Living and working conditions: Austria

You can find out about job opportunities via the Austrian Public Employment Service (Arbeitsmarktservice, AMS), from job advertisements in daily newspapers (in the online editions but also, for example, in the print version of the Saturday edition of the Kurier), via private employment agencies (recruiters) and via recruitment companies on the internet. ‘Word of mouth’ is also important: ask friends, relatives and neighbours. You can also obtain information on Austrian job vacancies through the EURES network via your country’s employment service.

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

Digital applications/online personal information forms:

A lot of companies ask for 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 at the same time. With ‘alle jobs’, you can therefore access all the latest job vacancies throughout Austria with just one click. And that’s not all: you will also find job vacancies from Germany from the Federal Employment Agency (Bundesagentur für Arbeit) in the border area.

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 certainly 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 and in other EEA countries.

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

You can also 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 do not just allow you 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

Read how to interpret information in job advertisements, for example, at: 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 curriculum vitae, 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. It is also common practice to send applications to firms which have not advertised a vacancy (speculative/unsolicited application) – see the chapter 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:

Always be sure to find out the name of the contact person in the company (e.g. the HR manager) and to address them by the correct title (Dear Dr Müller). Refer to the job advertisement or a telephone call in your letter of application/speculative application. Draw attention to your strongest points (professional experience, professional and personal qualifications, 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.

A lot of companies ask for the European curriculum vitae / Europass.

You can find further information, for example, at: https://bewerbungsportal.ams.or.at/bewerbungsportal/ and at 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 respective training regulations or the curriculum, 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 process of the company, then this is in reality not an apprenticeship contract but an employment relationship. This means that all employment law provisions apply, including the entitlement to remuneration according to the relevant collective agreement (incl. 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 students 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 applicable apprenticeship income for the apprenticeship year corresponding to the school year (work placements carried out over 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 the 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:

Compulsory trainees 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 apprenticeship relationships. If compulsory work placement students are employed as workers, they must be registered with the health insurance scheme.

If the remuneration of trainees exceeds the marginal earnings threshold (as of 2022: EUR 485.85 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, they 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:

Volunteers are only subject to compulsory insurance under the accident insurance scheme and the employer must register them.

SEASONAL EMPLOYMENT RELATIONSHIPS

The legal situation concerning contracts:

Seasonal workers are school pupils or students who work during the holidays, primarily for the purpose of earning money, and are employed just like conventional workers. 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:

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

If the remuneration exceeds the marginal earnings threshold (2022: EUR 485.85 per month), they are covered by health, accident and pension insurance; if they earn less than the marginal earnings threshold, they are only covered by accident insurance.

TRAINEESHIPS AFTER HIGHER EDUCATION

The legal situation concerning contracts:

‘Generation Traineeships’ is a keyword for many graduates in (technical) higher education that represents entry into 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 placement’ 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 employment law requirements governing legal contracts 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 (2022: EUR 485.85 per month), the trainee is covered by health, accident and pension insurance; if earnings are below the marginal earnings threshold, only accident insurance applies.

Trainees with a university education who complete 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.

Prohibited are 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, such as working underground, roofing work or working on construction sites, carrying heavy loads, and working with dangerous substances (e.g. explosives). Certain jobs may only be carried out under supervision, and certain activities 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.

You can find further information 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) acquire periods of insurance under the unemployment insurance scheme during the 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 according to the Family Benefits Act (Familienlastenausgleichsgesetz, FLAG) with regard to the entitlement to a family allowance. It also has to be taken into account when applying for a student grant according to 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 domestic trainees.

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Implementation

Compulsory work placements are prescribed by schools and (technical) universities where a traineeship is compulsory. This means that schools and (technical) universities lay down the relevant requirements as regards school law, organisation and content. 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 in case of doubt, including with the support of the Chamber of Labour, trade union or works council (if applicable).

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 requirements and framework conditions for a voluntary work placement as regards the law and content are fulfilled. This also applies to graduates of a (technical) university. For a voluntary work placement, you should get help and support from the Chamber of Labour and the trade union in case of doubt.

For the legal requirements and framework conditions see Chapter 2.1 Definition and eligibility

Living and working conditions

If agreements are referred to as ‘voluntary work placements’ or ‘traineeships’ but, as learning and training purposes are not the priority, are in fact to be classified as employment relationships, social assistance or minimum protection for EU/EEA citizens may be requested if they reside in Austria as workers or have resided in Austria for more than 5 years.

Employment relationships are subject to employment law requirements governing legal contracts and collective bargaining agreements.

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

Persons entitled to asylum are entitled to social assistance from the moment they are granted refugee protection status.

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.

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) acquire periods of insurance under the unemployment insurance scheme during the traineeship. This may, at a later stage, give rise to eligibility for social benefits, such as social assistance and minimum protection.

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 according to the Family Benefits Act (Familienlastenausgleichsgesetz, FLAG) with regard to the entitlement to a family allowance. It also has to be taken into account when applying for a student grant according to 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 look for vacancies

You can find traineeships through your school or university/technical university or by contacting the company of your choice directly and enquiring about traineeship places and voluntary work placements. 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 in the province in which you want to complete the traineeship. You can find basic information on traineeships at: https://www.wko.at/service/bildung-lehre/foerderung-auslandspraktikum-lehre.htmlor at the International Young Workers Exchange (Internationaler Fachkräfteaustausch, IFA): https://ifa.or.at/auslandspraktika/#tab-id-2

The IFA also supports pupils with doing a traineeship 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

If you are a pupil and are interested in doing a traineeship in the field of nature and technology, please contact the Talent traineeship board: https://www.ffg.at/praktika

Before you search for a traineeship place, 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.wko.at/site/bildungspolitik/Infomappe_Praktikum-im-Unternehmen.pdf

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 students are employed as workers, they must be remunerated accordingly.

If the remuneration of trainees exceeds the marginal earnings threshold (as of 2022: EUR 485.85 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, they are only covered by accident insurance.

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 subject to agreement in principle.

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

If the company pays the student doing the compulsory work placement an allowance, they 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.

Please note: the coronavirus safety regulations also apply to trainees. Before the first day of your traineeship, check the exact regulations in the business/company or province.

The latest information on the applicable coronavirus measures 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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Where can job vacancies be advertised?

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 Youth Workers Exchange IFA at: https://ifa.or.at/auslandspraktika/#tab-id-2.

