Employer of Record (EOR) Austria

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An Employer of Record (EOR) serves as the legal employer for workers in Austria, often referred to as a Global Professional Employer Organization (Global PEO). Acting as your dedicated Employer of Record in Austria, we manage essential employment functions to ensure smooth and compliant operations. This includes rigorous adherence to Austrian labor laws, efficient payroll administration, tax handling, provision of required benefits, and drafting comprehensive employment agreements.

With Mercans as your Employer of Record in Austria, you can count on us to:

Ensure precise compliance with Austrian employment regulations.
Efficiently manage the complexities of local payroll processes.
Expertly handle tax filings and employment-related documentation.
Provide timely payslips for employees.
Guarantee prompt disbursement of salary payments.

Our Global PEO services in Austria offer a streamlined solution for your international expansion, eliminating the need to establish a legal entity. As your trusted Employer of Record in Austria, we ensure compliance with local regulations, establish a strong local presence, and protect your Intellectual Property (IP). This allows your business to stay focused on its core objectives. Leverage our expertise for seamless global mobility, effective work visa management, and building a diverse and productive global team.

Things you need to know before hiring in Austria

Employment Contracts in Austria

Employment contracts in Austria are essential for establishing clear, legally compliant terms between employers and employees. As your Employer of Record (EOR) in Austria, Mercans provides comprehensive support in drafting, managing, and ensuring compliance with these contracts under Austrian labor law. Serving as a Global Professional Employer Organization (Global PEO), we handle all aspects of employment contracts to support your business expansion seamlessly and compliantly.

Key Aspects of Employment Contracts in Austria

In Austria, an employment contract does not require a specific legal form and does not necessarily need to be in writing. However, the contract is defined by the personal dependency of the employee on the employer. This dependency means the employer has decision-making authority, the employee is economically dependent, has a continuous obligation to work for a certain period, and typically uses the employer’s equipment.

There are various types of employment contracts, including temporary, fixed-term, and unspecified-duration contracts. Austrian law also distinguishes between lifetime and permanent employment, as well as contracts for trainee or apprenticeship relationships.

Written Statement (Dienstzettel)

If the employment contract is not provided in written form, Austrian law requires that the employee must receive a written statement (Dienstzettel). This statement sets out the employee’s key rights and obligations under the employment relationship.

The Dienstzettel must include the following information:

Name and address of the employer and employee

Date of commencement of the employment relationship

The normal place of work

Any sub-categories in a general system (if applicable)

Job description or intended assignment

Annual leave entitlement (holiday)

Contractual daily and weekly working hours

Reference to the applicable collective agreementor work agreement

Basic salary, including any additional remuneration

This written statement ensures that both parties understand the terms of employment and helps to protect the rights of the employee in the absence of a formal written contract.

Working Hours

In Austria, the typical working hours are regulated under the Austrian Working Time Act (Arbeitszeitgesetz, AZG), which sets a maximum of 10 hours per day and 50 hours per week. Furthermore, the law stipulates that an employee’s average weekly working time should not exceed 48 hours over a 17-week period. However, collective agreements can extend this reference period, allowing for a 26-week or even a 52-week period in some circumstances. Any changes to the standard working hours can only occur within the specific boundaries established by the AZG and require a collective or works agreement.

There are certain scenarios in which working hours may exceed the usual limits without the need for additional agreements by social partners, as outlined by the Austrian Labour Inspectorate:

Redistribution of Weekly Hours

Employees can work more hours in a single day (up to 9 hours) if the hours are redistributed throughout the week to allow for extra time off, such as before weekends.

Sales Staff

Sales employees can work up to 44 hours over a four-week period, provided their weekly average does not exceed 40 hours, and their daily working hours do not surpass 9 hours.

Flexible Working Time

In flexible work schedules, employees can extend their daily hours to 10 hours as part of an agreement to accommodate personal needs or peak workloads.

