本文作者/The Authors：
弗洛里娜·特梅耶尔
Florina Thenmayer
塞巴斯蒂安·阿克尼克斯
Sebastian Axnix
本文译者/The Translator：
李莹莹 Li Yingying
一、 前言 Foreword
奥地利作为连接东西欧的枢纽，是中国“一带一路”议的重要合作伙伴。奥地利凭借其高素质劳动力、稳定的经济环境和优越的区位优势，持续吸引着外国投资者。然而，高度规范化且精密复杂的劳动法律体系为外国企业带来诸多挑战——从严格的集体谈判与工作委员会协商机制，到严密的雇员数据隐私保护（GDPR）和近乎严苛的解雇保护规定，每一项合规细节都要求企业审慎应对。
Austria, as a hub connecting Eastern and Western Europe, is an important partner for China's Belt and Road Initiative. With its highly skilled workforce, stable economic environment, and superior geographical advantages, Austria continues to attract foreign investors. However, its highly regulated and intricate labor legal system poses challenges for foreign enterprises—ranging from strict collective bargaining and works council consultation mechanisms to stringent employee data privacy protections (GDPR) and nearly rigid dismissal protection regulations. Each compliance detail demands careful attention from businesses.
在《奥地利劳动法概览》中，来自DORDA律师事务所的弗洛里娜·特梅耶尔律师以及塞巴斯蒂安·阿克尼克斯见习律师以国际视角全面解构了奥地利劳动法。本文将深入探讨奥地利劳动法律的主要特征，为中资企业提供跨境用工合规操作的全面指导，筑牢其在奥地利的经营根基。
In the Austrian Labor Law Overview, Florina Thenmayer and Sebastian Axnix from DORDA Law Firm comprehensively deconstruct Austrian labor law from an international perspective. This article will delve into the key characteristics of Austrian labor legislation, providing Chinese enterprises with comprehensive guidance on cross-border employment compliance operations to solidify their operational foundations in Austria.
（下文为《奥地利劳动法概览》节选内容之下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之奥地利篇）
(The following content is excerpted from the Austrian Labor Law Overview - Part B. For the full version, refer to the Austrian Chapter in the Invitation to Contribute to The Labor Law Environment Report of the “Belt and Road” Countries.)
二、 集体雇佣关系 Collective Relations
奥地利工会组织在行业层面与雇主协会谈判达成集体谈判协议，确立覆盖特定行业所有雇员的强制最低劳动标准（工资、工时等），效力优先于个体合同。在企业层面，雇员≥5人可选举产生工作委员会，该机构享有信息权、咨询权以及共决权（如重大变更、特定协议），并监督法规执行，成员受解雇保护。这种行业框架与企业代表相结合，通过自动生效的集体协议和持续对话机制，有效维持了劳资和谐与低罢工率。
Austrian trade unions negotiate collective bargaining agreements with employers' associations at the sectoral level, establishing mandatory minimum labor standards (wages, working hours, etc.) that cover all employees in specific industries, with legal precedence over individual contracts. At the enterprise level, workplaces with ≥5 employees can elect a works council, which holds rights to information, consultation, and co-determination (e.g., major changes, specific agreements), while also monitoring legal compliance. Its members enjoy dismissal protection. This dual system—combining sectoral frameworks with workplace representation—effectively maintains labor harmony and low strike rates through automatically enforceable collective agreements and continuous dialogue mechanisms.
三、 雇佣关系解除 Termination of Employment
（一）解除事由 Termination reason
奥地利雇佣关系终止遵循严格规则，包括预告解除、雇主基于正当理由的立即解除、雇员因故解除、大规模裁员以及双方协议解除雇佣关系。
The termination of employment relationships in Austria follows strict rules, including termination with notice, immediate termination by the employer for just cause, termination by the employee for cause, economic layoffs, and mutual agreement to terminate the employment relationship.
预告解除（无因解雇）需遵守法定通知期（雇主的最短通知期限随工龄递增至5个月，雇员通常提前1个月通知），通知期内雇员原则上正常提供劳动领取薪资。
Termination with notice (termination without cause) must comply with statutory notice periods (the employer's minimum notice period increases with seniority up to 5 months, while employees typically provide 1 month's notice). During the notice period, employees are generally expected to continue working and receiving wages.
立即解除需“正当理由”：雇主可因雇员严重违约（蓝领雇员解雇事由法定列举、白领雇员解雇事由非穷尽）解雇，事由通常为欺诈行为、不胜任、违反保密义务等，而雇员亦可因雇主严重违约（如欠薪、安全缺失、虐待）辞职。
Immediate termination requires "just cause": employers may dismiss employees for serious breaches (statutorily enumerated grounds for blue-collar workers and non-exhaustive grounds for white-collar workers), typically including fraudulent conduct, incompetence, or breach of confidentiality obligations. Conversely, employees may resign due to serious employer breaches (such as unpaid wages, safety violations, or mistreatment).
