Austria
Min. wage
(x14 payments)
No statutory (CBA-set)
About the minimum wage
Employer tax
~29.5%
Understand employer tax
Annual leave
25 days
Learn about annual leave
Notice period
6 weeks min
Termination and notice info
Updated
Sep 2026
Default. Tenure-based employer notice of 6 weeks to 5 months effective at quarter-end, with protection against socially unjustified dismissal
Permitted for a defined period or project; chain contracts without objective justification convert to indefinite.
8 hrs/day, 40 hrs/week (many CBAs set 38.5); overtime at +50% (up to +100%), max 12 hrs/day
Either party may end employment at any time without notice during the 1-month probation
13th (holiday) and 14th (Christmas) salaries paid June/July and Nov/Dec, taxed preferentially
Statutory managing directors, board members and regulated professions cannot be hired under the EOR model in Austria
~20.9% social insurance plus family fund, municipal tax and 1.53% severance fund, covering pension, health, unemployment, accident insurance and family benefits
18.07% (pension 10.25%, health 3.87%, unemployment 2.95%, chamber of labour, housing) capped at EUR 6,930/mo (2026). Progressive income tax 0-55% applies on top.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Work accidents and occupational illnesses are covered by statutory accident insurance (AUVA), funded entirely by the employer's contribution.
Under the 'Abfertigung Neu' system, employers pay 1.53% of monthly salary into a company severance fund (BV-Kasse). The employee draws the accumulated balance on termination, so no separate lump-sum severance is owed by the employer.
Employees in Austria are entitled to a 13th and 14th salary (holiday and Christmas pay) under practically all collective agreements, usually paid in June/July and November/December, taxed at a preferential rate up to an annual cap.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