Public Holidays and Time Off

If working hours are averaged over a 13-week period, employees can work up to 10 hours per day to allow for longer periods of rest before public holidays.

These exceptions demonstrate the flexibility in Austria’s working hours framework, allowing for some variation depending on the nature of the work and the specific agreement between employer and employee. However, any adjustments to the standard working hours must comply with the AZG and other relevant labour regulations.

13th Month Salary

In Austria, employees receive an additional 13th and 14th monthly salary each year, providing extra financial support for the holiday season and summer vacation. These payments are a well-established tradition in Austria and are intended to help employees manage the increased expenses typically associated with these times of the year.

13th month’s salary

The 13th month’s salary, commonly referred to as the Christmas bonus, is paid out in November or December. Equivalent to one month’s gross salary, this extra payment allows employees to double their monthly earnings in December. It offers a financial boost to cover holiday expenses like Christmas shopping, gifts, and festive activities, making the season more enjoyable and manageable.

14th month’s salary

The 14th month’s salary, or vacation bonus, is usually distributed in June or July. Also equal to an employee’s gross monthly salary, this additional payment is designed to help cover summer vacation costs, such as accommodation, travel, and leisure activities. The 14th month’s salary provides employees with the means to enjoy their summer vacation fully and without financial strain.

These biannual payments play an essential role in supporting Austrian employees during peak spending periods, offering both a seasonal financial cushion and enhanced quality of life.

Termination of Employment in Austria

Employment contracts in Austria can come to an end in several ways, including mutual agreement, termination with notice by either the employer or the employee, resignation without notice for serious cause, immediate dismissal for cause, the expiration of a fixed-term contract, or termination during the probation period. While dismissals or resignations without notice must be based on justifiable cause, terminations with notice do not require a specific reason. However, employers must adhere to the legally prescribed notice periods (Kündigungsfristen) and termination dates (Kündigungstermine), which may be outlined in laws, collective agreements, or individual contracts. Moreover, if a works council is in place, the employer is obligated to notify it in advance of any planned termination.

Notice Periods

The notice period an employer must provide depends on the employee’s length of service:

Up to 2 years of service: 6 weeks’ notice.
More than 2 years of service: 2 months’ notice.
More than 5 years of service: 3 months’ notice.
More than 15 years of service: 4 months’ notice.
More than 25 years of service: 5 months’ notice.

Employees must provide at least 1 month’s notice, regardless of their service duration. This period can be extended up to 6 months if agreed upon contractually. For workers governed by the Industrial Code of 1859 (Gewerbeordnung 1859 or GewO 1859), a 14-day notice period is required from both the employer and employee.

Severance Payments

Employees hired after January 1, 2003, are entitled to severance pay, contingent upon the employment relationship’s termination. Employers must contribute 1.53% of each employee’s gross monthly salary to a severance fund. Employees become eligible to receive severance unless the employment ends due to resignation, lawful redundancy, or unlawful withdrawal by the employee, or if less than three years have passed since the first contribution to the fund.

Employment Types – Employees, Independent Contractors, and more

In Austria, the structure of employment is diverse, offering various types of work arrangements that cater to different roles, industries, and levels of flexibility. Each employment type carries its own set of rights, protections, and obligations, outlined as follows:

Employees

Employees in Austria typically have permanent, full-time or part-time contracts. They are entitled to full labor protections under Austrian law, including social insurance coverage (health, accident, unemployment, and pension insurance), paid leave, and protections against dismissal. Part-time employees receive nearly all the same rights as full-time employees, including social insurance, though marginal employees (those earning below a specified threshold) have limited social security but can opt into full coverage.

Independent Contractors

Independent contractors, also known as freelancers, work on a contract basis, often in specific roles like language instructors, consultants, or creative fields. While they enjoy limited labor protections, they do have nearly full social insurance, including health, pension, and unemployment coverage. Unlike employees, independent contractors do not automatically receive benefits like paid leave or notice periods unless specified in their contract.