大规模裁员（依企业规模设定人数门槛）需提前至少30天申报劳动局（AMS），并强制与工作委员会协商替代方案，否则解雇无效。
Large-scale layoffs (subject to headcount thresholds based on company size) require at least 30 days' prior notification to the labor office (AMS) and mandatory consultation with the works council on alternative solutions; otherwise, the dismissals are invalid.
雇主与雇员之间协议解除的，可在雇佣关系存续期间或结束后任何时间点进行，且不受法定通知期或生效日期的限制。这种灵活性使协议解除成为对双方都切实可行且无冲突的解决方案。
Mutual termination agreements between employers and employees may be concluded at any point during or after the employment relationship and are not subject to statutory notice periods or effective dates. This flexibility makes mutual termination a practical and conflict-free solution for both parties.
（二）解雇补偿金 Severance Pay
奥地利解雇补偿金制度旨在为解除劳动关系的雇员提供经济支持。该制度在2003年1月1日经历重大改革，从旧的固定收益模式转变为新的固定缴费体系。
Severance pay in Austria is designed to provide financial support to employees upon termination of their employment relationship. The system underwent significant reform with effect from January 1, 2003, transitioning from the old, defined benefit model ("Abfertigung Alt") to a new defined-contribution system ("Abfertigung Neu").
新制度采用缴费模式，要求雇主按月缴纳雇员总工资的1.53%至授权雇员养老基金管理的第三方补偿金账户，补偿金不再直接与雇主解除雇佣关系时的义务挂钩，而是通过持续缴费在整个雇佣关系存续期间累积。雇员在特定条件下可支取补偿金，包括雇主解雇、协商解除、退休或固定期限合同到期等情况。该制度覆盖范围广，包含符合条件的自由职业者，本质是雇员名下的强制储蓄账户。
The new system introduced a contributory model where employers are required to pay 1.53% of an employee's monthly gross salary into external severance funds managed by authorized employee pension funds. Severance payments are no longer tied directly to employer obligations at termination but rather accumulate continuously throughout the employment relationship via contributions.Employees may access their severance funds upon termination of the employment relationship under specific conditions, such as termination by the employer, mutual agreement, retirement, or the expiry of a fixed-term contract. The system has extensive coverage, including eligible freelancers, and is essentially a mandatory savings account under the employee's name.
（三）解雇保护 Employment Protection
根据奥地利劳动法，普通解雇行为可基于社会不公或存在禁止性动机向法院提出异议。当解雇行为显著影响雇员核心利益时，即构成社会不公正解雇，禁止性动机主要指解雇行为基于工会活动、主张合法权利或其他受保护行为等不被允许的动机。此外，奥地利法律明确禁止歧视性解雇，若雇主无法证明解雇与歧视性因素无关，则解雇行为可能被宣告无效。
According to Austrian labor law, ordinary dismissals can be challenged in court based on social injustice or prohibited motives. A dismissal constitutes socially unjust termination when it significantly affects the employee's core interests, while prohibited motives primarily refer to dismissals based on union activities, assertion of legal rights, or other protected behaviors that are impermissible. Additionally, Austrian law explicitly prohibits discriminatory dismissals. If the employer fails to prove that the dismissal is unrelated to discriminatory factors, the termination may be declared invalid.
除了一般解雇保护外，针对特定类别雇员，例如工作委员会成员、孕期雇员或休假父母、军人及公职人员、残障雇员等，还因其弱势地位或社会角色享有特殊解雇保护。该保护制度通常要求事先获得司法或行政批准，未经批准的解雇属法律无效。
In addition to general protection against termination, for certain categories of employees, such as works council members, pregnant employees and parents on leave, military and civil servants, employees with disabilities, due to their vulnerable position or societal role, enjoy special termination protection. This special protection regime often includes a requirement for prior judicial or administrative approval, without which the termination is legally invalid.
四、 社会保险 Social insurance
奥地利的社保体系旨在为全体社会成员提供全面保障。该体系涵盖养老金、医疗保险、失业保险、工伤保险和生育保险，确保所有公民都能享受养老金和医疗保险权益。根据险种不同，国家设立了各类专项基金，资金来源于雇员、雇主的缴费以及政府补贴。在大多数情况下，参加社会保险属于法定义务。
Austria's social security system is designed to provide comprehensive coverage for all members of society. The system includes pension, medical care, unemployment, work-related injury, and maternity insurance, with provisions for all citizens to access pension and medical insurance. Depending on the type of insurance, the state establishes different funds, which are funded through contributions from employees, employers, and government subsidies. In most cases, participation in the social insurance system is mandatory.
