Notice period

Austria's notice period rule, governed by the Angestelltengesetz (Salaried Employees Act) Article 1 Section 20, establishes the minimum advance notice required to terminate an employment contract. The current notice period is six weeks, calculated from the fifteenth or end of a calendar month. However, this period extends to two months after an employee completes two years of continuous service with the same employer.

This regulation applies to all salaried employees in Austria and sets a floor for termination timelines; employers may offer longer notice periods in employment contracts or collective agreements, but cannot impose shorter ones. The rule protects employee job security by ensuring adequate time to seek alternative employment, while also providing employers with reasonable transition periods for workforce planning.

The legal basis is found in the Angestelltengesetz, Austria's primary statute governing salaried employment relationships, consolidated in the Austrian Legal Information System (RIS). The rule has remained substantively unchanged in its current form for decades, reflecting Austria's stable approach to employment protection standards.

Employers and payroll teams must track each employee's service commencement date to determine which notice period applies. For terminations occurring before the second anniversary, the six-week notice applies. After two years of service, the two-month notice period becomes mandatory. Both periods run from the fifteenth or last day of a calendar month. Failure to observe the correct notice period renders a termination invalid, potentially exposing employers to claims for continued employment or damages. Documentation of service dates and termination notices should be maintained carefully to ensure compliance.