Employment
Civil-code employment rules, closely aligned with Swiss practice
Employment relationships are governed by the civil law on the employment contract, in a framework closely aligned with neighbouring Switzerland. Termination is generally possible on notice, with protection against abusive or untimely dismissal rather than a general permission requirement.
Key rules
- Open-ended contracts can be terminated on statutory or agreed notice by either party.
- Dismissal during protected periods, such as illness or pregnancy, is restricted.
- Abusive dismissal entitles the employee to compensation rather than reinstatement.
- There is no general statutory minimum wage; pay is set by contract and sectoral practice.
Governing law
- General Civil Code (ABGB), employment-contract provisionsAligned with Swiss employment practice
- Labour Act (Arbeitsgesetz)Working time, rest and health protection
Penalties and consequences
- Compensation for abusive or untimely dismissal
- Void notice given during a protected period
In practice
Because so many employees are cross-border commuters, coordination with Swiss and Austrian social-security and tax rules is a routine part of employment administration. Sectoral collective arrangements influence pay in practice.