Marginally Employed Workers

Marginal employment (Geringfügig Beschäftigung) refers to those earning up to €518.44 per month (as of 2024). These workers are covered by accident insurance but can opt into health and pension insurance for additional coverage. Marginally employed workers are entitled to similar protections as standard employees, but without full social security unless they opt in.

New Self-Employed Workers

New self-employed individuals perform commercial activities that do not require a trade license, such as freelance writers, consultants, or psychotherapists. These workers are responsible for registering with the Social Insurance Institution for Trade and Industry and receive coverage for health, pension, and accident insurance. Since 2009, they also have the option to insure against unemployment under an “opt-in” model.

Apprentices

Apprentices are young workers who undergo vocational training and must sign written apprenticeship agreements. They have full insurance coverage (health, accident, unemployment, and pension) and additional protections against dismissal. Apprenticeships provide structured on-the-job training under the supervision of experienced workers and support Austria’s vocational education system.

Seasonal Workers

Commonly employed in industries like tourism, hospitality, and agriculture, seasonal workers are protected by collective agreements that ensure fair working hours and full social insurance coverage.

Agency Workers

Agency workers, or temporary workers provided by staffing agencies, enjoy full social protections and specific provisions for dismissal that account for their temporary roles. While covered by Austrian labor law, they are subject to slightly different regulations to accommodate the flexibility of agency-based employment.

Voluntary Workers

Voluntary workers have trainee status, which means they are under no contractual obligation to perform work and do not receive payment. They are distinct from other employment types and generally work without financial compensation, focusing on gaining experience or supporting a cause.

Social Security in Austria

Austria’s social security system requires both employers and employees to contribute to various insurance categories, covering pensions, sickness, unemployment, accident insurance, and other smaller contributions. The rates are divided as follows:

Cost Category	Amount (BYN)
Gross Annual Salary	100,000.00
Employer Costs	35,100.00
Total Annual Cost	135,100.00

*These percentages apply up to a maximum monthly gross salary assessment base of EUR 6,060 for regular payments for both employer and employee contributions. Special payments, such as holiday bonuses, are subject to a reduced rate (employer: 20.48%, employee: 17.07%, totaling 37.55%) with a maximum annual assessment base of EUR 12,120.

Additional Social Security Provisions

Family Member Co-Insurance: Family members may be co-insured without additional costs. However, a 3.4% supplementary contribution is charged when a co-insured family member (such as a spouse, registered partner, or household manager) does not care for children in the household or did so for fewer than four years.

Employer-Specific Levies

Employers in Austria also pay additional levies on payroll:

Family Burdens Equalization Levy: 3.9% of the monthly gross salary.
Municipal Payroll Tax: 3% of monthly gross salaries and wages.
Public Transportation Levy: EUR 2 per employee per week, applicable in Vienna.
Chamber of Commerce Contribution: Between 0.32% and 0.40% of monthly gross salaries, depending on the province.
Employee Pension Fund Contribution: 1.53% of monthly gross salaries for employment under Austrian law.

These contributions support Austria’s robust social welfare system, ensuring comprehensive social security coverage for employees and their families while providing important financial contributions to the public and regional services.

Payroll in Austria

Minimum Wages

The minimum wage in Austria is €1,500.00 per month, a rate that has been in effect since July 1, 2020, and remains valid as of November 2024.

Overtime Pay

Overtime in Austria is defined as work beyond the standard eight hours per day or 40 hours per week. However, certain exceptions may apply under collective or work agreements, potentially allowing for flexibility in work distribution.

Eligibility

Employees may only be required to work overtime if it does not interfere with significant personal commitments, such as child care or urgent medical appointments.

Compensation

Overtime is compensated with a 50% premium on the employee’s standard wage. This additional compensation may be paid in money or added as time-off credits, depending on the employer’s policy or employee preference.

