On January 1, 2013, a new Temporary Employment Act (AUG) came into force in Austria. The AUG is the basis for your cooperation with us as a personnel service provider.

The important articles of this law that came into force are listed below.

1. Comprehensive protection against discrimination

Dismissal is not possible unless the employer has evidence or a valid reason. This article also reduces the possibility of discrimination and mobbing in the workplace for employees. This law, which was introduced because employees are frequently subject to discrimination based on gender, religion or race, provides comprehensive protection against discrimination. According to this article, if an employer dismisses someone for irrelevant reasons (e.g. age, gender, origin, religion etc.), the employer is liable for any damages, including compensation for the insult.

2. Equality in the company canteen, benefits and company pensions

Everyone in the company canteen receives the same prices, the same benefits and, for long-term assignments (from 4 years onwards), the same rate of participation in pension funds or company collective insurance. This article highlights the importance of equality and social welfare.

3. Better training for employees

According to this article of the law, employers are now obliged to support the participation of temporary workers in internal further education measures. The existing collectively agreed further education fund will be transferred to the statutory, social and further education fund from 2014 and will be financed with €2 million per year from the AMS (€1.5 million from 2018) and “start-up funding”. It will then also be open to temporary workers. This allows employees to use downtime for training and further education, as well as to complete courses so that qualified workers can receive training.

4. More information on remuneration

From 2013 onwards, the “operational information” before starting each assignment must also include the classification in the KV of the employing company, and in addition, allowances, additional wages and similar basic wages must also be indicated. The work to be done, the expected duration of the assignment and, if applicable, whether the work is external must be stated. If heavy work or heavy night work is performed (important due to heavy work allowance!), the employer must report this to the agency. Secondly, he must report this to social security and send a copy to the relevant employee.

5. Effective measures against work accidents

This article of the law was introduced to prevent possible accidents in the work sector and to take the necessary measures. According to this article, temporary employees must be informed in writing about special requirements (e.g. fear of heights) and dangers before starting their duties. From 2013 onwards, this also applies to any change in activity (including in the case of an ongoing duty). Employing companies are obliged to provide temporary employees with all occupational health and safety documents and to provide information about the dangers at work.

6. Chance of employment

From 1 January 2013, every suitable position must be publicly advertised in the company, especially in a way that temporary employees can access. This article prevents employees from being disadvantaged during the application process.