Best Employer of Record in Austria (2026): Pricing & Comparison
We evaluated 10 Employer of Record providers for Austria across entity ownership, onboarding speed, CBA compliance, local HR support, visa sponsorship, and pricing. Each provider was scored using our dual-layer model: a Global EOR Score weighted at 40% and an Austria EOR Score weighted at 60%. This is an independent, unbiased ranking built by former EOR operators.
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Hiring employees in Austria through an Employer of Record lets you skip the cost and complexity of setting up a local entity. But Austria is one of Europe’s most structured employment markets. Nearly 98% of workers are covered by a collective bargaining agreement. Employers pay 14 monthly salaries per year, not 12. Social security contributions add roughly 30% on top of gross salary. Termination notice periods can stretch to five months. And the distinction between an Employer of Record arrangement and licensed employee leasing can determine whether your employee is allowed to set foot in your office.
None of this is optional. Get any of it wrong and you face retroactive salary claims, penalties, or reclassification of the employment relationship.
An Employer of Record in Austria acts as the legal employer, handles payroll, social security, income tax, and CBA compliance, while you manage the day-to-day work. But not all EOR providers handle Austria equally well. Some own their Austrian entity. Others route employment through a local partner. Some have staff on the ground in Vienna. Others manage everything from an offshore support centre.
We evaluated 10 EOR providers for Austria across entity ownership, onboarding speed, local HR support, visa sponsorship, compliance depth, and pricing. Each provider receives a Global EOR Score (40% weighting) and an Austria EOR Score (60% weighting) based on how well they actually deliver inside Austria’s legal framework. The result is a ranking that rewards real Austrian execution, not global marketing.
According to the OECD, Austria’s adjusted collective bargaining coverage rate stands at 98%, the third highest in the EU behind Belgium and Italy. The European Commission’s 2026 economic forecast projects Austria’s unemployment rate at 5.5% and GDP growth at 0.9%, with collective bargaining agreements for 2026 providing for wage increases below inflation in export-oriented industries. For companies hiring into this market without a local entity, the combination of sector-specific CBAs, mandatory 13th/14th month payments, and strict employee leasing regulations makes an EOR with genuine local compliance capability essential rather than optional.
Austria is often part of a broader Central European hiring strategy. If you are also evaluating providers for neighbouring markets, see our guide to the best Employer of Record in Germany and our best EOR in Czech Republic comparison. For a cross-country overview that is not limited to one region, our best global EOR ranking compares the top providers worldwide.
Quick Verdict: Best Employer of Record in Austria
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4.5/5
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Why Trust Our Best EOR in Austria Comparison
We are 100% independent. Employsome is not owned by any EOR provider. Our assessments highlight both strengths and weaknesses so employers can make a real, unbiased decision.
We score EORs based on actual data points. Every provider is evaluated using our Global EOR Score and our Austria On-the-Ground Score. By doing so, we measure pricing transparency, service quality, platform capability, contract terms, local compliance, HR support and how well the provider actually delivers EOR services inside Austria.
Verified Austria EOR data. We independently review each provider’s Austrian operations including entity ownership. We verify documentation, cross-check registry details and review sample onboarding flows, payslips and employment timelines.
Built by people who ran EORs. Employsome was created by former EOR operators who have managed global payroll, Austrian employment compliance and cross-border hiring at scale. We know where EORs typically overpromise and where gaps in onboarding or payroll actually appear. Our mission is to bring transparency, accuracy and true industry expertise to a market that often lacks all three.
In-Depth Reviews: Top Employer of Record Providers in Austria
Multiplier is a Singapore-headquartered global EOR that launched in 2020 and has quickly established itself as one of the top 5 providers in the market. Backed by $77 million from Peak XV Partners and Tiger Global, Multiplier operates through 100+ owned legal entities worldwide, with particular depth across APAC and Europe.
What makes Multiplier stand out for Austrian hiring specifically is the combination of a genuinely strong platform, competitive flat-rate pricing, and owned entity infrastructure. While the big-name EORs charge $599+ per employee, Multiplier delivers a comparable product experience at $505/month average, backed by their own Austrian entity (FN623043, incorporated 2023) and a compliance setup that covers social security contributions, income tax withholding, Collective Bargaining Agreement alignment, and the mandatory 13th and 14th month salary payments end-to-end.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (5.0/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.
✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR employee, though FX markups apply (stated ~2%, reported higher in some cases up to 8%) and country-level cost breakdowns are not always fully transparent upfront. Sales staff at Multiplier is eager to sell so they have lots of room for negotiations!
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.
✓ Customer Experience & Support (4.5/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.
✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.
4.5/5
✓ Entity Ownership (4.5/5): Multiplier operates through its own Austrian legal entity, Multiplier Technologies GmbH (FN623043, incorporated 2023). Direct employment without reliance on subcontractors or in-country partners, giving clients full accountability over payroll, employment contracts, and compliance. The entity is part of Multiplier’s broader strategy of owning its infrastructure rather than outsourcing it, which translates to more consistent service delivery in Austria.
✓ Onboarding Speed (4.5/5): Fast onboarding, typically completed within 2-5 business days once documentation is in place. Platform-driven contract generation is efficient and largely automated, with digital document collection and electronic ID verification built into the workflow. For most standard Austrian roles, onboarding is smooth and predictable. Employers should factor in time for the mandatory written employment document (Dienstzettel), which must be issued within one month and cover specific details including the applicable Collective Bargaining Agreement.
