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Legal coverage
Fixed-term contracts (FTCs)

CDD regulados: Si

Razones de utilización legítima de CDD: sin limitación para el primero CDD

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).

Número máximo de CDD consecutivos: sin restricción

Remarks

Subject to courts' ruling on the lawfulness of chain contracts.
Courts consider successive FTCs only as lawful if there are specific social or economic reasons justifying it. Unlawful successive FTCs would result in a work contract of undetermined duration.

Duración máxima acumulativa de CDD consecutivos: sin limitación

Subject to courts' ruling on the lawfulness of chain contracts.

% de trabajadores bajo CDD: 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."

Duración maxima del periodo de prueba (en meses): 1 mes(es)

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 sec. 1158(2) ABGB as amended by collective agreements.
Most collective agreements have amaximum trial period of 1 month.

Obligación de motivar el despido: No

Motivos autorizados (despido justificado):

Motivos prohibidos: estado civil, embarazo, licencia de maternidad, responsabilidades familiares, presentación de una queja contra el empleador, raza, color, sexo, orientación sexual, religión, opinion política, edad, afiliación sindical y actividades sindicales, cumplimiento del servicio militar o civil, origen étnico

Remarks

Under the Federal Equal Treatment Act, are prohibited in connection with dismissals, discrimination on the grounds of sex (including marital and family status), ethnicity, religion, age and sexual orientation (sec. 3 (7) and 17 (1) 7)).
On pregnancy and maternity leave, see: Maternity Protection Act, sec. 10.
In addition, sec. 105 (3) 1) WCA provides a list of inadmissible reasons for dismissals: trade union activities (and assimilated: works council members, health and safety representatives..), absence as a consequence of military or civil service, filing a complaint against the employer (well-founded claims in respect of entitlement or benefits arising out of the employment contract).
When contested before the Court, the judge will assess the existence of prohibited grounds for dismissal or whether it consititutes an unfair dismissal (verpönte Kündigungsmotive or sozialwidrige Kündigungsmotive).

Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con responsabilidades familiares, trabajadores mayores/que están a punto de retirarse, trabajadores con discapacidad, trabajadores que desempeñan servicio militar/servicio alternativo

The following categories can only be dismissed with prior authorization from the court and only under specific grounds:
* Pregnant women and women on maternity leave: sec. 10 Maternity Protection Act (as an exception to the general prohibition of dismissal);
* Employees on parental leave: sec. 7 and 8f Parental Leave Act and 10 Maternity Protection Act (furthermore, even if an employer terminates a pregnant women on the grounds other than her pregnancy for up to 4 months after she gave birth, the female employee who is dismissed only has to prove the probability that the termination was actually due to the pregnancy, so as to invalidate the termination, sec. 10 8) Maternity Protection Act)
* Works council members: sec. 120 to 122 WCA;
* Employee performing military service or alternative service (see sec. 12 (1) APSG; protection requires that the worker notifies the employer once receiving the draft order; dismissal is possible with prior consent by a court).

In addition, dismissal of a disabled worker requires the prior consent of the invalidity board (sec. 8, Disabled Persons Act).

Lastly, an employer who intends to terminate an older worker's contract with a tenure of more than 2 years is required to take social aspects (difficulties in finding a job) into account (sec. 105 3) 2. b) WCA). This does however not apply to workers who have started working for the employer after they have turned 50 (sec. 105 3b) WCA).

Forma de la notificación del despido al trabajador: sin forma particular exigida

Remarks

No specific form required in the legislation.

Plazo de preaviso:

Remarks

- White-collar workers:
Sec. 20 (2) White-collar Employees Act:
In the absence of an individual agreement that is more favourable for the employee , the notice period is 6 weeks which increases with the length of service (2 months after 2 years of service, 3 months after 5 years, 4 months after 15 years and 5 months after 25 years).

- Blue-collar workers:
The notice period is 14 days in the absence of any other arrangement: sec. 77 Commerce Regulations (for industrial workers).

- See also: sec. 1159 and 1159b CC: minimum 14-day notice unless the employee is paid on a daily basis or by piece-rate, in which case only one day's notice needs to be given.

empleados:

    empleados:

    • empleados: 6 semana(s).

    obreros:

      obreros:

      • obreros: 14 día(s).

      trabajadores pagados a diariamente o trabajadores a destajo:

        trabajadores pagados a diariamente o trabajadores a destajo:

        • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

        empleados:

          empleados:

          • empleados: 6 semana(s).

          obreros:

            obreros:

            • obreros: 14 día(s).

            trabajadores pagados a diariamente o trabajadores a destajo:

              trabajadores pagados a diariamente o trabajadores a destajo:

              • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

              empleados:

                empleados:

                • empleados: 2 mes(es).

                obreros:

                  obreros:

                  • obreros: 14 día(s).

                  empleados:

                    empleados:

                    • empleados: 2 mes(es).

                    obreros:

                      obreros:

                      • obreros: 14 día(s).

                      trabajadores pagados a diariamente o trabajadores a destajo:

                        trabajadores pagados a diariamente o trabajadores a destajo:

                        • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

                        trabajadores pagados a diariamente o trabajadores a destajo:

                          trabajadores pagados a diariamente o trabajadores a destajo:

                          • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

                          empleados:

                            empleados:

                            • empleados: 3 mes(es).

