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”倡议的重要合作伙伴。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》节选内容之上半部分，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 A. 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、劳动法律制度 Labor law system
（一）概述 Overview
奥地利劳动法涵盖了一系列广泛的法律法规，旨在规范雇主与雇员间法律关系及保障双方权益。整个体系通过工会组织与工作委员会等法定机制，保障雇员享有职场话语权。同时，奥地利劳动法特别设立弱势群体保护条款，确保雇员健康权、安全权及受公平待遇权得到尊重。
Austrian labor law encompasses a wide range of laws governing the relationship between employers and employees, as well as protecting the rights of both parties. The system is designed to ensure that workers have a voice in the workplace through mechanisms such as trade unions and works councils. At the same time, labor law in Austria includes specific protections for vulnerable groups, ensuring that employees' rights to health, safety, and fair treatment are respected.
此外，奥地利劳动法整合社会保险机制，向雇员提供疾病、残疾及失业等风险保障。这张社会安全网构成劳动法体系的核心组成部分，有助于减轻突发情况造成的经济冲击。
In addition, Austrian labor law also integrates social security mechanisms, providing workers with protection against illness, disability and unemployment. This social safety net is an essential part of the labor law system, helping to mitigate the financial impact of unforeseen circumstances.
（二）重要法律 Important laws
奥地利劳动法体系建立在以《奥地利普通民法典》(ABGB) 为一般性基础，并由一系列专门法规构成的框架之上，包括规范雇佣合同的《奥地利雇佣合同法调整法》(AVRAG)、规定工时与休息的《工作时间法》(AZG)与《休息时间法》(ARG)、保护白领雇员的《奥地利白领雇员法》(AngG)、保障带薪休假的《奥地利年休假法》(UrlG)、确立社会保障核心的《普通社会保险法》(ASVG)以及处理争议的《劳动与社会法院法》(ASGG)。该体系处于持续动态发展中，主要受欧盟立法驱动。
The Austrian labor law system is established on the general foundation of The Austrian Civil Code (ABGB) and is structured by a framework of specialized regulations. These include The Austrian Employment Law Harmonization Act(AVRAG) governing employment contracts, The Working Time Act (AZG) and The Rest Period Act (ARG) regulating working hours and rest periods, The Austrian Act on White-Collar Employees (AngG) protecting salaried employees, The Austrian Annual Leave Act (UrlG) ensuring paid leave, The General Social Insurance Act (ASVG) establishing the core of social security, and The Labor and Social Courts Act (ASGG) addressing disputes. This system is in a state of continuous dynamic evolution, primarily driven by EU legislation.
近年重要更新包括：2025年生效的《远程工作法》扩展并规范了远程工作安排；转化实施的欧盟《透明与可预测工作条件指令》强化了合同信息要求；欧盟《人工智能法案》（AI法案）对高风险职场AI应用施加严格限制以防止歧视；同时，奥地利还需将欧盟《平台工作指令》（规范平台工作者身份与权利）和《薪酬透明度指令》（要求大企业披露性别薪酬差距）转化为国内法，这些待转化指令预示着未来雇主合规负担的显著增加。
Recent significant updates include: The Teleworking Act taking effect in 2025 expands and standardizes remote work arrangements; Directive (EU) 2019/1152 - Directive on Transparent and Predictable Working Conditions implementation of the transformations Strengthens contractual information requirements; Regulation (EU) 2024/1689 - AI Act imposes strict restrictions on high-risk workplace AI applications to prevent discrimination. Meanwhile, Austria must also transpose Directive (EU) 2024/2831 - Platform Work Directive (regulating platform worker status and rights) and Directive (EU) 2023/970 Pay Transparency Directive (requiring large enterprises to disclose gender pay gaps) into domestic law. These pending directives indicate a significant future increase in employer compliance burdens.
三、雇佣条款 Terms of Employment
（一）四类雇员划分 Four Categories of Employees
奥地利法律体系确认下列四类雇员形态，其权利义务及福利待遇存在实质差异：
In Austria, there are four types of employees. Each category has distinct legal and practical implications regarding rights, obligations, and benefits:
正式雇员（含临时派遣工及学徒），与雇主建立正式雇佣关系，服从工作指令、遵守固定工时并享有带薪休假、法定保障等福利。
Employees (including temporary agency workers and apprentices) have a formal employment relationship with their employer. They follow company instructions, work specified hours and receive statutory benefits such as paid leave and job protection.
自由职业者，独立提供服务且不纳入企业组织架构，自主安排工作进程和条件，并使用自有设备，不享有最低工资、带薪休假等法定雇员福利且不受工时制度约束。
Freelancers provide services independently without being integrated into a company structure. They control their own schedules and working conditions and generally use their own work equipment. Freelancers are not entitled to statutory employment benefits such as minimum wages or paid leave and are exempt from working time rules.
承揽人，受雇完成特定项目或交付既定工作成果。与雇员不同，他们通常按成果结算报酬，合约关系随项目完成自动终止。
Contractors are hired to complete specific projects or deliver pre-defined work results. Unlike employees, they are usually only paid upon completing their work. Their contractual relationship ends once the agreed project is finished.
实习生/志愿者，仍有可能被认定为雇员，取决于其工作目的。
Interns and volunteers may qualify as employees, depending on the purpose of their work for the company.