✓ On-Site HR Support (4.5/5): HR and payroll support for Austrian employment is handled by a responsive team with solid knowledge of Austrian social security, income tax, and statutory obligations. Austria’s CBA system is complex, with industry-specific agreements governing minimum wages, overtime, seniority bonuses, and the mandatory 13th and 14th month salary payments. For standard roles, the support model works. More complex scenarios involving works council consultation, CBA reclassification, or termination of protected employees may require additional escalation.
✓ Visa & Work Permit Support (4.5/5): Immigration and visa support available for non-EU nationals seeking employment in Austria. This includes Red-White-Red Card applications for skilled workers and EU Blue Card processing. Multiplier provides visa support as part of the EOR service and also offers standalone immigration services across 150+ countries. Austria’s immigration process requires employer sponsorship through a registered entity, which Multiplier’s owned GmbH can provide directly.
✓ In-Country Compliance (4.5/5): Strong compliance coverage for Austrian employment law. Multiplier handles income tax withholding, social security contributions to the Oesterreichische Gesundheitskasse (employer contributions of approximately 21.1%), the mandatory 13th and 14th month salary payments, Dienstzettel issuance, CBA alignment, payslip generation, and statutory termination procedures including notice periods and severance. The owned Austrian entity provides a clear compliance chain. The score reflects the complexity of Austria’s CBA landscape, where getting the correct agreement wrong can trigger underpayment claims, and the need to verify that Multiplier’s team correctly identifies and applies the relevant CBA for each role.
✓ Local Add-Ons (4.5/5): Supports Austrian statutory benefits administration including the 13th and 14th month salary, statutory sick leave, maternity protection (Mutterschutzgesetz), and parental leave (Elternkarenz). Equipment provisioning available through the platform. Benefits and insurance administration supported, including the ability to layer supplementary health insurance and meal vouchers on top of statutory requirements. ESOP support is also available. Austria’s strong works council protections (mandatory for companies with 5+ employees) may require additional coordination that goes beyond standard EOR add-ons.
4.5/5
Owned Austrian entity: Multiplier operates through its own GmbH (FN623043), providing direct employment without third-party partners and full accountability over payroll, social security, and CBA compliance.
Competitive pricing for Austria: At roughly $505/month average, Multiplier undercuts the $599+ charged by Deel and Remote while covering the full Austrian compliance stack including 13th and 14th month salary administration.
CBA complexity risk: Austria’s Collective Bargaining Agreements set industry-specific wages, overtime, and benefits that vary dramatically by sector. Multiplier’s global support team may lack the depth to navigate edge cases compared to Austria-specialist providers.
FX markup uncertainty: Multiplier’s currency conversion fee can reach up to 6% on EUR payroll, which on Austrian salaries (where the 13th and 14th month payments inflate the annual total) can add hidden costs.
Multiplier is a strong fit for companies entering Austria as part of a broader European or APAC expansion who want a single platform to manage hires across multiple countries. If you are a startup or mid-market company hiring your first few employees in Austria alongside teams in Germany, the Netherlands, or Singapore, Multiplier gives you owned-entity compliance, a clean platform, and pricing that undercuts the big names.
It is particularly well-suited for companies hiring standard professional roles in Austria where the CBA application is straightforward, such as IT, marketing, or finance. If your Austrian hiring involves complex industrial CBAs, works council setup, or large-scale operational teams, a local specialist like Hofmann Personal or DEKRA Arbeit may offer deeper on-the-ground expertise for the Austrian market specifically.
Remote is a global EOR headquartered in San Francisco that has built its entire model around owning legal entities in every country it operates in. Backed by over $496 million in funding, Remote covers 150+ countries and has become one of the most recognised names in the EOR space, particularly among European and North American tech companies. Remote owns its Austrian entity directly and handles all employment in-house without third-party partners.
What makes Remote stand out for Austrian hiring is the combination of owned-entity compliance, a polished platform, and a strong European presence. At $450/month per employee, Remote is more expensive than some providers but offers a no-deposit model in most countries, IP Guard protections, and equity management that few competitors match at the same level.
Global
Ø Fee per Employee per Month, First Year
- Global country coverage
- Enterprise-grade software
✓ Global Coverage & Services (5.0/5): Strong global EOR coverage, mostly through Remote-owned legal entities. Wide range of add-on services offered beyond EOR such as global payroll services, contractor payments, equity add-ons, HRIS, benefits, U.S. PEO and more.
✓ Pricing & Transparency (4.0/5): Fees are higher compared to other global EORs. Also, a “hidden” currency exchange fee of up to 8% applies. However, Remote does not apply an EOR security deposit. OK, overall.
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment which allows for flexible EOR hiring. Further, payroll cut-off on the 11th of the month and payment terms of 10 days.
✓ Customer Experience & Support (4.5/5): Remote’s EOR solution is designed to be mostly self-service for customers hiring < 10 staff. No dedicated account manager is assigned and support is run through their offshore-team.
✓ Platform & Integrations (5.0/5): Remote’s platform is amongst the best of the industry with a large amount of features and integrations available. It’s suitable for enterprise customers.
4.6/5
✓ Entity Ownership (4.5/5): Remote owns its Austrian legal entity and employs all workers directly. No third-party partners or subcontractors in the employment chain. This is Remote’s core differentiator and it applies fully in Austria.
✓ Onboarding Speed (4.5/5): Typically 3-7 business days for Austrian hires. Platform-driven contract generation handles Dienstzettel requirements and CBA identification. Slightly slower than Multiplier for straightforward roles, but thorough on compliance documentation.