The IFA also supports pupils with doing a traineeship 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: https://www.ams.at/unternehmen

You can find checklists for traineeships at:

 https://www.wko.at/site/bildungspolitik/Infomappe_Praktikum-im-Unternehmen.pdf.

You can find further information at

 https://www.wko.at/site/bildungspolitik/Infomappe_Praktikum-im-Unternehmen.pdf

Funding and support

Information on traineeships, funding and support can be found in the following address section and in the chapter Definition and eligibility:

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Legal framework conditions

In Austria there are more than 200 apprenticeships 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 in the skilled trades, commerce and industry are defined in the register of apprenticeship trades, which also regulates the duration of the respective apprenticeship and how it relates to other apprenticeship trades, including the crediting of apprenticeship periods already completed. The associated legal bases are 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.

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, as a general rule, not start training until they have a permit to do so. The permit is either applied for by the company (e.g. work permit) or is obtained, for example, through 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 (illness, accident, unemployment and pension insurance).

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

An apprenticeship is an employment relationship of an educational nature.

It is entered into for a defined period of time, specifically for the duration designated for the corresponding apprenticeship profession. It can therefore take between 2 and 4 years.

The apprenticeship contract is an employment contract with special arrangements for the apprenticeship. 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 the age of 18, the legal representatives sign with them, e.g. their father and/or mother.

The instructor must register the apprentice for social security purposes before the apprenticeship begins – 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 a vocational qualification that will enable 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 respective regional legislation on people with disabilities;
• People for whom it must be assumed, within the framework of a careers guidance measure or due to an unsuccessful placement attempt in an apprenticeship post, that it will, in the foreseeable future, not be possible to find any apprenticeship vacancy for them 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. Apprenticeship applicants who are registered with a regional agency of the AMS and who have completed compulsory schooling and cannot find a suitable apprenticeship position in a company despite attempts to apply, or who have dropped out of an apprenticeship, can participate in one of the supra-company apprenticeship programmes.

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 respective apprenticeship trade. 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 (‘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.
• Part-time vocational colleges are available for certain apprenticeship trades. Vocational college attendance is compulsory for apprentices. They are required to attend vocational college according to the location of the training company in the respective province.
• 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 competences required to perform the apprenticeship occupation 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: 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 only regulates the formal recognition of foreign training. A distinction is made here between:

• 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 complete an apprenticeship if they are employed by an approved employer in Austria. German language skills are not mandatory, but employers usually require a minimum level of B1 or B2 (according to the European Framework of Reference for Languages).

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Living and working conditions

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

An apprenticeship is an employment relationship of an educational nature.

It is entered into for a defined period of time, specifically for the duration designated for the corresponding apprenticeship profession. It can therefore take between 2 and 4 years.

The apprenticeship contract is an employment contract with special arrangements for the apprenticeship. 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 the age of 18, the legal representatives sign with them, e.g. their father and/or mother.

The instructor must register the apprentice for social security purposes before the apprenticeship begins – 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 is 25 working days or 30 working days including Saturdays.

If the apprentice falls ill, the apprenticeship income is still paid (continued payment of apprenticeship income followed by sick pay), 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: 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.).

Among other things, there are grants, funded training courses and free annual 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.

• 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 always be reached on time), an application can be made for a commuting grant, provided that the commute is at least 2 km. This minimum distance does not apply for disabled apprentices if the apprentice is dependent on a means of transport.

• Social assistance and minimum income: In addition to their apprenticeship income, apprentices over the age of 18 can also receive social assistance and minimum income in order to ensure their subsistence. EU/EEA citizens can only apply for social assistance and minimum income if they have resided in Austria for more than 5 years.

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Where to look for vacancies

Vacant apprenticeship positions are advertised on company homepages or you can find a large selection of vacancies in the e-Job Room of the Austrian Public Employment Service:https://jobroom.ams.or.at/jobroom/login_as.jsp or at https://www.lehrlingsportal.at/offene-lehrstellen/

Athttps://www.wko.at/service/bildung-lehre/lehrbetriebsuebersicht.html you will find 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.

Help with writing letters of application can be found, for example, 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 usually specified for each apprenticeship profession 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 an equivalent 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 (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.

Please note: corresponding coronavirus safety provisions also apply to apprentices. Before your first day of work as an apprentice, check the exact regulations in the business/company or province.

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

Further information on support and funding for apprentices can be found at:https://www.oesterreich.gv.at/themen/bildung_und_neue_medien/lehre/Seite.333903.html

See also Chapter 3.1.2 Description of the schemes

 Links:

Where can vacancies be advertised?

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

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

Contact the service for companies at the relevant Public Employment Service (AMS) agency: https://www.ams.at/unternehmen. You can get help to find the right apprentices here.

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.

The trainer examination conveys the educational and legal knowledge for training apprentices.

You can find further information at: https://www.wko.at/service/bildung-lehre/unternehmerpruefung-ausbilderpruefung.html

How can I find a suitable apprentice?

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

You can find further information at: https://auswahlhilfe.at/lehrlingsauswahl/ or contact the service for companies at the Public Employment Service Austria (AMS).

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. at 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.

Average housing expenditure (rent per square metre including running costs) at the end of 2021 is EUR 8.3 per m². Rental costs are lowest in Burgenland and Carinthia and highest in Salzburg, compared to the rest of Austria.

The rent depends on many factors such as size, fixtures and fittings, transport links, infrastructure, residential area, 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 a verbal or written agreement between a lessor (property owner, primary tenant) and the tenant (or subtenant). A tenant may also 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 managed by estate agents. Viewings are 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 apartment 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.

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For the care of young children (aged 6 months to 6 years maximum), there are childminders (Tageseltern) and crèches (Kinderkrippen). Most larger municipalities have nursery schools (Kindergarten – usually 3 to 6 years maximum) and primary schools (Volksschule). In rural areas, there is usually a middle school (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 level 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. Technical colleges are also 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 when to enrol your child in nursery school or school here.

You can also obtain information on schools in your area from regional education authorities, school advisory centres and educational psychology establishments and from 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 educational qualifications 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; however, many schools also promote multilingualism.

Please note: corresponding coronavirus safety provisions also apply to pupils. Before the first day of school, check the exact regulations in the school.