Payroll Cycle

In Austria, the payroll cycle is typically monthly, with employees receiving their wages on the last working day of each month. Employers may opt to pay on an alternative date if this is agreed upon in the employment contract or stipulated in a collective bargaining agreement.

Personal Income Tax in Austria

In Austria, residents are taxed on their worldwide income, which includes earnings from employment, business activities, investments, and property. Non-residents, however, are only taxed on income derived from Austrian sources. Non-residents are subject to the same tax rates as residents on Austrian-source income, with an additional fictitious income increase of €10,199.

Personal Income Tax Rates

Austria applies a progressive income tax system, with the following rates:

Tax Rate	Taxable Income Threshold
13%	Flat rate on all taxable income

Payroll Withholding Tax (WHT) Examples

For individuals subject to Austrian social security, wage tax and social security contributions are withheld from the salary. Here’s an example of how tax withholding is calculated for the year 2024:

Tax Rate	Taxable Income Threshold
13%	Flat rate on all taxable income

Filing Requirements

For employees whose only source of income is employment subject to wage tax, there is no obligation to file an income tax return. However, individuals may choose to file for a partial tax refund if they have deductible expenses or irregular income patterns, such as variable salary amounts.

Sole Earner Tax Credit

The sole earner credit applies to married couples with a single income and children who qualify for family allowance. The tax withheld each month is reduced as follows:

One child: EUR 47.67
Two children: EUR 64.50
Three children: EUR 85.75

Couples without children are not eligible for this credit.

Local Income Taxes

Austria does not impose any local income taxes. All taxes are managed at the federal level.

Austria Employee Hiring Cost

Let’s consider an employee with a gross annual salary of EUR 100,000. While the gross salary is the amount the employee earns before deductions, the total cost to the employer includes additional expenses such as social security contributions, taxes, and other employer liabilities. This breakdown helps to understand the full financial commitment an employer has when hiring an employee in Austria.

For this example, the gross annual salary is EUR 100,000. The employer’s additional costs, which include mandatory employer contributions to social security, pension, and other benefits, amount to EUR 24,926. Therefore, the total annual cost to the employer for this employee would be EUR 124,926.

Social Security Category	Employee Contribution	Employer Contribution	Total Contribution
Health Insurance	0%	28%	28%
Pension Insurance	0%	6%	6%
Social Insurance	1%	0%	1%
Total	1%	34%	35%

This table illustrates how the employer’s total annual cost consists not only of the employee’s gross salary but also the additional employer costs required by Austrian labor laws.

Employee Benefits in Austria

Austria provides a robust system of employee benefits that combines statutory protections with supplementary employer-provided perks. These benefits ensure workers are covered in areas such as health, retirement, accident protection, and unemployment, while also offering additional support for their well-being and work-life balance.

Health Insurance: Health insurance in Austria is mandatory for all employees and is an integral part of the country’s social insurance system. Managed by institutions like the Austrian Health Insurance Fund (ÖGK) and the Social Insurance Institution for Self-Employed Persons (SVS), it covers a wide range of medical services, including doctor visits, hospital stays, medications, and rehabilitation. Contributions are deducted from salaries, and employees must register with an insurance provider.
Accident Insurance: Workplace and non-workplace accidents are covered under Austria’s mandatory accident insurance. Administered by the General Accident Insurance Institution (AUVA) and other relevant bodies, accident insurance protects employees from financial loss due to work-related injuries or occupational diseases. Employers are legally required to insure their employees against such risks, with contributions based on industry risk classifications.
Pension Insurance: Austria’s pension system consists of three pillars to ensure a stable income post-retirement:
- First Pillar (State Pension): A basic state pension, funded through employee and employer contributions.
- Second Pillar (Occupational Pension): Voluntary employer-provided pensions to supplement the state pension.
- Third Pillar (Private Pension): Private pension savings that employees can choose to invest in, often with tax benefits to encourage long-term saving.
Unemployment Insurance: Unemployment insurance is designed to support employees who lose their jobs involuntarily. It offers financial assistance and job placement services. Contributions to this insurance are shared between employees and employers, and benefits are paid based on prior earnings and the duration of insurance coverage.
Parental Leave: Austrian law provides generous parental leave benefits, allowing parents to take time off until their child is three years old. Both parents are eligible, with benefits paid from the Family Allowance Fund based on a percentage of their previous salary. Employees on parental leave have job protection, ensuring they can return to their position or an equivalent role after the leave period ends.