✗ On-Site HR Support (3.5/5): Remote has a small team of approximately 30 people supporting Austrian operations, though there is no physical office in the country. HR and payroll queries are handled by this distributed team with knowledge of Austrian social security, income tax, and CBA obligations. The 13th and 14th month salary payments are handled automatically. The lack of a physical Austrian office means face-to-face support is not available, and complex CBA scenarios or works council questions may take longer to resolve than with a local provider.
✓ Visa & Work Permit Support (4.0/5): Immigration support available for Red-White-Red Card and EU Blue Card applications. Remote can sponsor through its owned Austrian entity. Less established than dedicated immigration firms for complex Austrian immigration cases.
✓ In-Country Compliance (5.0/5): Excellent coverage. Handles social security contributions (~21.1% employer), income tax withholding, 13th/14th month salary, Dienstzettel, CBA alignment, payslip generation, and compliant terminations. The owned entity provides the cleanest compliance chain available.
✓ Local Add-Ons (4.5/5): Equity management (ESOP support) is a genuine differentiator for Austrian hires at tech companies. Benefits administration, statutory leave management, and supplementary insurance supported. Equipment provisioning available.
4.3/5
Owned entity with zero third-party risk: Remote employs Austrian workers directly through its own entity, providing full accountability over payroll, tax, and compliance without any intermediary layer that could introduce errors or delays.
No deposit in most cases: Unlike most EOR providers that require a deposit equal to the notice period, Remote’s fair price guarantee eliminates upfront deposits for most Austrian hires, improving cash flow for clients.
12-month minimum commitment: Remote typically requires a 12-month contract, which limits flexibility for companies testing the Austrian market or hiring for short-term projects. Multiplier and several other providers have no minimum.
No physical presence in Austria: Remote does not maintain an office or dedicated in-country HR team.
Remote is the right choice for companies that prioritise compliance certainty above all else and are willing to pay a premium for it. If you are a European or US tech company hiring senior professionals in Austria alongside teams in other European markets, Remote gives you owned-entity employment, strong IP protections, and equity management in a single platform. The no-deposit model is particularly attractive for startups watching cash flow.
It is less suited for price-sensitive companies hiring operational or entry-level roles in Austria, or for companies that need deep Austrian CBA expertise that goes beyond what a global platform’s European compliance team can provide. For those use cases, a local specialist or a more competitively priced global provider may be a better fit.
Atlas HXM (formerly Elements Global Services) is a global EOR provider founded in 2015 and headquartered in Chicago. The company is often credited with pioneering the “direct EOR” model, where the provider owns and operates its legal entities rather than relying on third-party partners. Atlas has raised $220 million in funding and covers 160+ countries through its direct entity network. The company has been recognised as a market leader by NelsonHall and Everest Group, and was named Employer of Record Organisation of the Year by the Global Payroll Association three consecutive years running (2023-2025).
Atlas positions itself as a premium, enterprise-grade EOR with an emphasis on the Human Experience Management (HXM) platform, which goes beyond basic employment administration to include workforce analytics, learning and development (9,000+ courses), and premium benefits packages. Austria is explicitly listed within Atlas’s coverage, and the company’s pricing page features Austria alongside Germany, the UK, and other core European markets.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.5/5): Atlas HXM operates through directly owned entities in 140+ countries, offering full EOR, contractor management, mobility, relocation, and strong coverage in regulated and high-risk markets. Particularly strong for companies that need control, compliance depth, and global consistency.
✓ Pricing & Transparency (3.0/5): Flat-rate, all-inclusive pricing with no third-party markups, but positioned at the premium end (starting around ~$595/month). Pricing details require consultation, and costs can be prohibitive for startups or budget-focused teams.
✓ Payment & Contract Terms (4.0/5): Flexible, scalable contracts with no rigid long-term lock-ins and a single agreement covering all countries. Initial setup and country-specific deposits can add complexity, especially for first-time global hires.
✓ Customer Experience & Support (4.5/5): White-glove, relationship-led support with dedicated HR consultants and strong satisfaction scores. Widely recognized by analysts, though some users report occasional response delays and platform-related friction.
✓ Platform & Product Experience (4.0/5): Enterprise-grade HXM platform covering the full employee lifecycle, advanced analytics, mobile apps, and learning tools. Feature-rich but comes with a steeper learning curve and less flexibility for lighter, self-serve use cases.
4.0/5
✓ Entity Ownership (4.5/5): Atlas HXM operates a direct EOR model with owned entities across its global network. Austria is within Atlas’s core European coverage, and the company’s positioning emphasises that it owns and operates its entities rather than relying on third-party intermediaries. Independent reviews note that Atlas’s claimed 160+ countries may include some partner-covered markets, with true owned entities numbering closer to 70-88 countries. However, Austria as a core European market is almost certainly served through an owned entity.
✓ Onboarding Speed (4.0/5): Atlas advertises onboarding in as little as two weeks, with some cases faster depending on the country. For Austrian hires, the platform handles contract generation with local templates including Dienstzettel and CBA requirements. The process is faster than traditional methods but slightly slower than the most aggressive platform-first providers like Oyster or Multiplier.
✗ On-Site HR Support (3.5/5): Atlas HXM does not appear to maintain a dedicated Austrian office or team. Support for Austrian hires is provided by Atlas’s European regional hub, staffed by local HR, legal, and compliance experts who cover multiple countries.
