholds wages, provides unhealthy or inadequate food or accommodation as part of in-kind remuneration, or violates other key contractual obligations)
- failure to ensure safety: (employer neglects their legal responsibility to protect the employee’s life, health, or morals)
- abuse or harassment: (employer commits physical violence, moral violations, or serious insults against the employee or their family, or refuses to protect the employee from such actions by a colleague or a family member of the employer)
Similar provisions are found in the Trade Code.
The prohibited grounds for dismissal are specified in the Federal Equal Treatment Act, the Maternity Protection Act and the Works Council Act. These include the employee’s marital status, pregnancy, maternity leave, family responsibilities, filing a complaint against the employer, race, colour, sex, sexual orientation, religion, political opinion, age, trade union membership and activities, performing military or civil service, ethnic origin.
Certain categories of workers are granted special protection against dismissal. These include workers’ representatives, pregnant women and/or women on maternity leave, workers with family responsibilities, older workers, workers with disabilities, workers performing military/alternative service. Before terminating an employee, the business owner must inform the Works Council, which has one week to provide its comments on the matter.
When employers in Austria plan to reduce their workforce through redundancies, employer must notify the regional Public Employment Service (AMS) in writing if they plan to terminate multiple employees within 30 days, under the following conditions: at least 5 employees in companies with 21–99 workers; 5% of workers in companies with 100–600 workers, or 30 employees in companies with over 600 workers. The notification requirement also applies to termination of 5 employees aged 50 or older regardless of the company size. Notification must be made at least 30 days before the first termination, collective agreements may extend this notice period. In cases of bankruptcy, the insolvency administrator must fulfil this obligation if it was not done earlier.
When a company plans operational changes, including collective dismissals or redundancies, , the business owner must inform the Works Council early enough to allow thorough assessment and feedback. The Works Council can propose ways to prevent or mitigate negative impacts on employees while considering the company's economic needs. If the changes significantly disadvantage a large portion of the workforce, a works agreement must address these issues, particularly focusing on protecting older employees during dismissals. If no agreement is reached, the matter is referred to an arbitration board, which will decide. If the employer delays providing information or fails to inform the Works Council adequately, affected employees may be entitled to additional compensation.
If the employer fails to follow the proper notice periods or dates, the dismissal remains legally valid but is considered unfair dismissal In such cases, the employee is entitled to dismissal compensation, covering the wages they would have earned during the notice period.
Employees may also challenge the termination in court. Reinstatement can be granted if the dismissal significantly impacts the employee’s life, such as difficulty finding comparable employment, and the employer cannot provide sufficient justification for the termination.
When employment ends, an employee can request a written certificate detailing the duration and type of service. If requested during employment, the certificate is issued at the employee's expense. The certificate must not include any comments that could hinder the employee's chances of finding a new job.
Sources: §19, 25-28 of White-Collar Employees Act (Official Gazette No. 292/1921), last amended by BGBl. I No. 11/2024; §82-86 of Trade Commerce and Industry Regulation Act (Official Gazette No. 227/1859), last amended by BGBl. I No. 153/2017; §10 of the Maternity Protection Act 1979 (Official Gazette No. 221/1979), last amended by BGBl. I No. 64/2024; §105(3) of Labour Constitution Act (Official Gazette No. 22/1974), last amended by BGBl. No. 110/2024; §3 & 17 of Equal Treatment Act (Official Gazette No. 66/2004), last amended by BGBl. I No. 16/2020; §45a of the Labour Market Promotion Act, 1969 (Official Gazette No. 31/1969), last amended by BGBl. I No. 106/2022; §1163 of General Civil Code (Official Gazette No. 496/1811, last amended by BGBl. I No. 33/2024
Vorschriften zu Beschäftigungsbedingungen
- Arbeitszeitgesetz (Amtsblatt Nr. 461/1969, letzte Ergänzung 189/2023) / Working Time Act (Official Gazette No.461/1969), last amended by BGBl. I No. 189/2023
- Gesetzliche Ruhezeiten (Amtsblatt Nr. 144/1983, letzte Ergänzung 58/2022) / Rest Periods Act (Official Gazette No. 144/1983), last amended by BGBl. I No. 58/2022
- Vereinheitlichung der gesetzlichen Regelungen zu bezahlter Abwesenheit und Einführung des Gesetzes zur Betreuungszeit (Urlaubsgesetz) (Amtsblatt Nr. 390/1976, letzte Änderung 115/2023) / Harmonization of Leave Law and Introduction of Care Leave Act (Annual Leave Act) (Official Gazette No. 390/1976), last amended by BGBl. I No. 115/2023
Angaben im schriftlichen Arbeitsvertrag
Generell gibt es keine speziellen gesetzlichen Anforderungen an die Form eines Arbeitsvertrags (mit Ausnahme der Verträge mit Auszubildenden und einigen Mitarbeitern des öffentlichen Sektors). Daher kann ein Arbeitsvertrag sowohl schriftlich als auch mündlich abgeschlossen werden. Wenn ein Arbeitsvertrag allerdings nicht schriftlich abgeschlossen wird, muss der Arbeitgeber dem Arbeitnehmer eine schriftliche Erklärung über de wichtigsten Bedingungen des Arbeitsvertrags übergeben, die zumindest die grundlegenden Daten der Vertragsparteien enthält, den Vertragsbeginn, die Vertragsdauer, Kündigungsfrist, Vertragsende, Gehalt, Jahresurlaub, normale tägliche oder Wochenarbeitszeit, Name und Adresse des Pensionsfonds des Unternehmens und Kündigungsbedingungen.