奥地利社会保险体系包含以下五大保障类型：（1）养老保险，实行三支柱养老金制度：法定公共养老金计划、企业养老金计划及私人养老储蓄；（2）医疗保险，通过强制全体居民（包括雇员、自由职业者及受抚养家属）参保实现全民覆盖；（3）生育保险，整合了经济支持、医疗保健条款和工作场所保障措施；（4）工伤保险，其主要目标是为因职业活动直接相关的工伤事故或职业病而受到伤害的个人提供保护；（5）失业保险，旨在为非自愿失业的个人提供临时经济援助。
Austrian social insurance comprises the following five types of coverage: (1) Pension Insurance, operates a three-pillar pension system: a statutory public pension scheme, company pension schemes, and private pension savings. (2) Medical Insurance, which ensures universal coverage by mandating enrollment for all residents, including employees, freelancers, and dependent family members. (3) Maternity Insurance, which integrates financial support, healthcare provisions, and workplace safeguards. (4) Work-related Accident Insurance, Its primary goal is to provide protection to individuals in case of occupational accidents or diseases that occur in direct connection with professional activities. (5) Unemployment insurance, serves to provide temporary financial assistance to individuals who become involuntarily unemployed.
作者简介/About the Authors
弗洛里娜·特梅耶尔 Florina Thenmayer
弗洛里娜·特梅耶尔（Florina Thenmayer），国际劳动法战略顾问，具有多法域劳动法律实务专长。原籍罗马尼亚，通过奥地利与英格兰两地执业积累跨境法律实务经验。弗洛里娜在2015年至2019年于奥地利DORDA律师事务所劳动法律部完成执业培训，其后任职于伦敦金融城顶尖律师事务所，现以全球化视野及精英化专业能力回归DORDA律师事务所。
弗洛里娜于2019年取得奥地利律师执业许可，于2021年注册为英格兰及威尔士事务律师（当前处于非执业状态）。弗洛里娜专精处理复合型跨境劳动法律事务。基于企业法务实践经验形成独特竞争优势，善于洞悉商业逻辑并提供实效性解决方案。无论是为跨国企业提供劳动法合规咨询还是代理重大人力资源争议案件，弗洛里娜注重设计结果导向型商业法律策略。
Florina Thenmayer is an international legal strategist with a keen understanding of employment law across multiple jurisdictions. Born and raised in Romania, she has built her expertise through years of practicing in Austria and England. Florina trained with DORDA’s employment practice from 2015 to 2019 before taking her talents to a prestigious London City law firm. She returned to DORDA with a global perspective and an elite skill set.
Admitted to the Austrian Bar in 2019 and as a Solicitor in England & Wales in 2021 (currently non-practicing), Florina thrives on handling complex, cross-border employment matters. Her in-house legal experience gives her an insider’s edge – she knows how businesses think and delivers pragmatic, results-driven solutions. Whether advising multinational corporations or high-stakes HR cases, Florina brings a business-focused approach that delivers results.
塞巴斯蒂安·阿克尼克斯 Sebastian Axnix
塞巴斯蒂安·阿克尼克斯（Sebastian Axnix），现任维也纳经济大学法学专业在读生，自2023年起于DORDA律师事务所担任见习律师职务。其专注于协助本所劳动法律业务组开展实务工作，兼具扎实的学术理论根基与商业导向型工作方法，并对法律实务领域怀有专业热忱。
Sebastian Axnix is a law student at the Vienna University of Economics and Business and has been working as a legal trainee at DORDA since 2023. He supports DORDA’s employment practice group with a strong academic foundation, a business-oriented approach, and a keen interest in practical legal work.
李莹莹 Li Yingying
李莹莹律师 毕业于吉林大学法学院，获法律硕士学位。擅长劳动争议解决、多元化用工合规、企业人资财税问题合规，专注于劳动、侵权等多领域的民商事争议解决以及相关非诉业务，主导参与多起民商事案件，常年担任众多知名企事业单位的法律顾问，为企业提供针对性解决方案与全方位法律服务。
Li Yingying graduated from the Law School of Jilin University with a Master of Laws degree. She specializes in labor dispute resolution, diversified employment compliance, corporate human resources and tax compliance, focusing on civil and commercial dispute resolution in labor, tort, and other fields, as well as related non-litigation business. She has led and participated in multiple civil and commercial cases, serving as a long-term legal advisor for numerous well-known enterprises and institutions, providing targeted solutions and comprehensive legal services.