✓ Visa & Work Permit Support (5.0/5): Atlas HXM offers industry-leading visa sponsorship coverage in 100+ countries, more than any other EOR provider. Austrian work permit support includes Red-White-Red Card, EU Blue Card, and intra-company transfer applications. The direct entity model enables straightforward sponsorship, and Atlas’s dedicated immigration team handles end-to-end visa processing. For companies hiring non-EU nationals in Austria, this is a significant differentiator.
✓ In-Country Compliance (4.5/5): Comprehensive Austrian compliance through the direct entity. Atlas handles social security contributions, income tax, 13th/14th month salary, CBA alignment, Dienstzettel, payslips, and termination procedures. The owned entity eliminates partner dependency in the compliance chain. Atlas’s compliance team provides ongoing monitoring of Austrian labour law changes and regulatory updates.
✓ Local Add-Ons (4.5/5): The HXM platform is a differentiator. Employees get access to Atlas HXM Learning (9,000+ courses), premium benefits packages (health, life, travel insurance, EAP), expense management, and workforce analytics. The platform covers the full employee lifecycle from onboarding to offboarding with self-service tools and mobile apps. Benefits are locally aligned and include options beyond statutory minimums.
4.3/5
Direct entity model with strong compliance pedigree: Atlas owns its Austrian entity and eliminates third-party dependency. The company has been operating since 2015, with multiple industry recognitions for compliance excellence. For risk-averse companies, this combination of ownership and track record provides confidence.
Industry-leading visa and immigration support: With coverage in 100+ countries, Atlas offers the broadest visa sponsorship capability of any EOR provider. For companies hiring non-EU nationals in Austria, this is a material advantage over competitors with more limited immigration support.
Enterprise focus may not suit SMBs: Atlas’s HXM platform, white-glove support, and learning and development features are designed for mid-market and enterprise clients. Startups and small companies may find the sales process, feature set, and pricing calibrated for larger organisations.
Higher pricing: Atlas charges around $655 per employee per month, which can be expensive for small teams or early-stage startups.
Atlas HXM is the right choice for mid-market and enterprise companies that want a direct EOR with owned entities, premium benefits, and strong immigration support in Austria. If your Austrian hire is a senior professional or non-EU national requiring visa sponsorship, and you want an EOR with a proven compliance track record and enterprise-grade platform features including learning and development, Atlas delivers at a level that few competitors match.
It is less suited for startups, budget-conscious companies, or those hiring a single entry-level employee in Austria. The premium pricing, enterprise sales process, and comprehensive platform may be overkill for simple Austrian hires. For those use cases, Multiplier, WorkMotion, or Rivermate would offer better value and a faster path to hiring.
WorkMotion is a Berlin-based EOR founded in 2020 with a sharp focus on the DACH region (Germany, Austria, Switzerland). The company has raised approximately $64 million and operates through a hybrid model: owned entities across much of Europe, with partners in other regions. WorkMotion’s positioning is compliance-first, built specifically for German-speaking companies and companies hiring into German-speaking markets. The Austrian entity is part of WorkMotion’s core European infrastructure.
What makes WorkMotion stand out for Austria is the DACH specialisation. This is not a global platform that added Austria as one of 75 countries. WorkMotion was built for the German-speaking market, and its compliance team, support language, and product design reflect that. For companies based in Germany, Austria, or Switzerland, or companies hiring into these markets, WorkMotion speaks the language literally and legally.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.0/5): Strong European EOR coverage with compliant employment contracts, payroll, statutory filings, terminations, and benefits administration. Immigration and recruitment add-ons are available in selected markets. Coverage outside Europe is more limited, and service depth varies between owned-entity and partner countries.
✗ Pricing & Transparency (3.0/5): Base EOR pricing starts at $694 per employee/month with $0 setup and bank wire fees. However, pricing includes mandatory deposits (one-time 2× total employment cost) and an ongoing 6.5% of gross salary severance accrual. FX markup is not clearly disclosed, and additional costs apply for offboarding ($465 / €399) and client-initiated terminations.
✓ Payment & Contract Terms (3.5/5): Minimum commitment of 3 months with a 30-day notice period. Invoices are issued on the 1st of the month and payable within 10 days. Supports payments in EUR, USD, GBP, and CHF via bank transfer. Payroll cut-off differs by model (15th for owned entities, 10th for partner countries). Late payment interest applies.
✓ Customer Experience & Support (4.0/5): Dedicated account manager included, with ~24-hour first response time and phone support. Strong, compliance-first advisory approach. Onboarding and termination support included. No live chat, WhatsApp support, AI assistance, or automated compliance alerts. Support quality can vary slightly by country.
✓ Platform & Integrations (4.0/5): Clean, functional HRIS covering onboarding, contracts, payroll, time-off, expenses, and reporting. Integrates with Personio, HiBob, BambooHR, and Workday. Self-service help center available. No mobile app, and automation, analytics, and customization are more limited than top-tier, tech-first EOR platforms.
3.7/5
✓ Entity Ownership (4.5/5): WorkMotion operates in Austria through its own entity as part of its European owned-entity network. Direct employment without third-party partners for Austrian hires. Strong compliance chain.
✓ Onboarding Speed (4.0/5): Onboarding typically takes 3-7 business days. The platform handles contract generation with Austrian-specific templates including Dienstzettel requirements and CBA identification. The process is efficient for DACH markets specifically.