Ein Dienstzettel ist nicht erforderlich, wenn ein schriftlicher Arbeitsvertrag ausgestellt wurde, der alle notwendigen Informationen enthält. Das Arbeitsvertragsrechts-Änderungsgesetz (AVRAG) wurde überarbeitet, um die EU-Richtlinie 2019/1152 über transparente und vorhersehbare Arbeitsbedingungen umzusetzen.
Arbeitsverträge für echte Arbeitnehmer müssen nun die Kündigungsmodalitäten, den Sitz des Unternehmens, eine kurze Stellenbeschreibung, Angaben zu Überstundenzuschlägen und Gehaltszahlungen (falls zutreffend), Bedingungen für die Änderung des Schichtplans (falls zutreffend), den Namen und die Anschrift des Sozialversicherungsträgers, die Bedingungen für die Probezeit und etwaige vom Arbeitgeber angebotene Schulungen enthalten.
Arbeitgeber, die keinen schriftlichen Arbeitsvertrag oder Dienstzettel ausstellen, müssen nach der neuen Änderung mit einer Verwaltungsstrafe rechnen
Quellen: §2 des Gesetzes zur Vereinheitlichung des Arbeitsvertragsrechts (Amtsblatt Nr. 459/1993)
Befristete Beschäftigung
Unbefristete Arbeitsverträge sind die Regel, es gibt jedoch keine gesetzlichen Einschränkungen zu zeitlich begrenzten Arbeitsverträgen. Es gibt keine gesetzlichen Einschränkungen zu maximalen Laufzeiten eines einzelnen Arbeitsvertrags oder seinen Verlängerungen. Allerdings führen aufeinanderfolgende befristete Arbeitsverträge automatisch zu einem unbefristeten Arbeitsverhältnis, es sei denn, es sprechen bestimmte oder wichtige Gründe dagegen, die einen erneuten befristeten Vertrag rechtfertigen. Es gibt keine Einschränkung für die Laufzeiten von befristeten Arbeitsverträgen. Daraus kann gefolgert werden, dass das Gesetz die Einstellung von Mitarbeitern mit befristeten Arbeitsverträgen auch für Aufgaben dauerhafter Natur erlaubt.
Probezeit
Die Probezeit für Angestellte beträgt einen Monat. Die Probezeit für Arbeiter wird durch Tarifverträge geregelt. Diese beträgt in der Regel einen Monat.
Quellen: §19 Angestelltengesetz (Amtsblatt Nr. 292/1921)
Beendigung des Arbeitsverhältnisses
Employment termination is regulated under the White-Collar Employees Act, the General Civil Code and the Trade Code.
The main reasons provided by the legislation to terminate an employment contract are: 1. Termination of employment during the probationary period (by either party, at any time without providing any reasons); 2. mutual agreement between the parties (amicable solution) 3. death of employee 4. resignation by the employee (early exit) 5. termination of employment contact by either party (after serving the required notice) 6. dismissal (by the employer); and 7. termination of fixed term contract on completion of task or expiry of the period specified in the contract
The employer may terminate the employment contract with immediate effect in the following cases: 1. breach of trust (employee is unfaithful in their duties, accepts unjustified benefits from third parties without the employer's knowledge or consent (e.g., commissions or rewards); 2. inability to perform duties; 3. conflict of interest; 4. neglect of duties or defiance of reasonable orders; 5. prolonged absence (due to a long-term prison sentence or for reasons other than illness or accident); 6. misconduct
The White-Collar Employees Act, and the Trade Code have detailed provisions on reasons that justify the resignation by an employee/worker (early exit).