The latest information on the applicable coronavirus measures 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:

the registration service (Meldeservice) of the local council office (Gemeindeamt) or municipal district office (in towns)

in Vienna: the registration service is 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 (Meldezettel) 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 provider of accommodation may be:

• Owner
• Primary tenant
• Subtenant

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 authorities (Aufenthaltsbehörde) within 4 months of arriving in Austria. The authority issues a ‘right of residence document’ (Anmeldebescheinigung). Citizens of EU/EEA countries may also apply for a ‘Lichtbildausweis für EWR-Bürger’ (official identification with photo for EEA citizens) from the authorities. This ID counts as proof of identity.

The issuing authority is:

• 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 regulations apply to ‘privileged third-country nationals’ – i.e. family members of EU/EEA citizens or Swiss citizens who do not have 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/ (Austrian Public Employment Service) and https://ec.europa.eu/eures/public/living-and-working/living-and-working-conditions/living-and-working-conditions-austria_en (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.

In addition:

• 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

Coronavirus measures: Before entering Austria, check the exact regulations in the relevant province.

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

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 card and sent an e-card (Austrian health insurance card).
• PLEASE NOTE: Children who do not study, are not in vocational training or are not in school can only be covered up to a certain age. See also the chapter ‘The health system’.
• The following applies to marginally employed workers, ‘new self-employed’ persons (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. Marginally employed workers are not automatically covered by health insurance; health insurance must be applied for in this case.

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.

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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 below the age of 18 are subject to compulsory education or training until the age of 18. Children and young people are covered by child and youth protection legislation. See also the chapter on ‘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 harvest), 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. Freelance contractors must tax their income themselves.

Marginally employed workers  (monthly income not exceeding EUR 485.85 for 2022) are covered by accident insurance. The employer must register this marginal employment with the health insurance provider. 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.), marginally employed workers are treated in the same way as workers in permanent employment. Such contracts are on the increase in some sectors, such as in trade.

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 therefore 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 category includes, for example, authors, translators, lecturers and psychotherapists. The new self-employed have to report their activity to the Social Insurance Institute for Self-Employed Persons (SVS). As a new self-employed worker, you must pay contributions for health, accident and pension insurance only if your income from self-employment exceeds a certain threshold. 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 chapter ‘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.

Voluntary workers have trainee status. They are under no obligation to perform work and have no claim to remuneration. See also the chapter ‘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 shall not apply, but their employment must be reported to the Austrian 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!

Legally, a distinction is made between a contract of employment (Arbeitsvertrag), a freelance contract (freier Dienstvertrag) and a contract for works (Werkvertrag). (see also the chapter ‘Working conditions/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 may not be less favourable than the provisions of existing legislation, collective agreements or works agreements. In the event of unlawful or unfavourable changes, consult the bodies that represent your interests: the works council, the Chamber of Labour or your trade union! See also the chapter ‘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 either 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.

Employment may also be terminated through dismissal (Entlassung) (termination without notice of the employment relationship by the employer) or through termination by mutual consent (einvernehmliche Auflösung des Dienstverhältnisses).

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Employees with special requirements:

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 physically, mentally and psychologically disabled or sensory impaired persons 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 Ombud for the Disabled (Behindertenanwalt/Behindertenanwältin) is responsible for advising and supporting individuals who feel that they have suffered discrimination. Further information is available on the website of the Ministry of Social Affairs.

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 a service relationship or in an apprenticeship or other form of training relationship. 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. However, 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:

Moreover, the employer must do everything it can to protect employees from sexual harassment. Sexual harassment is classified as a criminal offence.

Measures to protect pregnant women:

• 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.

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 as regular working hours and must also be paid as such.

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 may legally work without a work permit too.

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 and the Ombud for Equal Treatment.

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If you want to start a business, take over an existing business as its new owner or set up a franchise operation, you should first seek advice from the business start-up consultancy service (Gründungsberatung) of the Economic Chamber ) in your province, 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/freelance contractors with the Austrian Health Insurance Fund.

If you wish to take over an existing business as its new owner, apply to the Succession Exchange for Young Entrepreneurs (Nachfolgerbörse für Jungunternehmerinnen und Jungunternehmer):https://firmen.wko.at/suche_nachfolgeboerse/

Business start-up:

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

Business Agency (Wirtschaftsagentur) Vienna:https://wirtschaftsagentur.at/

In principle, EU/EEA and Swiss citizens may register and run a business in the same way that Austrian citizens can, but 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.

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 amounts to tax offices, social security institutions, the Chamber of Labour, etc.

You can use the gross-net calculator to work out how much money you have at your disposal after deducting taxes, etc.: 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  (see the chapter ‘Employment contracts’), in the absence of a written agreement. 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 persons covered by a contract for works, it is the result of the service (the ‘Werk’) that determines the remuneration. Remuneration is normally paid after the contract has been fulfilled. There is no entitlement to rates fixed by collective agreement or to special payments. Persons 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 eight-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 and 60 hours per week and the limit of 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 eleven hours. The weekly rest period is governed by the Rest Periods Act (Arbeitsruhegesetz). On weekends, you are entitled to an uninterrupted rest period of 36 hours.

Here, too, there are many exceptions.

Part-time work:

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

Extra work:

Extra work is classed as any working time between the contractually agreed working time (e.g. 25 hours) and the working time reduced by a collective agreement (e.g. 38 hours) or the normal statutory working time. 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 time is 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 credit per overtime hour worked).

Shift work:

For 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 time each day, within an agreed timeframe. Within the defined ‘block’ or ‘core’ period, it is compulsory for the employee to be at work. 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.

Due to COVID-19 (coronavirus), many companies have given their employees reduced working time. Special conditions were granted for this purpose. On the basis of the relevant legislation, the Austrian Public Employment Service supported reduced working time (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 5 weeks in each working year. In terms of working days, you are entitled to 30 days’ leave or 25 working days, which includes Saturdays, in each 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).

A distinction should be made between holiday money and holiday pay. The latter refers to pay to which you are entitled during your leave even though you are not at work.

You must agree the timing of your leave with your employer in good time and you must obtain their consent. 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, these days 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. You can obtain this from your general practitioner (doctor).

Disabled employees and young persons 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 Day) 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. Ask your general practitioner (doctor) to issue a medical certificate, also known as a ‘sick note’.

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

Freelance contractors already receive sick pay as of the fourth day of sickness.