✗ On-Site HR Support (3.5/5): WorkMotion does not have a dedicated Austrian team. Support for Austrian hires is handled from Germany by WorkMotion’s German-speaking compliance team. The upside is that the team understands DACH employment law deeply, speaks the language, and navigates Austrian CBAs competently because of the overlap with the German system. The downside is that Austrian employment law is not identical to German law, and nuances around specific Austrian CBAs, works council rules, and the Dienstzettel requirements may not receive the same attention as they would from an Austria-based team.
✓ Visa & Work Permit Support (4.0/5): Immigration support available for Austrian work permits. WorkMotion can sponsor through its owned entity. The service is functional but not WorkMotion’s primary differentiator.
✓ In-Country Compliance (5.0/5): Excellent. Purpose-built for DACH compliance. Handles all Austrian social security contributions, income tax, 13th/14th month salary, Dienstzettel, CBA alignment, overtime calculations, and statutory termination procedures. The owned entity and DACH-focused compliance team make this one of the strongest Austrian compliance offerings in the market.
✓ Local Add-Ons (4.0/5): Benefits administration, statutory leave management, and supplementary insurance supported. WorkDirect service available for companies that want WorkMotion to register them directly in Austria rather than using the EOR model. Equipment and office support available through partners.
4.2/5
Purpose-built for DACH: WorkMotion was founded in Berlin for the German-speaking market. Austrian CBA compliance, 13th/14th month salary handling, and social security are core competencies, not afterthoughts bolted onto a global platform.
German-speaking compliance team: For companies based in DACH or hiring Austrian employees who prefer to communicate in German, WorkMotion’s support language and cultural alignment is a meaningful advantage over English-first global providers.
Limited global coverage: WorkMotion’s strength is Europe, particularly DACH. If your hiring expands beyond Europe into APAC, the Americas, or Africa, you will need a second provider. The global coverage exists through partners but is not WorkMotion’s strength.
Credit-check-based deposit model: WorkMotion runs a credit check on clients and assigns deposit amounts based on risk category. This is unusual in the EOR market and can create friction during onboarding, particularly for early-stage companies with limited credit history.
WorkMotion is the best fit for DACH-based companies expanding within Europe, or international companies whose primary hiring market is Austria, Germany, or Switzerland. If Austrian compliance depth is your top priority and you want a provider that was built from day one for the German-speaking market, WorkMotion is the strongest specialist option among the global EOR platforms.
It is less suited for companies with a global hiring footprint that extends well beyond Europe, or for companies that prioritise platform polish and breadth of integrations over regional compliance depth. If Austria is one hire among a team spread across Singapore, Brazil, and the US, a global-first provider like Remote or Multiplier will offer a more unified experience.
Oyster HR is a B-Corp certified global employment platform founded in 2020, designed for distributed teams hiring across 100+ countries. Backed by over $150 million in funding, Oyster emphasises the employee experience alongside compliance, offering features like Oyster Academy for professional development and cultural integration tools. The platform positions itself as a modern, remote-first EOR with 48-hour onboarding capability, automated compliance tracking, and an AI compliance tool called Pearl.
For Austrian hiring, Oyster operates through a mix of owned and partner entities. The company owns entities in roughly 40-50 core markets, with the remainder covered through local partners. Austria sits within Oyster’s European coverage, and the platform handles CBA identification, 13th/14th month salary, and social security contributions as part of its standard EOR service.
Global
Ø Fee per Employee per Month, First Year
- B-Corp Certified
- Excellent UI/UX
- Owned entity infrastructure in most markets
✓ Global Coverage & Services (4.0/5): Oyster provides EOR services in 100+ countries, covering employment contracts, payroll processing, statutory filings, expense reimbursements, and offboarding. Service delivery is standardized and compliance-led, with limited flexibility for non-standard setups.
✓ Pricing & Transparency (4.0/5): Flat EOR pricing of USD 699 per employee/month. Pricing is publicly stated and predictable, but high for many emerging markets. FX markup rates are not disclosed and are estimated to reach up to 8%.
✓ Payment & Contract Terms (4.0/5): Invoices are due within 7 days (net). A security deposit of at least one month of total employment cost is required and may be increased if risk levels change. Deposits are held until employment fully ends and all invoices are settled. Late payments accrue 1.5% interest per day.
✓ Customer Experience & Support (4.5/5): Structured onboarding, detailed compliance documentation, and guided workflows. Support quality is consistently high, though onboarding speed can be slower due to strict compliance checks.
✓ Platform & Integrations (4.3/5): Clean, intuitive platform with core HRIS features including time-off, expenses, invoicing, and reporting. Integration depth and workflow automation are more limited than Deel or Remote.
4.2/5
✗ Entity Ownership (3.5/5): Oyster uses a hybrid model of owned and partner entities across its 180+ country coverage. True entity ownership is concentrated in approximately 40-50 markets. Austria is served through a local partner, which introduces some uncertainty in the compliance chain.
✓ Onboarding Speed (4.5/5): Oyster advertises 48-hour onboarding capability, which is among the fastest in the market. For Austrian hires, the platform-driven contract generation handles Dienstzettel requirements and CBA identification automatically. Actual timelines may extend to 3-5 business days once CBA verification and social security registration are factored in, but the initial setup is rapid.
✗ On-Site HR Support (3.0/5): Oyster does not maintain a dedicated Austrian team. HR and compliance support is delivered through Oyster’s global support infrastructure, with local expertise provided either by in-house European compliance specialists or through the local partner handling Austrian employment. The platform’s self-service model means most day-to-day queries are handled through the dashboard and knowledge base rather than direct human contact. For complex Austrian CBA disputes, works council questions, or nuanced termination scenarios, the lack of dedicated Austrian HR personnel may slow resolution. Companies needing frequent, hands-on Austrian HR interaction should verify who is actually managing employment on the ground.
