Austria Leave Laws and Holidays

Employees are entitled to 2 to 3 days of bereavement leave, depending on their relationship to the deceased (e.g., more days for immediate family members).

Employers must be notified immediately upon the occurrence of a death in the family to arrange for bereavement leave.

Bereavement leave does not require prior approval, but the employer must be informed promptly to validate the leave request.

The quota for bereavement leave is fixed, and additional days beyond the statutory entitlement are not generally available.

Bereavement leave is available immediately, without any need for accrual, as it is intended to address sudden and unforeseeable events.

Bereavement leave cannot be carried over as it is intended for immediate use surrounding the event of a family death.

There is no payout for unused bereavement leave upon termination, as it is intended for specific, immediate use.

Unused bereavement leave is not paid out at the end of the year, as it must be used in response to specific events.

The duration of bereavement leave may vary depending on the employee's relationship to the deceased, typically allowing more days for closer family members.

Employees in Austria are entitled to a minimum of 25 working days of paid annual leave per year. This increases to 30 days after 25 years of service.

The notice period for taking annual leave can vary and should be agreed upon with the employer, typically outlined in the employment contract or workplace policies.

Annual leave must be approved by the employer. Employees are advised to request leave as early as possible to facilitate scheduling.

Additional leave quota is granted after 25 years of service, increasing the total annual leave to 30 days.

Annual leave in Austria is accrued monthly, with employees earning a proportionate amount of leave for each month worked.

Carry over of unused annual leave is generally permitted, but must be used by March 31 of the following year. Specific rules may vary by employer.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

End of year payout for unused annual leave is not typical in Austria, as employees are encouraged to use their leave entitlement within the carry over period.

There are no additional specific rules concerning annual leave beyond the standard requirements and entitlements.

Parental leave in Austria allows parents to take up to 2 years off work to care for their new child. This leave can be shared between the parents, and can be taken in multiple segments.

Parents planning to take parental leave must notify their employer at least 3 months in advance to coordinate the leave period and ensure compliance with employment policies.

While parental leave is a right, the specifics of the leave such as timing and duration need to be agreed upon with the employer.

Additional parental leave may be granted under special circumstances, often related to the child's or parents' health needs, subject to employer's agreement.

Parental leave entitlement begins immediately following the end of maternity or paternity leave and does not require an additional accrual period.

Parental leave must be used by the time the child reaches 2 years of age. It cannot be carried over beyond this age without special provisions.

There is no payout for unused parental leave upon termination, as this leave is intended for child care within a specific time frame.

There is no end of year payout for unused parental leave, as it must be utilized within the designated timeframe.

During parental leave, parents have the option to work part-time or return to work intermittently, subject to agreement with the employer and depending on the employment contract.

Fathers are entitled to 1 month of paternity leave, which can be taken consecutively or in parts during the first months after childbirth.

The timing of paternity leave should be discussed and coordinated with the employer to ensure proper staffing and transition during the father's absence.

While paternity leave is a statutory right, the exact timing and duration of leave segments need to be approved by the employer.

The quota for paternity leave is fixed and additional leave beyond the statutory entitlement is not commonly granted.

Paternity leave is available immediately upon the childbirth, without any need for accrual.

Paternity leave must be used within the timeframe stipulated by law, typically within the first few months after childbirth.

There is no payout for unused paternity leave upon termination, as this leave is intended to be used specifically around the time of childbirth.

Unused paternity leave is not paid out at the end of the year, as it should be used within a specific timeframe after childbirth.

Paternity leave can be taken in parts and used flexibly within the first few months after the baby's arrival, subject to agreement with the employer.

Employees are entitled to sick leave with pay for up to 12 weeks. This can be extended to 26 weeks depending on years of service and specific circumstances.

Employees are required to notify their employer of their sickness as soon as possible, ideally on the first day of absence.

Sick leave does not need prior approval, but a medical certificate is typically required if the sickness lasts for more than three consecutive days.

The sick leave quota can be extended beyond 12 weeks, up to 26 weeks, depending on the length of service and medical requirements.

Sick leave does not accrue like annual leave. Entitlement is based on immediate needs upon illness.

Sick leave does not carry over to the next year as it is granted based on specific instances of illness.

There is no payout for unused sick leave upon termination of employment.

There is no end of year payout for sick leave as it cannot be accrued or carried over.

Sick leave generally requires a medical certificate, especially for absences longer than three days. Employers may require this proof to grant the sick leave pay.

Maternity leave in Austria is 16 weeks, starting generally 8 weeks before the expected date of childbirth and continuing for 8 weeks after birth.

Employers must be notified of the pregnancy as soon as it is confirmed and the expected date of childbirth should be communicated to plan the maternity leave.

Maternity leave is a statutory right and does not require approval from the employer, though notification and medical proof are necessary.

The 16-week maternity leave period is fixed by law and generally not extendable except under specific medical conditions as advised by a doctor.

Maternity leave does not accrue and is granted as a one-time benefit per pregnancy.

Carry over rules do not apply to maternity leave as it is tied to the specific event of childbirth.

Maternity leave benefits are not subject to payout on termination, as they must be used around the time of childbirth.

There is no end of year payout for maternity leave as it is not an accruable benefit.

During maternity leave, employees are protected against dismissal, ensuring job security during and immediately after pregnancy.