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Undoubtedly, payroll is a critical process for any organization. Pay cycle in Austria refers to the period for which an organization pays its employees, and this can vary depending on the pay frequency that the organization chooses to adopt.

In Austria, salaries are paid monthly, and wages must be paid by the end of the month.

It is customary to pay 13th and 14th salaries in Austria. The 13th and 14th payments are paid out in June and November.

As of 2022, Austria has a minimum wage of 1,700 EUR per month for a full-time employee.

In Austria, anything over 40 hours per week is paid at a rate of 150% of the regular pay.

• Employers should maintain immigration checks, visas, work permits, and other similar documents issued under the Employment of Foreign Workers Act for three years after termination of employment.
• Employers should retain social security documents for at least five years after they have paid the applicable social security contributions.
• Employers should retain documents related to the rejection of an employee’s application or promotion for six months.
• Employers should retain employment-related documentation, such as employment agreements, bonus arrangements, and pay slips, for three years after an employee’s termination unless a longer retention period applies.

Austria employment compliance laws allow employment contracts to be concluded in writing, verbally, or implicitly. If a contract is not in writing, employers must provide their employee with a Dienstzettel, a statement of terms and conditions including workplace, duties, and wages, upon hire. Employment contract should be written these contracts will spell out benefits, compensation, termination requirements, and more. All salary and compensation amounts should be in Euro instead of another currency, and it must be ensured that the contract is in the local language.

The steps involved for onboarding in Austria is as follows:

• Onboard multiple employees together to save time and encourage bonding
• Provide on-the-job training
• Review the employment contract and any other important company documents
• Travel to Austria to be there in-person for the on boarding process

The standard probation period in Austria must not exceed 1 month, except for apprenticeships where probation period is typically three months.

National Holidays

There are 13 public holidays.

01 January: New Year's Day

06 January: Epiphany

02 April: Good Friday

03 April: Easter Saturday

04 April: Easter Sunday

05 April: Easter Monday

01 May: Staatsfeiertag

09 May: Mother's Day

13 May: Ascension Day

23 May: Pentecost

24 May: Whit Monday

03 June: Corpus Christi

15 August: Assumption

26 October: National Holiday

01 November: All Saints' Day

08 December: Immaculate Conception

24 December: Christmas Eve

25 December: Christmas Day

26 December: Boxing Day

31 December: New Year's Eve

Sick leave entitlement varies based on the length of employment:

1 year of employment- 6 weeks

2-15 years of employment- 8 weeks

16-25 years of employment- 10 weeks

26+ years of employment- 12 weeks

Any sick leave beyond the above entitlement is covered by social security.

Providing a medical certificate is a necessity. Failure to comply with it will result in the revoking of an employee’s right to sick pay.

n Austria, maternity leave is for 16 weeks and can begin as early as 8 weeks before the expected due date. For high-risk births, leave after the birth is extended to 12 weeks.

Maternity leave is paid by social security and is calculated using the average earnings of the 3 months preceding the start of the maternity leave.

Fathers are entitled to 5 days of unpaid leave at the time of the birth or adoption of a child. Employees can also apply to the Federal Government scheme for additional leave.

Fathers are entitled to 1 month of unpaid paternity leave, which they can take until their child turns 24 months old.

Employees are also entitled to other additional leave periods such as:

• 2 weeks of paid leave to care for a sick child under the age of 12.
• An employee can also request up to 6 months of unpaid leave to care for an immediate family member.
• 1 – 3 days paid leave for marriage or bereavement the exact days leave will be outlined in the employee’s collective bargaining agreement or employment contract.

Notice period is distributed in the following way:

• An employee serves two months’ notice, if the employment lasted 2 to 5 years.
• An employee serves three months’ notice, if the employment lasted 5 to 15 years.
• An employee serves four months’ notice, if the employment lasted 15 to 25 years.
• An employee serves five months’ notice, if the employment lasted more than 25 years.

The severance pay is made in the following manner:

• Less than 5 years of employment then the severance pay is 2 times the regular salary payment.
• 5-10 years of employment then the severance pay is 3 times the regular salary payment.
• 10-15 years of employment then the severance pay is 4 times the regular salary payment.
• 15-20 years of employment then the severance pay is 5 times the regular salary payment.
• 20-25 years of employment then the severance pay is 9 times the regular salary payment.
• 25+ years of employment then the severance pay is 12 times the regular salary payment.

In Austria, the right to work and live is unrestricted for citizens of EEA nations and Switzerland. An EEA citizen must submit a certificate of registration to the relevant local authorities if they want to stay in Austria for longer than three months.

All non-EEA nationals are required to abide by immigration rules and submit all necessary visa and permit applications. To reside in Austria, nationals of Bulgaria and Romania need special licences. All international employees must have employment and/or residency permits.

In Austria, professional background checks are not very widespread (specialists and key individuals being the exceptions).

An employer's investigation and use of information during the application process constitutes data processing under the terms of GDPR Article 4 Z 2.

According to Article 5 of the GDPR, such data processing is only permitted if it is carried out legally, in good faith, and for specific, explicit, and legal objectives.

As a result, information on job seekers may only be utilised if it is required and appropriate for making decisions regarding the creation, performance, or termination of an employment relationship.

Internet research might be allowed if the information sought is generally and publicly available without the requirement for a password or something similar, or if the data subject has made the information public. Under data privacy law, it is crucial to use expert, outside background check services, and this is only legal with the applicant's legitimate consent.