（二）合同内容 Contract Terms
奥地利雇佣合同主要分固定期限（含季节性例外）与无固定期限。必备核心条款包括：双方信息、起止日期、解约程序、工作地点（含借调）、职责描述、薪酬结构数额、休假、工时/轮班、适用集体协议信息、社保/遣散基金机构、试用期。跨境工作超一月需增列工作国、期限、薪酬币种、返奥条件、津贴等。完整雇佣合同可免除声明。
Austrian employment contracts are primarily divided into fixed-term (including seasonal exceptions) and indefinite-term. Essential core clauses include: information of both parties, start and end dates, termination procedures, workplace (including secondment), job description, salary structure and amount, leave, working hours/shifts, applicable collective agreement information, social insurance/separation fund institutions, and probation period. For cross-border work exceeding one month, additional provisions are required such as the working country, duration, salary currency, conditions for returning to Austria, and allowances. A complete employment contract may exempt declarations.
（三）集体谈判制度 Collective Bargaining
集体谈判协议是奥地利薪酬体系核心，强制设定行业最低工资标准（个体合同不得低于此），并区分惠及全员的实际工资增长与主要提升低收入者的最低工资增长。
Collective bargaining agreement constitutes the core of Austria's wage system, mandatorily setting industry-wide minimum wage standards (individual contracts must not fall below this threshold), while distinguishing between actual wage increases benefiting all employees and minimum wage hikes primarily targeting low-income earners.
（四）限制性条款 Restrictive Covenants
奥地利劳动法中的限制性条款需满足特定条件方为有效。竞业限制仅适用于高薪雇员，期限最长一年且范围须合理；其效力取决于解雇原因：雇员过错或主动辞职时生效（通常无补偿），雇主无理解雇则失效（或需支付补偿维持）。违反竞业限制，雇主可主张损害赔偿或禁令（有违约金则优先）。
Restrictive covenants in Austrian labor law are only valid if specific conditions are met. Non-compete obligations apply exclusively to highly paid employees, with a maximum duration of one year and a scope that must be reasonable; their enforceability depends on the reason for termination: they take effect if the employee is at fault or resigns voluntarily (typically without compensation) but become void if the employer terminates without cause (or may require compensation to uphold). Violation of non-compete terms entitles the employer to claim damages or seek injunctive relief (with penalty clauses taking precedence if stipulated).
禁止招揽条款（针对客户或雇员）同样需合理范围与期限，客户招揽需明确定义范围且保护正当商业利益，雇员招揽则证明违规及损失较难。
Non-solicitation clauses (applicable to clients or employees) must also be reasonable in scope and duration. Client solicitation requires clearly defined boundaries to protect legitimate business interests, while employee solicitation necessitates proof of violation and demonstrated damages, which can be challenging.
专项培训费用返还协议需书面约定最低服务期，提前离职按未履行比例返还，金额不超过实际成本。
The special training cost reimbursement agreement must stipulate a minimum service period in writing. Early termination requires proportional reimbursement based on unfulfilled service time, with the amount not exceeding actual costs incurred.
（五）数据隐私法 Data Privacy Law
奥地利雇员数据隐私受GDPR及国内法严格约束。雇主处理数据须为雇佣关系必要且合法，遵循核心原则（如目的限定、数据最小化、准确性、安全保密）。雇员享有查阅、更正、删除等关键权利。雇主必须实施强力安全措施保护数据，禁止非法披露或篡改，高风险处理需事先评估。
In Austria，employee data privacy is strictly governed by the GDPR and domestic laws. Employers must ensure data processing is necessary and lawful for employment relationships, adhering to core principles (such as purpose limitation, data minimization, accuracy, and security confidentiality). Employees hold key rights including access, correction, and deletion. Employers are required to implement robust security measures to protect data, prohibit unlawful disclosure or tampering, and conduct prior assessments for high-risk processing.
四、跨国企业雇佣与外籍雇员 Foreign Companies and Foreign Workers
（一）跨国企业雇佣规范 Employment Rules for Foreign Companies
跨国企业在奥地利雇佣员工，核心风险在于可能因雇员（尤其是长期居家办公者）在奥工作而构成税收/社保“常设机构”（PE）。奥地利对PE认定标准严苛（如配备办公设备即可能触发），这将强制企业承担奥地利企业所得税、代扣代缴工资税及社保缴费义务。税收协定缓解作用有限。此外，持续经营活动需取得奥地利贸易许可，特定行业须雇佣本地合规代表。
Multinational enterprises employing staff in Austria face core risks of potentially constituting a tax/social security "permanent establishment" (PE) due to employees working in Austria (particularly long-term remote workers). Austria maintains stringent PE determination criteria (e.g., merely providing office equipment may trigger), which would mandatorily subject enterprises to Austrian corporate income tax, wage tax withholding, and social security contribution obligations. Tax treaties provide limited relief. Furthermore, sustained business operations require obtaining Austrian trade licenses, with certain industries mandated to employ local compliance representatives.
（二）外籍雇员 Foreign Workers
奥地利严格规范外籍雇员雇佣，其中欧盟、欧洲经济区、瑞士公民享有自由工作权。而非欧盟国民则需要工作许可（如积分制“红白红卡”或“欧盟蓝卡”），且薪资须达标、无不良记录。雇主有严格审查义务，非法雇佣（含无许可、低薪）将面临高额罚款、禁标公共合同甚至刑责。特定群体（如乌难民、合格季节工）有特别通道。
Austria strictly regulates the employment of foreign workers, with EU/EEA/Swiss citizens enjoying the right to free movement for work. Non-EU nationals, however, require work permits (such as the points-based "Red-White-Red Card" or "EU Blue Card") and must meet salary thresholds with no adverse records. Employers bear strict due diligence obligations, and illegal employment (including working without permits or underpayment) may result in heavy fines, exclusion from public contracts, or even criminal liability. Special pathways exist for certain groups (e.g., Ukrainian refugees, qualified seasonal workers).
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.