Maternity leave:

Maternity leave for expectant mothers normally begins eight weeks before the birth and ends eight 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 even just valid health insurance, 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. This means that they are released from their employment duties but do not receive any pay during that time. Parental leave can be taken until the child reaches the age of two, provided you live in the same household as the child. The minimum period of the parental leave is 2 months. During this time, and provided the conditions are fulfilled, childcare allowance (Kinderbetreuungsgeld) may be drawn. You are protected from termination and dismissal for up to 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; educational and study leave lasts for a maximum 12 months. If educational and study leave is taken in parts, each part has to last just 2 months. It is possible to take study leave in separate periods spread over up to 4 years.

A wage or salary is not paid during this period, but the employee receives a continuing-training allowance (Weiterbildungsgeld) from the Austrian Public Employment Service (AMS) equivalent to the level of unemployment benefit to which they are entitled, providing that the employee attends a course of continuing training for at least 20 hours per week.

Dependant care leave:

If a family member living in the same household requires care, the person providing the care may be granted dependant care leave with continued payment of their salary/wage under certain conditions. Dependant 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 is designed to give 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.

Dependant care special leave and dependant care special part-time working:

Dependant care special leave and dependant 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 family member, long-term care allowance at stage 1 or above. A written agreement between the employee and the company is required. The working hours may also be reduced.

Compassionate leave:

Employees may take compassionate leave in order to care for seriously ill children or to be with dying relatives, or they may temporarily reduce or rearrange their working hours in such cases. Employees on compassionate leave have a statutory right to a dependant care special allowance.

Parental part-time working:

This refers to a legally regulated entitlement to a reduction in the previously agreed working time or a change in the scheduling of the current working time. 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 giving 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 Working conditions/Employment contracts).

Termination by mutual consent:

When an employee and a company end an employment relationship by mutual consent, no termination deadlines and 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 and observe any termination deadlines and notice periods stipulated in the collective agreement, by law or in 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 comprise: a pay statement, a certificate of employment, notice of deregistration from the health insurance scheme, an attestation of employment and remuneration, a pay slip (L16) and a 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: Men who were born on or before 31 December 1960 and women who were born on or before 31 December 1964 are excluded from this system. These people may take partial retirement 7 years before their regular pension age.

Partial retirement can be taken for a maximum of 5 years.

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, part-time work is encouraged until the regular pension age. For men, the partial pension can currently be taken from the age of 62.

Pension:

Individuals who were born before 1 January 1955:

Women can retire at 60, men at 65. Entitlements built up must represent either 180 insurance months within the last 360 calendar months or 180 contribution months without time restrictions or 300 insurance months until the deadline.

Individuals who were born on or after 1 January 1955:

The statutory retirement age is 65 for men and 60 for women. As of 2024, the retirement age for women will progressively rise and be brought into line with the men’s retirement age. From 2033 there will be a single retirement age of 65.

Entitlements built up must represent either 180 insurance months within the last 360 calendar months or 180 contribution months without time restrictions or 300 insurance months until the deadline. Alternatively, 180 insurance months with at least 84 insurance months due to employment are also possible. Employment includes, but is not limited to, time spent as a carer for a disabled child and compassionate leave.

Early retirement:

• ‘Corridor’ pension
• Heavy work pension
• Early old-age pension for long periods of insurance (45 years), – ‘Hackler scheme’ (‘Hacklerregelung’): Early starter bonus: The possibility of obtaining an early retirement benefit free of deductions (‘Hackler scheme’) was abolished on 1 January 2022 and replaced by the introduction of the early starter bonus.

With effect from 1 January 2022, deductions of 4.2% per year will be reintroduced under the long-term insurance scheme, which allows you to retire with 45 years of contribution from the age of 62.

The early starter bonus gives a higher pension to those who have worked between the ages of 15 and 20 and who have acquired contribution months. 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.

The condition for the early starter bonus is that the pension benefit is 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.

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 onwards, there is the option of part-time reintegration: the normal weekly working time can be reduced after a long period of illness, and you also have a legal right to professional rehabilitation in the event of impending disability and/or occupational disability.

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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, safeguarding social standards, safeguarding real wages and giving members legal advice.

Chambers of Labour:

The Chambers of Labour represent approximately 3 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 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 courts (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 matters and on 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 in the business by works councils. The primary role of the works council is to represent the work force 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 case 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), 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 in selected 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 time 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.

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

Austria is a democratic republic. The territory of the Federal Republic is made up of nine provinces (Bundesländer), constituting a uniform monetary, economic and customs entity. Vienna is the federal capital and the seat of the supreme federal authorities.

The following political parties are currently represented in the Austrian Nationalrat and Bundesrat (Chambers of the Austrian Parliament): the new Austrian People’s Party (Österreichische Volkspartei, ÖVP), the Social Democratic Party of Austria (Sozialdemokratische Partei Österreichs, SPÖ), the Freedom Party of Austria (Freiheitliche Partei Österreichs, FPÖ), the New Austria and Liberal Forum (Neue Österreich und Liberales Forum, NEOS) and the Greens (die Grünen).

The National Assembly (Nationalrat) is the main legislative body. The Federal Council (Bundesrat) represents the interests of the provinces in Parliament.

The constitutional law of Austria assigns the Federal Government (Bundesregierung) the highest administrative functions of the Republic. One of the Federal Government’s tasks is to approve draft legislation, which is then submitted to Parliament. The Federal Government is headed by the Federal Chancellor (Bundeskanzler), who, along with the Vice-Chancellor (Vizekanzler), federal ministers (Bundesminister) and state secretaries (Staatssekretäre), conducts government business.

All political institutions established by the Constitution derive their powers either directly or indirectly from elections by secret, personal and equal ballot. Austrian citizens vote in elections on the formation of the National Assembly, the Provincial Assembly (Landtag) and the Municipal Council, and vote for the Austrian Members of the European Parliament and the Federal President (Bundespräsident). EU citizens resident in the municipality can also vote in municipal elections and European Parliament elections. In order to do, they must ensure that they are entered on the electoral register of the municipality in which they reside. You can obtain information on this from your local council office.

The National Assembly is elected every 5 years. One vote is awarded to one party; voters may also express a preference for individual candidates. The votes cast are combined in a three-step process to determine the distribution of seats.

The Federal President is elected directly by the people every 6 years.

Depending on the province, the Provincial Assembly is elected every 5 to 6 years, as is the Municipal Council.

The minimum voting age is 16.

The Provincial Assembly is the parliament of a province. Provincial Assemblies represent the interests of citizens in the individual provinces. Each province is administered by a Provincial Government (Landesregierung), which is headed by a First Minister (Landeshauptmann/Landeshauptfrau) elected by the Provincial Assembly.