                            obreros:

                              obreros:

                              • obreros: 14 día(s).

                              trabajadores pagados a diariamente o trabajadores a destajo:

                                trabajadores pagados a diariamente o trabajadores a destajo:

                                • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

                                empleados:

                                  empleados:

                                  • empleados: 3 mes(es).

                                  obreros:

                                    obreros:

                                    • obreros: 14 día(s).

                                    empleados:

                                      empleados:

                                      • empleados: 4 mes(es).

                                      obreros:

                                        obreros:

                                        • obreros: 14 día(s).

                                        trabajadores pagados a diariamente o trabajadores a destajo:

                                          trabajadores pagados a diariamente o trabajadores a destajo:

                                          • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

                                          trabajadores pagados a diariamente o trabajadores a destajo:

                                            trabajadores pagados a diariamente o trabajadores a destajo:

                                            • trabajadores pagados a diariamente o trabajadores a destajo: 1 día(s).

                                            Indemnización sustitutiva de preaviso: No

                                            No statutory provision.
                                            ILO country profile - termination of employment - on Austria: In current court practice, when the mandatory notice period is not respected, the dismissal is treated as an "unfounded premature dismissal" and the employee is entitled to wages he would have received had the regular notice period been respected.

                                            Notificación a la administración: No

                                            Notificación a los representantes de los trabajadores: Si

                                            Sec. 105 (2) WCA
                                            Prior notification to and consultation with the works council, which has 5 days to react. Whether or not the council has objected to the dismissal or has dealt with the case on time affects the possibilities to lodge an appeal, but does not prevent the dismissal from taking effects. However, the procedure is rather complex. For further details, see relevant provisions.

                                            Aprobación de la administración publica o de organismos judiciales: No

                                            Acuerdo de los representantes de los trabajadores: No

                                            Definición de despido colectivo (número de empleados afectados) Within a period of 30 days, at least:<br/>1) 5 employees in undertakings with 21 to 99 employees;<br/>2) 5% of employees in undertakings with 100 to 600 employees;<br/>3) 30 employees in undertakings with more than 600 employees;<br/>4) 5 workers over the age of 50.<br/>

                                            Remarks

                                            Sec. 45a Labour Market Promotion Act.

                                            Notificación a la administración Yes

                                            Remarks

                                            Sec. 109 (1) and (2) WCA

                                            Notificación a los sindicatos (representantes de los trabajadores) Yes

                                            Remarks

                                            At least 30 days before the first notice of termination is served to an employee (Sec. 45a Labour Market Promotion Act).

                                            Notificación a los representantes de los trabajadores: Yes

                                            Remarks

                                            Sec. 109 (1) and (2) WCA

                                            Acuerdo de los sindicatos (representantes de los trabajadores) No

                                            Acuerdo de los representantes de los trabajadores No

                                            Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) No

                                            Remarks

                                            No rules on the determination of selection criteria in the legislation reviewed. Selection criteria are only referred to in sec. 109 (1) as one of the element to be transmitted to the works council within the framework of the notification and consultation process.

                                            Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No

                                            Remarks

                                            No statutory provision in the legislation reviewed.

                                            Reglas de prioridad para la re-contratación Yes

                                            Remarks

                                            Sec. 109 (2) WCA: The council may make proposals for the prevention, elimination or mitigation of the adverse effects of redundancies.

                                            Note: In undertakings with more than 20 permanent employees, when the proposed measures would affect a significant part of the workforce, the works council may request the conclusion of a social plan (sec. 109 (3) WCA)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 2 mes(es)

                                            : 3 mes(es)

                                            : 4 mes(es)

                                            : 9 mes(es)

                                            :

                                            Same as severance pay (no specific provision for economic dismissal)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 0 mes(es)

                                            : 2 mes(es)

                                            : 3 mes(es)

                                            : 4 mes(es)

                                            : 9 mes(es)

                                            mineros: Si

                                            Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):

                                            Application of the general civil law rules on damage compensation: reimbursement of actual loss of earnings between dismissal and ruling.

                                            directores/ gerentes: Si

                                            Sec. 105 WCA. No reinstatement as such. However, if the Court finds the dismissal unlawful, it will declare it void and therefore the employment relationship continues.

                                            policía: No

                                            Sec. 105(4) WCA and 50 (1) Labour and Social Court Act.

                                            Arbitraje: Si

                                            Chapter 4 Code of Civil Procedure as amended by the New Arbitration Law 2013 ("Schiedsrechts-Änderungsgesetz").