In addition to statutory benefits, many Austrian employers offer supplementary benefits to attract and retain employees. These perks include:

Health Insurance Perks: Employers often provide group health insurance plans that cover more services or offer discounted premiums, ensuring employees have access to high-quality medical care beyond the statutory coverage.
Life and Accident Insurance: Life insurance policies help provide financial support to an employee’s family in case of death. Similarly, accident insurance helps protect employees from the financial burden of accidental injury, covering medical treatments, rehabilitation, and even disability compensation.
Occupational Disability Insurance: This insurance is particularly important for employees who are at risk of losing their ability to work due to illness or injury. It provides income replacement to ensure financial stability if an employee becomes unable to perform their job.
Retirement Savings Plans: Employers in Austria often offer additional retirement benefits through company pension plans or direct insurance schemes. These plans allow employees to save for retirement, with potential tax benefits for both the employer and employee.
Severance Pay: Under Austrian labor law, employees who are terminated without cause are entitled to severance pay. Employers may outsource these obligations to insurance providers, which can help manage liquidity and reduce balance sheet impact.

Flexible Work Arrangements: Flexible working hours and home office options are becoming increasingly popular in Austria, allowing employees to manage their professional and personal commitments more effectively.
Wellness and Mental Health Support: Employers often offer wellness programs, including access to employee assistance programs (EAP), mental health support, and fitness memberships, to promote the physical and mental well-being of their employees.
Transportation Benefits: Subsidized public transport passes, commuter benefits, or parking discounts are commonly offered to employees, making daily commutes more affordable and convenient.
Educational Assistance: Many Austrian companies support the professional development of their employees by offering financial assistance for continuing education or job-relevant certifications.
Childcare and Family Support: Childcare allowances or on-site childcare facilities are provided by some employers to assist working parents. Additionally, some companies offer family-friendly policies, including sabbaticals and parental support initiatives.
Employee Discounts and Perks: Employees can often access discounts or special offers for products and services from partner companies. These perks help employees save money on a range of goods and services, enhancing their overall benefits package.

Statutory Benefits in Austria

Health Insurance: Health insurance in Austria is mandatory for all employees and is an integral part of the country’s social insurance system. Managed by institutions like the Austrian Health Insurance Fund (ÖGK) and the Social Insurance Institution for Self-Employed Persons (SVS), it covers a wide range of medical services, including doctor visits, hospital stays, medications, and rehabilitation. Contributions are deducted from salaries, and employees must register with an insurance provider.
Accident Insurance: Workplace and non-workplace accidents are covered under Austria’s mandatory accident insurance. Administered by the General Accident Insurance Institution (AUVA) and other relevant bodies, accident insurance protects employees from financial loss due to work-related injuries or occupational diseases. Employers are legally required to insure their employees against such risks, with contributions based on industry risk classifications.

Pension Insurance: Austria’s pension system consists of three pillars to ensure a stable income post-retirement:

First Pillar (State Pension): A basic state pension, funded through employee and employer contributions.
Second Pillar (Occupational Pension): Voluntary employer-provided pensions to supplement the state pension.
Third Pillar (Private Pension): Private pension savings that employees can choose to invest in, often with tax benefits to encourage long-term saving.

Unemployment Insurance: Unemployment insurance is designed to support employees who lose their jobs involuntarily. It offers financial assistance and job placement services. Contributions to this insurance are shared between employees and employers, and benefits are paid based on prior earnings and the duration of insurance coverage.

