NATIONAL LABOUR MARKET POLICIES
Basic Information Reports
2.2.1.2.Salaried Employees Act (Angestelltengesetz - AngG)
The AngG applies to persons who are employed by a business establishment to carry out primarily commercial activities, or more senior non-commercial or legal work.
Specifically, the AngG regulates:
- Claims where an employee is prevented from working: continued remuneration where an employee is sick is calculated on the basis of the length of service. Employees are also entitled to continued payment under other serious circumstances and to leave during the period of notice.
- Blue-collar workers are subject to the terms of the Sickness Benefits Act.
- Termination of employment contracts: the AngG regulates dates of termination and periods of notice. An employment contract can be terminated both by employer and employee; the grounds must not be specified.
Employees are entitled to compensation in cases of unfair dismissal, justifiable premature resignation, and dismissals which violate dates of termination or periods of notice.
Blue-collar workers are subject to the same regulations, which are laid down with slight deviations in the ABGB and the Trade Regulation Act (GewO) of 1859. These laws do not specify any dates of termination and the stipulated periods of notice are shorter. More specific regulations are defined in collective agreements.
Dismissal and resignation: the AngG specifies causes for premature termination of employment contracts.
Blue-collar workers: the Trade Regulation Act of 1859 likewise specifies causes for premature termination. (See below for protection against termination and dismissal.)
Severance pay: severance pay is an exceptional payment due to employees - with some exceptions - on termination of the employment relationship. The amount is determined by the length of service.
Blue-collar workers are subject to the regulations laid down in the Blue-Collar Workers' Severance Pay Act.
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