✓ Visa & Work Permit Support (4.0/5): Visa sponsorship is available as an add-on service. Oyster can support Red-White-Red Card and EU Blue Card applications for Austrian hires. Immigration services are not included in the base EOR fee and are charged separately on a per-visa basis.
✗ In-Country Compliance (3.5/5): Oyster covers the core Austrian compliance requirements including social security contributions (~21.1% employer), income tax withholding, 13th/14th month salary, CBA alignment, and Dienstzettel. However, the hybrid entity model means compliance execution may be handled by a local partner rather than directly by Oyster, reducing the level of direct oversight. The platform’s automated compliance tracking (Pearl) provides real-time updates on Austrian labour law changes, which is a useful differentiator.
✓ Local Add-Ons (4.0/5): Benefits administration with locally aligned packages, salary benchmarking across 130+ countries, Oyster Academy for employee development, and contractor misclassification protection (Oyster Shell). Benefits packages and salary bands are paid add-ons not included in the base fee, which other providers include as standard.
3.8/5
Fast onboarding and modern platform: Oyster’s 48-hour onboarding capability and intuitive self-service platform make it one of the fastest options for getting an Austrian hire on payroll. The employee experience focus, including Oyster Academy and cultural integration tools, goes beyond basic EOR compliance.
B-Corp certification and ethical employment: For companies with ESG or values-aligned procurement requirements, Oyster’s B-Corp certification is a genuine differentiator. The company emphasises fair compensation and social responsibility, which aligns with Austrian workplace culture.
No own entity in Austria: Oyster does operate through a partner in Austria. This is a risk for compliance-conscious buyers.
Oyster is a good fit for remote-first companies that prioritise employee experience and modern platform design alongside compliance. If your Austrian hire is part of a distributed team across multiple countries and you want a platform that goes beyond payroll to support engagement, development, and cultural integration, Oyster delivers features that most traditional EOR providers lack.
It is less suited for companies that need deep Austrian CBA expertise, transparent entity ownership, or all-inclusive pricing. If Austrian compliance is your primary concern and you want certainty about who is handling employment on the ground, a provider with an owned entity like Remote, Multiplier, or WorkMotion will give you more confidence. Companies watching total cost should also model the add-ons before committing.
G-P is one of the original EOR providers, founded in 2012 and widely credited with pioneering the modern EOR model. Headquartered in Boston, G-P covers 125+ countries and positions itself as the enterprise-grade EOR for large organisations and complex global hiring. The company has raised over $800 million and serves many Fortune 500 clients. G-P operates through a combination of owned entities and partners across its global network.
For Austrian hiring, G-P provides enterprise-level compliance infrastructure with deep legal and regulatory expertise. The service is designed for organisations that need robust governance, multi-country consistency, and the kind of legal firepower that comes from a provider with over a decade of operating history across nearly every jurisdiction.
Global
Ø Fee per Employee per Month, First Year
- White-glove service
- Enterprise-grade software
✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.
✗ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.
✗ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.
✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.
✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.
3.8/5
✓ Entity Ownership (4.0/5): G-P operates in Austria through its established entity infrastructure. The company uses a mix of owned and partner entities globally; Austria is within its core European coverage. Less transparency than Remote’s all-owned model, but more established than most competitors.
✗ Onboarding Speed (3.5/5): Onboarding is thorough but not the fastest. Expect 5-10 business days for Austrian hires. G-P’s process prioritises compliance over speed, which means more documentation checks upfront. For enterprise clients, this is a feature, not a bug.
✗ On-Site HR Support (3.5/5): G-P does not maintain a dedicated team in Austria. Austrian employment is managed by G-P’s broader European legal and HR team, which covers multiple countries from regional hubs. The team has experience with Austrian compliance including CBAs, 13th/14th month salary, and termination procedures, but there is no Austrian-based point of contact for employees or clients. For enterprise clients with dedicated account managers, the support model works well. Smaller clients may find Austrian-specific queries take longer to resolve without local presence.
✓ Visa & Work Permit Support (4.5/5): Strong immigration support across Austrian work permit routes. G-P’s established presence and legal team can navigate complex immigration cases, including intra-company transfers and senior executive relocations. One of the more capable providers for Austrian immigration specifically.
✓ In-Country Compliance (4.5/5): Comprehensive Austrian compliance coverage. Handles social security contributions, income tax, 13th/14th month salary, CBA alignment, Dienstzettel, payslips, and termination procedures. G-P’s legal team has deep experience with Austrian labour law, and the company’s tenure in the market means they have handled a wide range of compliance scenarios.
✓ Local Add-Ons (4.0/5): Full benefits administration including supplementary health, pension, and insurance. G-P’s AI-powered compliance tools (GIA) provide real-time guidance on Austrian employment questions. ESOP and equity support available for enterprise clients.
4.0/5
Enterprise-grade compliance and legal depth: G-P has been operating as an EOR since 2012 and has handled more Austrian employment scenarios than most competitors have handled globally. For complex terminations, CBA disputes, or immigration edge cases, G-P’s legal infrastructure is among the deepest available.
Multi-country consistency for large organisations: If you are a Fortune 500 company hiring across 20+ countries and need Austria managed alongside a complex global workforce, G-P’s enterprise platform delivers consistency, governance, and reporting at a level that smaller providers cannot match.