Parental Leave: Austrian law provides generous parental leave benefits, allowing parents to take time off until their child is three years old. Both parents are eligible, with benefits paid from the Family Allowance Fund based on a percentage of their previous salary. Employees on parental leave have job protection, ensuring they can return to their position or an equivalent role after the leave period ends.

Supplementary Benefits

In addition to statutory benefits, many Austrian employers offer supplementary benefits to attract and retain employees. These perks include:

Health Insurance Perks: Employers often provide group health insurance plans that cover more services or offer discounted premiums, ensuring employees have access to high-quality medical care beyond the statutory coverage.
Life and Accident Insurance: Life insurance policies help provide financial support to an employee’s family in case of death. Similarly, accident insurance helps protect employees from the financial burden of accidental injury, covering medical treatments, rehabilitation, and even disability compensation.
Occupational Disability Insurance: This insurance is particularly important for employees who are at risk of losing their ability to work due to illness or injury. It provides income replacement to ensure financial stability if an employee becomes unable to perform their job.
Retirement Savings Plans: Employers in Austria often offer additional retirement benefits through company pension plans or direct insurance schemes. These plans allow employees to save for retirement, with potential tax benefits for both the employer and employee.
Severance Pay: Under Austrian labor law, employees who are terminated without cause are entitled to severance pay. Employers may outsource these obligations to insurance providers, which can help manage liquidity and reduce balance sheet impact.

Additional Employee Perks

Flexible Work Arrangements: Flexible working hours and home office options are becoming increasingly popular in Austria, allowing employees to manage their professional and personal commitments more effectively.
Wellness and Mental Health Support: Employers often offer wellness programs, including access to employee assistance programs (EAP), mental health support, and fitness memberships, to promote the physical and mental well-being of their employees.
Transportation Benefits: Subsidized public transport passes, commuter benefits, or parking discounts are commonly offered to employees, making daily commutes more affordable and convenient.
Educational Assistance: Many Austrian companies support the professional development of their employees by offering financial assistance for continuing education or job-relevant certifications.
Childcare and Family Support: Childcare allowances or on-site childcare facilities are provided by some employers to assist working parents. Additionally, some companies offer family-friendly policies, including sabbaticals and parental support initiatives.
Employee Discounts and Perks: Employees can often access discounts or special offers for products and services from partner companies. These perks help employees save money on a range of goods and services, enhancing their overall benefits package.

Work Permit in Austria

Austria is an appealing destination for international professionals, ranging from students to renowned researchers, due to its high quality of life and strong labor market. However, navigating Austria’s work permit and visa regulations can be complex. If your company is expanding into Austria and planning to hire foreign employees, understanding the different visa and work permit options is crucial to remain compliant with local laws and ensure smooth operations.

Types of Work Visas in Austria

Austria distinguishes between European Union (EU)/European Economic Area (EEA) nationals and non-EU/EEA nationals when it comes to visa and work permit requirements. EU/EEA citizens do not require a visa to work in Austria, while non-EU nationals must apply for a work visa or residence permit to enter and work in the country. For non-EU nationals, there are several types of work visas depending on the applicant’s circumstances:

Red-White-Red Card

The Red-White-Red Card is the most common work permit for non-EU nationals. It is typically valid for 24 months and allows the holder to live and work in Austria for a specified employer. To apply for this card, applicants must fall into specific categories such as highly qualified workers, skilled workers in shortage occupations, and start-up founders. Applicants can apply for a Red-White-Red Card to work in Austria in a designated role, but they are only allowed to work for the employer listed in their application.

Jobseeker Visa

This visa allows highly qualified workers to enter Austria for up to six months to search for a job. Applicants must meet specific criteria based on their skills and experience, and once they find employment, they can transition to a Red-White-Red Card.

EU Blue Card

The EU Blue Card is similar to the Red-White-Red Card but offers additional benefits for skilled workers from outside the EU. It grants the holder the same work rights as Austrian citizens and is typically available to highly skilled professionals in sectors where Austria faces labor shortages.