A municipality is the administrative unit at local level. The Municipal Council (in Vorarlberg and Salzburg: ‘Gemeindevertretung’), which is elected in a secret and direct election, is the ruling and supervisory body. The Municipal Council is headed by the Mayor (Bürgermeister).

The administration of justice in Austria is a federal responsibility. Court judgments and decisions are pronounced and promulgated in the name of the Republic. Judges are independent in the exercise of their office. Proceedings in courts of civil and criminal law are verbal and public. Any exceptions to this principle are stated in the law itself.

The judiciary (legislative authority) and the executive (executing authority) are strictly separate at all levels of jurisdiction. The police are under the authority of the Federal Ministry of the Interior (Bundesministerium für Inneres) and thus of the Republic of Austria.

The final court of appeal for civil and criminal proceedings is the Supreme Court (Oberste Gerichtshof).

The Constitutional Court (Verfassungsgerichtshof) and the Higher Administrative Court (Verwaltungsgerichtshof) are the highest authorities of the Courts of Public Law. The Administrative Courts (Verwaltungsgerichte) deal with disputes in connection with decisions taken by the administrative authorities.

The Constitutional Court is assigned a number of different powers. These range from reviewing laws and regulations to reviewing the findings of the Administrative Courts, from ruling on certain jurisdictional disputes to supervising elections and legal control of the highest state authorities.

Legal information is issued free of charge with regard to ongoing court proceedings at what are known as official court days (Amtstage der Gerichte). Official court days take place in district and provincial courts and at the Labour and Social Security Court (Arbeits- und Sozialgericht). Verbal complaints, applications and declarations may also be placed on record at official court days.

Austria’s chambers of lawyers act as a ‘first port of call’ for legal information in each province. At an initial orientation meeting, which is free of charge, you will receive assistance regarding the legal situation and how to proceed in your specific case. Further information and points of contact are available on the website of Austria’s chambers of lawyers.

The Ombudsman Board (Volksanwaltschaft) provides assistance to anyone who believes they have been improperly treated by an Austrian authority – irrespective of their age, nationality or place of residence.

All citizens enjoy fundamental rights: ‘All citizens are equal before the law. No‑one may be discriminated against or favoured on the basis of birth, sex, origin, class or religion.’ In 1958 Austria signed the Convention for the Protection of Human Rights and Fundamental Freedoms of the Council of Europe.

The Austrian Public Employment Service (AMS), with its provincial centres and regional offices, exists to provide advice, guidance and support to jobseekers and unemployed persons in Austria. Direct guidance is given through the regional office responsible for the relevant place of residence.

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The average annual gross income of employed workers in full-time employment in Austria in 2020 was EUR 30,257. Average annual net income was EUR 22,958. Average income was lowest in Vienna and highest in Lower Austria.

Female employed workers continued to earn considerably less than their male colleagues in 2020. Their gross median income was just 64.1% of the men’s, with women being much more likely to be employed part-time.

Information on average annual net income broken down by occupations may be found at: http://www.statistik.at

The economic sectors with the most employees in 2020 are as follows: 1. Goods manufacturing, 2. Trade, maintenance, repair of motor vehicles, 3. Health and social care, 4. Construction, 5. Public administration/defence/social security, 6. Education and schooling, 7. Transportation and storage, 8. Professional, scientific and technical activities, 9. Accommodation and catering, 10. Transport, 9. Freelance services, 10. Other service activities.

By sector, 17.9% of employed women worked in trade and 17.9% in health and social care in 2020. By contrast, men were most frequently employed in manufacturing (24.2%), construction (13.9%) and in trade (12.1%). Accommodation and catering which were particularly affected by the COVID-19 crisis, accounted for 6.8% of women and 3.5% of men.

Income tax: The Income Tax Act (Einkommensteuergesetz) lists particular types of income: income from agriculture and forestry, from self-employed work, from trade and craft activities, from employment, from capital assets, from rents and leases, and so on. In Austria there is a multi-level progressive scale of income tax (from 0 to 55%). Income tax on earnings from employment is also called wage tax (Lohnsteuer). The level of income tax depends on the taxable income received in a calendar year. The calendar year is the same as the business year and comprises a period of 12 months.

Wage tax is deducted from wages or salaries at source together with social insurance contributions and is transferred by the employer to the competent offices (‘withholding tax’ (‘Quellensteuer’)). The tax deducted is a prepayment on the annual tax due, which is only finally settled with the annual tax assessment (Arbeitnehmerveranlagung) for employed persons or with the income tax return (Einkommensteuererklärung) for self-employed persons. To provide relief, various deductible amounts can be offset against income tax, depending on circumstances, e.g. Family Bonus Plus, sole earner’s allowance, single parent’s allowance and lump sums, allowances and special expenses, for example commuter allowance, commuter rates, operating expenses, such as business travel expenses, advertising costs, etc. and extraordinary expenses (e.g. hospital charges).

A tax return must be submitted and a  tax assessment is optional (except in cases where taxpayers are subject to compulsory assessment, e.g. in cases where they have two taxable incomes from employment). In many cases, the tax assessment will result in some of your tax being refunded.

Self-employed persons submit the income tax return and employed persons submit the annual tax assessment.

Social insurance contributions have to be paid by both employees and employers, (except for: accident insurance, which is only paid by employers). In 2022, the following contribution rates apply (equally to both employees and employers):

• health insurance: workers, employees, freelance contractors, 7.65%, self-employed persons (Selbständige) covered by the terms of the Industrial and Commercial Self Employment Act (Gewerbliches Sozialversicherungsgesetz, GSVG): 6.80%
• accident insurance: workers, employees, freelance contractors: 1.20%, self-employed workers: flat-rate monthly amount: EUR 10.42 per month
• unemployment insurance: workers, employees, freelance contractors: 6%
• pension insurance: workers, employees, freelance contractors: 22.8%, new self-employed (GSVG): 18.50%, Freelance Social Insurance Act (Freiberuflichen-Sozialversicherungsgesetz, FSVG): 20%

In addition, employees and freelance workers pay 0.5% of their gross earnings as the Chamber of Labour contribution. Employees pay an additional 0.5% housing subsidy share. For employees only, there may also be trade union dues and church tax (contribution to a religious community, which is deducted directly from pay).

