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> GOVERNANCE - home > Employment protection legislation database - EPLex > Austria

Austria - Types of employment contracts


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Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD employment protection legislation database, Austria, 2013: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract", (available at www.oecd.org/els/emp/oecdindicatorsofemploymentprotection.htm).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 7.9 %
    Remarks:
    • Source: Eurostat, as of third trimester 2016.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD employment protection legislation database, Austria, 2013: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract", (available at www.oecd.org/els/emp/oecdindicatorsofemploymentprotection.htm).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 8 %
    Remarks:
    • Source: Eurostat, as of third trimester 2015.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD employment protection legislation database, Austria, 2013: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract", (available at www.oecd.org/els/emp/oecdindicatorsofemploymentprotection.htm).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 8.1 %
    Remarks:
    • Source: Eurostat, as of third trimester 2014.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD employment protection legislation database, Austria, 2013: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract", (available at www.oecd.org/els/emp/oecdindicatorsofemploymentprotection.htm).
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 8.1 %
    Remarks:
    • Source: Eurostat, as of third trimester 2013.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD Table 2008: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract".
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 9.8 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD Table 2008: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract".
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 9.6 %
    Remarks:
    • Source: Eurostat, annual average for 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD Table 2008: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract".
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, annual average for 2010.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 1 month(s)

Remarks:
  • 1 month for white-collar workers: see sec. 19 White-collar Employees Act.
    Note: The probationary period for blue collar workers is governed by collective agreements. However, secondary sources refer to 1 month as being the maximum trial period.
    (See Eurofound: http://www.eurofound.europa.eu/emire/AUSTRIA/ANCHOR-PROBEARBEITSVERH-AUML-LTNIS-AT.htm)

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation on first FTC
    Remarks:
    • No specific reason required for resorting to a FTC for the first time.
      See however OECD Table 2008: "a succession of FTC will automatically result in an open-ended employment contract of indeterminate length unless objective and material reasons can be shown to justify the need to renew a fixed-term contract".
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • Maximum cumulative duration of successive FTCs: no limitation
    Remarks:
    • Subject to courts' ruling on the lawfulness of chain contracts.
  • % of workforce under FTC: 9.1 %
    Remarks:
    • Source: Eurostat, annual average for 2009.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."