The white-collar employees are entitled to tender resignation (terminate employment with immediate effect) in the following circumstances:
- inability to continue work without harming their health or morals;
- unfair treatment by the employer (employer unjustly reduces or withholds wages, provides unhealthy or inadequate food or accommodation as part of in-kind remuneration, or violates other key contractual obligations)
- failure to ensure safety: (employer neglects their legal responsibility to protect the employee’s life, health, or morals)
- abuse or harassment: (employer commits physical violence, moral violations, or serious insults against the employee or their family, or refuses to protect the employee from such actions by a colleague or a family member of the employer)
Similar provisions are found in the Trade Code.
The prohibited grounds for dismissal are specified in the Federal Equal Treatment Act, the Maternity Protection Act and the Works Council Act. These include the employee’s marital status, pregnancy, maternity leave, family responsibilities, filing a complaint against the employer, race, colour, sex, sexual orientation, religion, political opinion, age, trade union membership and activities, performing military or civil service, ethnic origin.
Certain categories of workers are granted special protection against dismissal. These include workers’ representatives, pregnant women and/or women on maternity leave, workers with family responsibilities, older workers, workers with disabilities, workers performing military/alternative service. Before terminating an employee, the business owner must inform the Works Council, which has one week to provide its comments on the matter.
When employers in Austria plan to reduce their workforce through redundancies, employer must notify the regional Public Employment Service (AMS) in writing if they plan to terminate multiple employees within 30 days, under the following conditions: at least 5 employees in companies with 21–99 workers; 5% of workers in companies with 100–600 workers, or 30 employees in companies with over 600 workers. The notification requirement also applies to termination of 5 employees aged 50 or older regardless of the company size. Notification must be made at least 30 days before the first termination, collective agreements may extend this notice period. In cases of bankruptcy, the insolvency administrator must fulfil this obligation if it was not done earlier.
When a company plans operational changes, including collective dismissals or redundancies, , the business owner must inform the Works Council early enough to allow thorough assessment and feedback. The Works Council can propose ways to prevent or mitigate negative impacts on employees while considering the company's economic needs. If the changes significantly disadvantage a large portion of the workforce, a works agreement must address these issues, particularly focusing on protecting older employees during dismissals. If no agreement is reached, the matter is referred to an arbitration board, which will decide. If the employer delays providing information or fails to inform the Works Council adequately, affected employees may be entitled to additional compensation.
If the employer fails to follow the proper notice periods or dates, the dismissal remains legally valid but is considered unfair dismissal In such cases, the employee is entitled to dismissal compensation, covering the wages they would have earned during the notice period.
Employees may also challenge the termination in court. Reinstatement can be granted if the dismissal significantly impacts the employee’s life, such as difficulty finding comparable employment, and the employer cannot provide sufficient justification for the termination.
When employment ends, an employee can request a written certificate detailing the duration and type of service. If requested during employment, the certificate is issued at the employee's expense. The certificate must not include any comments that could hinder the employee's chances of finding a new job.
Sources: §19, 25-28 of White-Collar Employees Act (Official Gazette No. 292/1921), last amended by BGBl. I No. 11/2024; §82-86 of Trade Commerce and Industry Regulation Act (Official Gazette No. 227/1859), last amended by BGBl. I No. 153/2017; §10 of the Maternity Protection Act 1979 (Official Gazette No. 221/1979), last amended by BGBl. I No. 64/2024; §105(3) of Labour Constitution Act (Official Gazette No. 22/1974), last amended by BGBl. No. 110/2024; §3 & 17 of Equal Treatment Act (Official Gazette No. 66/2004), last amended by BGBl. I No. 16/2020; §45a of the Labour Market Promotion Act, 1969 (Official Gazette No. 31/1969), last amended by BGBl. I No. 106/2022; §1163 of General Civil Code (Official Gazette No. 496/1811, last amended by BGBl. I No. 33/2024
Vorschriften zu Beschäftigungsbedingungen
- Arbeitszeitgesetz (Amtsblatt Nr. 461/1969, letzte Ergänzung 189/2023) / Working Time Act (Official Gazette No.461/1969), last amended by BGBl. I No. 189/2023
- Gesetzliche Ruhezeiten (Amtsblatt Nr. 144/1983, letzte Ergänzung 58/2022) / Rest Periods Act (Official Gazette No. 144/1983), last amended by BGBl. I No. 58/2022
- Vereinheitlichung der gesetzlichen Regelungen zu bezahlter Abwesenheit und Einführung des Gesetzes zur Betreuungszeit (Urlaubsgesetz) (Amtsblatt Nr. 390/1976, letzte Änderung 115/2023) / Harmonization of Leave Law and Introduction of Care Leave Act (Annual Leave Act) (Official Gazette No. 390/1976), last amended by BGBl. I No. 115/2023