Other taxes:

Land transfer tax, property tax, tax on gains from property transactions, road tax, which is a vehicle-registration tax based on engine capacity, capital gains tax etc., value added tax (VAT), which is an indirect tax on the purchase of a product or service by the end consumer, corporation tax: Legal entities (e.g. companies) do not pay income tax but rather corporation tax instead: 25%, municipal tax: which is payable by businesses to the municipality in which they are located (3% of taxable income), turnover tax: which is payable by business owners whose annual turnover exceeds EUR 35 000.

Value-added tax (VAT), also known as turnover tax, is a tax on deliveries or services that is only borne by end consumers. Value-added tax amounts, in principle, to 20% (standard tax rate). For some goods and services, value-added tax amounts to 10% or 13%.

Further information on the various taxes can be obtained from the Tax Office and from the Federal Ministry of Finance (Bundesministerium für Finanzen). All taxes are payable to the competent Tax Office.

Austria has concluded double-taxation agreements with all EU/EEA Member States, Switzerland and many other countries. PLEASE NOTE: Tax assessments, income tax returns and the payment of other taxes are subject to specific deadlines!

A number of special rules apply to cross-border workers!

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According to the 2019 Consumer Survey, the average per capita (adult) and household expenditure in Austria includes 10% on education and recreation, 4% on alcoholic beverages and tobacco products, 6% on health and personal care, 6% on clothing, 9% on other expenses, 11.5% on leisure/sports/hobbies, 15% on non-private consumption (e.g. loan repayments, fines, fees), 17% on food and non-alcoholic beverages, 14% on transport and 21% on housing and energy. Monthly household expenditure is highest in Lower Austria and lowest in Burgenland.

Values in 2022 (indicative only)

1 litre of milk from EUR 1.05, 1 kilogram of wheat and rye bread from EUR 0.95, 500 grams of wholegrain bread from EUR 0.75, 1 kilogram of sugar from EUR 0.99, 1 kilogram of flour from EUR 0.99, 2 kilograms of apples from EUR 2.69, 1.5 litres of mineral water from EUR 0.29, 1.5 litres of orange nectar from EUR 0.95, 250 grams of butter from EUR 1.79, 0.5 litres of beer from EUR 0.44, 500 grams of coffee from EUR 2.19, 1 litre of wine from EUR 1.49, one cinema ticket: EUR 7-13.00, a newspaper on average EUR 1.20-2.50, public transport: (single trip in provincial capitals) EUR 1.00 (short distance)–2.90, 1 litre petrol (super) in December 2021 from EUR 1.248, 1 litre diesel in December 2021 from EUR 1.219, 1 T-shirt depending on quality from EUR 5–10 on average, jeans depending on quality from EUR 30 on average, 1 kWh gas: from EUR 3.5-11.5 cents, 1 kWh electricity from EUR 17-22 cents

Energy costs (gas and electricity), housing costs and the cost of petrol, diesel and heating oil have risen in recent years; the cost of leisure, hobbies and sport and housing and energy is relatively high compared with the EU average.

For more information:

Comparative price levels:

https://ec.europa.eu/eurostat/databrowser/view/tec00120/default/table?lang=de

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Property ownership:

When you purchase a house or apartment in Austria, you also acquire the land or parts of the land on which the house or apartment stands. The purchase agreement can be concluded in writing and verbally. It is recommended to conclude the purchase agreement in writing!

Up to the time the contract is concluded, the following procedure normally applies: after one or more viewings, the vendor or his/her agent requests a written offer from you in which you confirm that you formally undertake to purchase the property at the bid price. After around 2 weeks you must be notified of the vendor’s decision. If the purchase is agreed, the contract is entered into. The bid should stipulate, in writing, all oral agreements made by the agent or the vendor. Before you make your offer you should check that the vendor is also the owner or that the agent really has been appointed to sell the property. Ownership can be checked by consulting the Land Register (Grundbuch). The Land Register is available at the district court, and much of it can be viewed.

The prices of owned apartments and houses depend on a number of influencing factors such as location, transport connections and infrastructure. In principle, the purchase price may not exceed the production cost by more than 5%. If you wish to check a purchase price, go to the district court or what is known as a mediation agency, if there is one. In addition to the purchase price, there are expenses for estate agents, land-acquisition tax (up to 3.5% of the purchase price), the land register fee (1.1% of the purchase price), expenses for notaries, etc. PLEASE NOTE: Since the acquisition of property in Austria is not straightforward, you should always seek advice from housing experts at advisory centres or from notaries. Suitable notaries can be found on the sitehttp://www.notar.at

Rentals:

You have the option to view apartments before signing a tenancy agreement. Apartments listed in newspapers or on the internet are often managed by estate agents. If the apartment is viewed by a number of interested parties simultaneously, this is known as a joint viewing. Viewings are 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 by the landlord or estate agent.

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.

Tenancy agreements may be indefinite or fixed-term (e.g. for 5 years). For fixed-term contracts, the minimum term is usually 3 years. Make sure that the tenancy agreement is concluded in writing. You may also use appropriate forms.

Rental charges for most primary-lease apartments throughout Austria are governed by the Landlord and Tenant Act. The Act classifies older rented apartments according to their fixtures and fittings (heating, WC in the corridor or in the apartment, hot water, etc.), but also sets maximum and recommended rental values, periods of notice, etc. Single-family houses and company or service apartments are generally excluded from the Landlord and Tenant Act. The transfer of furniture or investments is permitted. Advances on rent and deposits are customary in the letting of apartments in old buildings. The rent payable per square metre depends on a number of factors, such as transport connections, infrastructure, residential area, furnishings and condition of the apartment. In 2021 the average cost per primary-lease apartment (rent and running costs; principal residences) was EUR 8.3 per square metre of floor space. Burgenland and Carinthia are among the cheapest provinces, Vorarlberg, Salzburg and Vienna are among the more expensive provinces. Smaller apartments are frequently 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.

For the conclusion of a purchase or tenancy agreement, estate agents charge commission at a rate of 3-4% of the purchase price +20% VAT and for rentals 1 month’s rent including operating costs +20% VAT.

You should ensure that estate agents are members of the appropriate organisations such as the OVI.

Before you conclude a tenancy agreement or purchase agreement, it is advisable to consult relevant advisory bodies, such as tenants’ associations, the Association for the Protection of Tenants, the Consumer Information Association or the Chamber of Labour.

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Each Austrian province has its own health administration, and each district has its own public health department. All larger municipalities are legally obliged to employ a municipal doctor (general practitioner), whom you may consult at any time during surgery hours.