Premium pricing: G-P is one of the most expensive EOR providers in the market. Pricing is significantly higher costs than Multiplier, Remote, or WorkMotion. For smaller companies or those hiring just 1-2 people in Austria, the cost is hard to justify.
Less agile for startups and SMBs: G-P’s processes, sales cycle, and onboarding are designed for enterprise clients. Startups and smaller companies may find the experience bureaucratic compared to platform-first providers. If you want to hire one person in Austria this week, G-P is not the fastest path.
G-P is the right choice for mid-market and enterprise organisations that need Austria managed as part of a large, multi-country EOR engagement with enterprise governance, dedicated legal support, and a provider that has seen every compliance scenario. If your company has a formal procurement process, requires SOC 2 compliance, and needs an EOR partner that can sit across the table from your general counsel, G-P delivers at that level.
It is not the right fit for startups, early-stage companies, or anyone hiring fewer than 5-10 employees globally. The pricing, sales process, and onboarding speed are calibrated for enterprise buyers. If you need speed, competitive pricing, and a modern platform experience for a small Austrian team, Multiplier or WorkMotion will serve you better.
DEKRA Arbeit Group is a European staffing and workforce management company that has been part of the DEKRA Group since 1998. Headquartered in Germany, DEKRA Arbeit operates over 120 branches across 20 countries with a primary focus on Continental Europe. The company’s core business is temporary staffing (Arbeitnehmerüberlassung) under the German AÜG framework, but it has expanded into Employer of Record services for international clients looking to place workers in European markets.
In Austria, DEKRA Arbeit operates through its own entity, DEKRA Arbeit Austria GmbH, with physical offices in Vienna and Steyr. This makes DEKRA one of the very few Austria EOR providers with genuine boots on the ground in the country. The company holds an AÜG (Arbeitskräfteüberlassungsgesetz) licence for temporary staffing in Austria, and its EOR service is structured as a locally compliant employment arrangement where DEKRA signs the employment contract directly with the worker. DEKRA’s strength is hands-on, local Austrian employment rather than global platform scale.
Staffing
Ø fee per employee per month, first year
✓ Global Coverage & Services (3.5/5): EOR and staffing across 20 European countries through owned subsidiaries rather than partners, with additional services including temporary staffing, direct placement, RPO, payrolling, and event staffing. Coverage is limited to Europe with no presence in APAC, the Americas, Africa, or the Middle East, and no contractor management or equity administration tools.
✓ Pricing & Transparency (2.5/5): Fully custom pricing allows tailored proposals for complex multi-country engagements, but no pricing is published for any country or service, making it difficult to benchmark costs without direct consultation.
✓ Payment & Contract Terms (3.5/5): Flexible staffing engagements with no minimum order quantity or fixed contract term. However, EOR-specific contract terms, deposits, and termination conditions are not publicly disclosed.
✓ Customer Experience & Support (4.0/5): Strong brand credibility through DEKRA SE and a broad European office network with local employee support. Communication tools such as “ChatYourJob” (WhatsApp, Viber, SMS) are available, but there are no independent EOR-specific reviews or publicly documented SLAs.
✓ Platform & Integrations (2.0/5): Limited technology offering. While “Digital HR Solutions” and messaging tools exist, there is no full digital onboarding workflow, payroll dashboard, real-time reporting, API integrations with major HRIS platforms, or mobile app for employees.
3.1/5
✓ Entity Ownership (5.0/5): DEKRA Arbeit Austria GmbH is a fully owned entity with physical offices in Vienna and Steyr. Employment contracts are signed directly between DEKRA and the worker under Austrian law. No third-party partners or intermediaries in the employment chain. This is as direct as it gets for Austrian employment.
✗ Onboarding Speed (3.5/5): DEKRA’s onboarding is service-led and relationship-driven rather than platform-automated. Expect 5-10 business days depending on the role, CBA identification, and any required work permits. The process involves more human interaction and manual steps than platform-first providers. For clients used to self-service onboarding in 48 hours, DEKRA will feel slower.
✓ On-Site HR Support (5.0/5): This is DEKRA’s standout strength for Austria. The company has physical offices in Vienna and Steyr with local staff who handle recruitment, HR administration, payroll, and compliance directly in Austria. Employees are employed by DEKRA Arbeit Austria GmbH and can interact with local HR representatives in person or by phone in German. CBA knowledge is deep because temporary staffing under Austria’s AÜG framework requires granular CBA compliance. For works council matters, termination disputes, or any situation requiring face-to-face Austrian HR support, DEKRA is unmatched among the providers in this guide.
✗ Visa & Work Permit Support (3.0/5): DEKRA can support work permit applications as part of the employment arrangement, but immigration is not a core service or differentiator. The company’s primary expertise is European labour mobility within the EU/EEA rather than complex non-EU immigration cases. For Red-White-Red Card or EU Blue Card applications, DEKRA may refer to external immigration specialists.
✓ In-Country Compliance (5.0/5): Excellent Austrian compliance through direct local operations. DEKRA handles social security contributions, income tax withholding, 13th/14th month salary, CBA alignment (including sector-specific overtime premiums and allowances), Dienstzettel, payslips, and compliant terminations. The company’s AÜG-licensed staffing heritage means it has deep expertise in Austrian labour law that goes beyond what most global EOR platforms can offer.