Six-Month Residence Visa

This is an option for individuals looking to temporarily reside in Austria and search for employment. It is ideal for those who need time to settle before starting work.

Students’ Residence Permit

Foreign students who have completed their studies or relevant training in Austria can apply for a residence permit that allows them to stay for up to 12 months while they search for a job or establish a business in the country.

Business Visa

For individuals visiting Austria for short-term business activities (less than six months), a business visa is necessary. Citizens from countries with agreements for visits of up to 90 days do not need a visa for short stays.

Requirements for Austria Work Visas

Austria uses a points-based system to determine eligibility for work permits. Applicants’ qualifications, work experience, salary level, language skills, and other criteria are evaluated to determine the appropriate visa or work permit category.

Some of the requirements to obtain a work permit (such as the Red-White-Red Card) include:

A valid passport and a recent photo
Proof of accommodation in Austria
Proof of financial independence (such as salary documentation)
Health insurance coverage
Proof of qualifications, such as a university or higher education degree
Work experience, including testimonials, certificates, and references
Language skills may be required depending on the job
Biometric data

Highly qualified workers or those applying for specialized positions may also need to provide evidence of their accomplishments, such as research or innovation contributions, awards, or research publications.

Process of applying

To apply for a work visa in Austria, applicants must submit their documentation to the Austrian embassy or consulate in their home country. Fees may vary depending on the type of visa being applied for; for example, the Red-White-Red Card costs around 120 EUR for jobseekers.

After submitting the required documents, the Austrian immigration authorities will process the application. If successful, applicants will receive a visa or work permit that allows them to live and work in Austria. In most cases, work permits are issued for a limited time (such as two years), and workers must apply for renewal or permanent residence after this period.

It’s important to note that a work permit in Austria does not automatically grant residency. Applicants will need a separate residency permit to live in Austria. Additionally, those holding temporary work permits may apply for permanent residency after legally living and working in Austria for five years.

Additional considerations

Temporary Residence: Employees who hold a work permit will need to apply for a temporary residence permit, which requires additional documents such as proof of income and a letter from their employer.
Permanent Residency: After living and working in Austria for five continuous years, foreign nationals can apply for a long-term residence certificate, which provides the right to stay and work in Austria indefinitely.
Family Reunification: Work permit holders can also apply to bring their family members to Austria. The family reunification process typically involves demonstrating sufficient income and living space.
Professional Support: The process for obtaining a work visa and residence permit can be complex. For companies hiring foreign workers, it may be beneficial to consult with a local immigration expert or employ a Global PEO (Professional Employer Organization) to ensure the visa process runs smoothly.

EOR Solutions in Austria

EOR for Prospective Employees in Austria

Mercans offers comprehensive Employer of Record (EOR) services for businesses that have already identified their ideal candidates in Austria. Our solutions cover all aspects of the employee lifecycle, ensuring full compliance with Austrian labor laws and regulations, and enabling a smooth, hassle-free employment experience.

EOR + Recruitment in Austria

For businesses seeking assistance with talent acquisition, Mercans provides a complete EOR and recruitment service. Leveraging our extensive network and industry expertise, we help you identify, recruit, onboard, and retain top talent, ensuring a streamlined and successful expansion into the Austrian market.

Visa Sponsorship and Global Mobility in Austria

Navigating the complexities of expatriate employment is made easier with our visa sponsorship and global mobility services. Mercans helps facilitate the relocation of your international workforce, ensuring compliance with Austrian immigration and employment laws while supporting a smooth transition for your team.

AOR for Contractor Payments in Austria

Mercans offers Assistance on Record (AOR) services to businesses dealing with contractor payments in Austria. We manage the complexities of contractor payment processing, ensuring accuracy, timeliness, and full compliance with local regulations.