Any insured person is entitled to make use of the facilities provided by Austria’s health service (medical examinations, screening, maternity consultations, etc.). The costs are borne by the Austrian social insurance scheme or by the social insurance scheme of the state in which you are insured.

The health insurance fund pays for doctors’ visits, medicines (less a patient’s contribution which currently (in 2022) stands at EUR 6.70 per medicinal product) and hospitalisation (for which the patient’s contribution in 2021 was between EUR 11 and EUR 24 per day on average, depending on the state, for a maximum of 28 days) in public hospitals, as well as providing sickness benefit following expiry of the entitlement to sick pay. Medicines may be obtained from pharmacies or, in small municipalities, from your general practitioner.

The first point of contact is the general practitioner in your municipality or in your vicinity. General examinations are carried out there, but also simple blood tests, heart examinations (ECG), physical treatments, etc. If necessary, you will be referred to a specialist physician or an outpatient department. The referral is generally free of charge. You can also go directly to specialist physicians in your vicinity. In larger localities there is often a dentist. If you wish to see a dentist or medical specialist, please note that an appointment must always be made! You usually do not need to make an appointment to see a general practitioner, but waiting times can be long.

Note: Due to the COVID-19 virus, you should ask the general practitioner if you need to make an appointment. Before each doctor’s appointment or outpatient’s appointment, check the current coronavirus regulations. The latest information can be found at:https://www.sozialministerium.at/

 In order to be able to use the services of the public health care system, you and your relatives will need to have an insurance card (e-card) for each visit to the doctor or medical examination. In Austria, the e-card is also the European health insurance card. The medical service is charged to the health insurance fund directly, using the e-card, and for you personally the treatment, for a number of examinations and treatments, is free of charge from doctors who have a contract with the fund. Some funds require part-payment for treatments or refund the bulk of the fee if already paid.

Private doctors usually need to be paid in cash or by payment transfer; a relatively small proportion of the cost is refunded through your health insurance fund after presentation of the invoice. As there is a very good public health service in Austria, the number of private hospitals and private clinics is relatively small. However, you can also obtain private treatment in public hospitals. For such an eventuality, it is worth taking out supplementary insurance with your health insurance fund or with private insurers.

You can find addresses of doctors in your area on the internet and on the website of the Medical Chamber (Ärztekammer):https://www.aerztekammer.at/arztsuche

Emergency situations:

Tourists and jobseekers are usually treated free of charge in medical emergencies. In any case, bring your European Health Insurance Card or the relevant E form with you!

You can find doctors and dentists on duty at weekends and on public holidays from the local council office, in daily newspapers (e.g. Krone, the Kurier) and on the websites of the provincial medical associations (Landesärztekammer) under the heading Wochenenddienst (weekend service) or Bereitschaftsdienst (out-of-hours service): https://www.aerztekammer.at/notdienste

The emergency medical service is available from 19.00 to 7.00 from Monday to Friday and all day on Saturdays, Sundays and public holidays by dialling the nationwide number 141.

The latest information on the current coronavirus measures can be found at:https://www.sozialministerium.at/

No area code is needed to reach important telephone numbers:

• Fire brigade: 122
• Police: 133
• Rescue: 144
• European emergency number: 112
• Pharmacy hotline: 1455

Night time and weekend pharmacy services:  https://www.apothekerkammer.at/apothekensuche

Find a dentist: http://www.zahnaerztekammer.at/

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Very young and pre-school children are taken care of in crèches (Kinderkrippen), in nurseries (Kindergärten) and in ‘children's groups’ (Kindergruppen) from 3 to 6 years of age and pre-school classes. Very young children – from the age of two on average – are also looked after in very small groups by child minders (Tageseltern), especially in small towns and rural areas.

Schooling is compulsory for 9 years in Austria, from the ages of 6 to 15, grades 1 to 9. The first 4 years of compulsory education are completed in primary schools (Volksschule); from the age of 10 (secondary level 1), children can attend either a middle school (Mittelschule) or the lower years of a higher general secondary school (allgemeinbildende höhere Schule (AHS), also called Gymnasium). There are also special education schools for children in greater need of support or with special needs (severe learning difficulties, sensory disabilities, etc.) for the first eight to 9 years of their school education. In many cases, however, these children are also educated alongside others in what are known as integration classes.

The ninth school year (ages 14 15) can be completed at a polytechnic school or a technical college (Polytechnische Schule/Fachmittelschule) – a school emphasising vocational orientation and preparation for an apprenticeship (basic vocational training) – or in other types of school.

Children whose mother tongue is not German have the opportunity to learn German in schools.

All young people under the age of 18 are subject to compulsory education until the age of 18.

Parents and guardians must ensure that young people receive further training after having completed compulsory education up to the age of 18. They have the choice of attending an upper secondary school, completing an apprenticeship, or undertaking some other form of training (e.g. a traineeship).

Other types of school (secondary level 2): intermediate vocational training (from the age of 14, grades 9 -11 or 12) ends with a final examination; higher vocational colleges (from the age of 14, grades 9 -13) conclude with a final examination and the general school-leaving examination (Matura).

Higher general secondary schools and upper-level secondary schools or ‘new secondary schools’ (from the age of 14, grades 9 -12) also culminate in the general school-leaving examination (Matura).

Training for more than 200 trades can be obtained in basic vocational training (apprenticeships) from the age of 15. Most apprenticeship courses last between 3 and 4 years. The trade is learned on the job and at the vocational college simultaneously. After the apprenticeship period, the young person (apprentice) passes a final apprenticeship examination and thus becomes a skilled technician or tradesman (Geselle/Gesellin). See also the chapter ‘Apprenticeship training’ in this regard.

The Matura (final school examination) is the prerequisite for higher education (university, academy, technical university). Qualified school-leavers from intermediate vocational colleges or qualified apprentices can prepare for university entrance by way of the vocational qualifying examination (‘Berufsreifeprüfung’ or ‘Berufsmatura’).

Qualified school-leavers from middle schools (Mittelschulen) or pupils with work experience who have dropped out can enter higher education by means of the university entrance qualification exam (Studienberechtigungsprüfung).

In Austria there is a variety of course options in technical studies, humanities, arts and other fields of study.

Technical universities offer practical training, facilitating direct access into professional life. Colleges of education (pädagogische Hochschulen) train teachers for primary schools, secondary schools, special schools and polytechnic schools.

In Austria there are also general and vocational colleges and technical universities and university courses for working people which are offered primarily as evening classes.

Private schools in Austria account for around 8% of the total number. Most publicly accredited private schools are denominational. There are also some schools that are not publicly accredited and teach according to a particular school system that is not officially recognised in Austria. Private schools are fee-paying establishments. There are no school fees in public schools, although there are costs for the parents’ association, school events, etc. The quality of state schools is high in comparison with some other education systems in Europe.

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Most Austrians spend a considerable part of their leisure time in clubs and societies. Weekends are used to visit friends and relatives, go on excursions, take part in leisure activities (go to the cinema, theatre, etc.), play sports or pursue activities in clubs and societies.

Depending on the cultural facilities that are available to them, Austrians use their free time in the evening to spend time with their families, go to the cinema, the theatre or concerts. In rural areas people still meet in the evening at the local inn/tavern or at clubs and societies. Sport also plays a major role in leisure activities. Jogging and walking, cycling and swimming are among the favourite sports. Traditionally there have always been football clubs in many towns and villages. In most western provinces, skiing and snowboarding are very popular, particularly among children and young people (Skiverband [skiing association]). On lakes and other large bodies of water there are sailing, surfing and rowing clubs.

Even in villages and smaller towns there are various clubs and societies (football teams, voluntary fire brigades, choirs, gymnastics clubs, traditional costume groups, bands, Scout troops, sports clubs, etc.). In larger towns and cities there is a wide range of cultural attractions (theatre, cinema, exhibitions, concerts, etc.) and sports facilities (tennis, volleyball, fitness centres, etc.).

In most smaller areas the Catholic church has family, women’s and children’s groups (Jungschar) which focus on a wide variety of church-related themes. Very often the Catholic church is also committed to local, regional and interregional social projects (e.g. the projects sponsored by the ‘Sternsinger’). In cities, other religious communities (Evangelical Church – Augsburg and Helvetian Confessions, Islamic Community of Austria, Israelite Religious Community, Austrian Buddhist Community, Orthodox churches, etc.) also offer further opportunities for social engagement, and cultural and recreational activities.

You can find an overview of opportunities for recreational and club activities at your municipality’s town hall, and in regional and national daily newspapers.

Before visiting any leisure facilities, check the currently applicable coronavirus measures: https://www.sozialministerium.at/

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Childbirth: If you discover that you are pregnant, notify your employer immediately: From this time, you are protected from dismissal until 4 months after the birth.

You are entitled to free medical check-ups (Mutter-Kind-Pass Untersuchungen – ‘mother and child pass’ check-ups) even if you do not have health insurance. The Mutter-Kind-Pass can be obtained from your gynaecologist or general practitioner or from mobile examination units run by health insurance funds. Register with a general or maternity hospital or with a midwife or an obstetrician, who will also make home visits for the birth. They will tell you everything you need to know about the birth.

After the birth: Register the birth within a week at the appropriate Registry Office (Standesamt), and a birth certificate will be issued. In hospitals with a 'Babypoint' you can have a registration document issued immediately along with a birth certificate. You must also notify your employer of the birth, so that the relevant health insurance fund can include the child in your health cover free of charge. An e-card will be sent for your child. Apply for childcare allowance (Kinderbetreuungsgeld) from your health insurance fund and apply for family benefit (Familienbeihilfe) from the appropriate Tax Office. If you wish to apply for a passport for your child, you must contact the embassy responsible for you. The citizenship of your child is determined by the citizenship of the mother: children acquire citizenship at the time of birth if the mother is an Austrian citizen. The same applies if the parents are married and only the father is an Austrian citizen.

All administrative services relating to childbirth (registration of place of residence, issuing of birth certificate, etc.) are free of charge. Issuing a passport does entail costs.

Marriage: In Austria a marriage is valid only if it is performed by a registrar. Religious marriage ceremonies are not legally valid as far as the authorities are concerned. With effect from 1 January 2019, same-sex couples may also get married.

Death: If someone dies at home in normal circumstances, you should notify a doctor, who will examine the body (in Vienna the coroner’s office (Zentrale Anmeldestelle zur Totenbeschau) is responsible). You should then immediately notify the appropriate burial service (Bestattung) or a firm of funeral directors (Bestattungsinstitut). If you wish, the funeral directors will also normally deal with all formalities (organising the burial, de-registering from the authorities, etc.). If someone dies in hospital, a nursing home, a sanatorium or another public institution, the establishment in question will arrange for the body to be examined.

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Austria has a well-developed transport network. A dense public transport network, e.g. trains, buses, criss-crosses the country. Vienna also provides good public transport services.

Motorways: There is a toll charge for using motorways in Austria. If you are using the motorways, you must obtain an Autobahnvignette (motorway sticker) at the Austrian border. You can buy an Autobahnvignette at any post office or tobacconist’s shop (Trafik) in Austria and at border posts, motorway service areas and filling stations; it is also possible to apply for a digital Autobahnvignette online.

Public transport: The different regions of Austria have different price tariffs for public transport. A single ticket (for a trip through the town in one direction) costs (in 2021) an average of EUR 1.00-2.90 (short distance). In many regions, however, there are daily, weekly, monthly or annual passes as well as special deals for tourists. In larger towns, single tickets and multi-ride tickets can be obtained from machines either at the stop or station or on the vehicle in most forms of public transport. You can purchase single tickets and multi-ride tickets in advance but also in Trafiken (tobacco shops), e.g. in Vienna, or in many cases you can also buy tickets online or via an app using your mobile phone.

Warning: in many cases, tickets cannot be purchased and validated on public transport. If you are found without or without a valid ticket, you will have to face heavy fines.

In rural areas you usually have to buy tickets, monthly tickets, etc., from the driver of the vehicle.

Rural areas are served by buses and trains. An average distance of around 5 km on Austrian Federal Railways (Österreichische Bundesbahn, ÖBB) costs EUR 1.90 for adults and buses are more expensive. If you use transport services within a town, you often pay a reduced local fare. There are discounts for certain passenger categories (e.g. children/teenagers, pensioners and students).

Before using public transport, check the applicable coronavirus measures: You can obtain information from the relevant transport associations or public transport providers.

Austrian Federal Railways (ÖBB): You can buy tickets from ticket machines at any station but also from travel agents selling rail tickets and from the conductor (N.B.: this applies only to long-distance trains!), as well as online or using your mobile phone.

Air travel: You can obtain information on air fares at any airport in your country of origin or at any Austrian airport.

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