Converting Freelancers to Employees in Austria

Mercans supports the transition from independent contractors to full-time employees in Austria. Our expertise ensures a seamless conversion process, adhering to Austrian labor laws and minimizing administrative burden.

HCM Integration in Austria

Integrate Mercans’ EOR services with your Human Capital Management (HCM) system in Austria for efficient, real-time data exchange. Our solution enhances compliance, optimizes payroll processes, and improves cost-efficiency, providing a unified approach to workforce management and operations in Austria.

Best Employer of Record Austria

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Mercans is the leading Employer of Record (EOR) provider in Austria for the following reasons:

Compliant with Austrian Labor Laws and The Labour Inspectorate:
Mercans ensures full compliance with all regulations set by Austrian labor authorities, including the Ministry of Labour, Social Affairs, and Consumer Protection, as well as the Labour Inspectorate. We prioritize adherence to labor standards, worker protections, and workplace safety, providing a secure and legally sound employment solution.
Independent Entity:
As a standalone entity, Mercans operates autonomously, offering reliable and customized employment services tailored to meet the specific needs of your business in Austria.
Supports Diverse Employment Types:
Mercans effectively manages all types of employment, including full-time employees, freelancers, contractors, and expatriates, delivering flexible solutions that cater to various business models and staffing needs.
Tailored for Enterprise Businesses:
Mercans is designed to support large enterprises with scalable, sophisticated services that accommodate complex organizational structures and high-volume operations, making it an ideal partner for multinational companies operating in Austria.
Multi-Currency Payroll Management:
Mercans offers payroll management in multiple currencies, making it easy for global businesses to streamline financial operations and ensure consistency across international teams, including those in Austria.

Global Presence and Multi-Country Payroll Expertise:
With a strong international presence, Mercans is highly proficient in handling multi-country payroll, ensuring seamless operations and compliance across borders, including for your teams in Austria.

GDPR Certified, SOC 1 & SOC 2 Compliant:
Mercans adheres to the highest data protection and security standards, with GDPR certification and SOC 1 & SOC 2 compliance, ensuring your company’s data remains secure and confidential while operating in Austria.

ISO 20000 & ISO 27001 Certified:
Holding ISO 20000 and ISO 27001 certifications, Mercans demonstrates a commitment to delivering exceptional IT service management and maintaining top-tier information security practices in Austria.

OWASP ASVS 3.0 Compliant:
Mercans meets the OWASP ASVS 3.0 standards, ensuring robust security in the development and management of applications, providing additional peace of mind for your business in Austria.

HRBlizz Platform:
Mercans’ proprietary HRBlizz platform is a global payroll and talent management SaaS solution that simplifies payroll processes while ensuring compliance with Austrian labor laws and regulations. With a network of over 1,000 in-country experts, it offers deep knowledge of local business protocols.

G2N Nova Payroll Engine:
G2N Nova is the world’s most advanced native payroll engine, providing gross-to-net payroll processing in over 100 countries, including Austria. Available as a SaaS or service delivery platform, it integrates seamlessly with major Human Capital Management (HCM) and Workforce Management systems, offering unparalleled efficiency and compliance.

Conclusion

In conclusion, Mercans offers comprehensive and compliant Employer of Record (EOR) solutions tailored for businesses operating in Austria. With a deep understanding of Austrian labor laws, including compliance with the Labour Inspectorate, Mercans ensures that companies can hire, manage, and pay employees with full confidence in their legal and regulatory obligations. Whether you’re expanding your operations in Austria, managing a diverse workforce, or looking for a streamlined payroll and benefits solution, Mercans provides the expertise and infrastructure to support your business. From visa sponsorship to multi-currency payroll and full data security certifications, Mercans is your trusted partner for navigating the complexities of employment in Austria, allowing you to focus on growth while we handle the administrative and compliance challenges.

This document was prepared for informational purposes only. As local laws & regulations keeps on changing. Please consult your tax & legal advisors as well.

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