✗ Local Add-Ons (3.5/5): DEKRA’s service model is traditional European staffing rather than modern EOR platform. There is no self-service dashboard, no API integrations, no equity management, and no mobile app for employees. Benefits administration covers statutory requirements but lacks the supplementary health, wellness, and equity features offered by global platforms. Equipment provisioning and employee development tools are not part of the standard offering.
4.2/5
Physical offices in Austria with local staff: DEKRA Arbeit Austria GmbH has real offices in Vienna and Steyr with Austrian employees who handle HR, payroll, and compliance locally. This is a level of on-the-ground presence that no global EOR platform can match for Austria.
Deep AÜG and CBA expertise: DEKRA’s heritage in temporary staffing under Austria’s AÜG framework means it has decades of experience navigating Austrian CBAs, works councils, and sector-specific employment requirements. For industrial, manufacturing, or logistics roles where CBA compliance is complex, this expertise is invaluable.
No technology platform: DEKRA does not offer a self-service dashboard, API integrations, or modern EOR platform features. Clients manage the relationship through email, phone, and in-person meetings. For companies used to Deel, Remote, or Multiplier’s platform experience, this will feel outdated.
Limited global coverage: DEKRA operates primarily across 20 European countries. If your hiring extends beyond Europe to APAC, the Americas, or Africa, you will need a second provider. The company is not a global EOR and does not position itself as one.
DEKRA is the right choice for companies that need deep Austrian employment expertise with genuine local presence. If you are hiring operational, industrial, manufacturing, or logistics workers in Austria where CBA compliance is complex and you want an employer with physical offices and local HR staff, DEKRA delivers a level of Austrian-specific service that global platforms cannot replicate.
It is not suited for companies that want a modern self-service platform, global coverage beyond Europe, or technology-forward features like equity management and API integrations. If your Austrian hire is a remote software engineer as part of a 20-country distributed team, DEKRA is the wrong tool. For that use case, a global platform like Multiplier, Remote, or WorkMotion will be a much better fit.
Rivermate is a global EOR platform founded in 2020 as part of the Hightekers Group. The company offers EOR services across 150+ countries with pricing starting at €299/month per employee, positioning itself as a cost-effective, human-first alternative to larger platforms like Deel and Remote. Rivermate serves over 1,000 businesses and manages approximately 2,000 employees globally. The company emphasises transparent pricing, dedicated account management, and 24/7 multi-channel support via Slack, WhatsApp, email, and phone.
Rivermate operates through a hybrid model of owned entities (via Hightekers’ broader infrastructure) and in-country partners. The company’s acquisition by Hightekers provides access to a larger entity network, but the depth of Austrian-specific operations is unclear. For Austrian hiring, Rivermate handles standard EOR requirements including CBAs, 13th/14th month salary, and social security, but the level of local Austrian expertise may vary depending on whether the country is served through an owned entity or partner.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.0/5): Rivermate provides EOR services across 30+ countries via local partners, covering compliant, country-specific employment contracts, payroll, taxes, statutory benefits, and HR administration. It supports employee relocation, visa guidance, global payroll-only setups, and optional global health insurance. Following its acquisition by Hightekers, Rivermate can also leverage Hightekers’ broader international reach and owned-entity infrastructure, improving coverage depth and execution in additional markets. Coverage quality can still vary by country, but the combined footprint strengthens its overall global delivery.
✓ Pricing & Transparency (4.5/5): Public EOR pricing starts from €299 per employee/month, with no percentage-based payroll markups. Contractor of Record (COR) pricing is clearly listed at €99–€199 per contractor/month, and recruitment services are success-based at 15% of annual salary. Final EOR pricing can still vary by country complexity, but overall transparency is strong compared to peers.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments. Supports payroll payouts in 120+ currencies with local bank transfers. Contractor agreements are signed directly by Rivermate (COR, not Agent of Record), reducing misclassification risk. Public documentation on notice periods and detailed legal terms is more limited than enterprise-grade providers.
✓ Customer Experience & Support (4.5/5): 24/7 human support via Slack, WhatsApp, email, and phone, plus a dedicated account manager. Strong third-party feedback and proven handling of complex compliance cases, particularly in Europe. Occasional response delays (up to ~24 hours) have been reported during peak periods.
✓ Platform & Integrations (3.8/5): Clean, user-friendly platform covering contracts, payroll, time off, expenses, and employee self-service. Suitable for day-to-day EOR operations, but limited native integrations with HRIS, accounting, and finance systems. Advanced reporting often requires external BI tools.
4.2/5
✗ Entity Ownership (3.0/5): Rivermate operates through a hybrid model combining owned entities (via Hightekers) and in-country partners. The partner-led model in some countries means an additional intermediary in the employment chain, which reduces compliance transparency compared to providers with confirmed owned Austrian entities.
✓ Onboarding Speed (4.0/5): Rivermate advertises 48-hour onboarding for standard roles. For Austrian hires, the platform handles contract generation with CBA identification and Dienstzettel requirements. Actual timelines depend on the complexity of the role and whether the Austrian employment is managed directly or through a partner, but the platform-driven process is efficient for straightforward hires.
✗ On-Site HR Support (2.0/5): Rivermate does not maintain dedicated staff in Austria. Employment is managed through the platform and supported by Rivermate’s global team, with local Austrian compliance either handled by in-house European specialists or delegated to a local partner. Every client receives a dedicated account manager who coordinates across channels, which is a strength for responsive communication. However, the account manager is not Austria-based and may not have deep Austrian CBA or labour law expertise. For complex Austrian employment matters, response quality will depend on whether the local partner (if used) has strong Austrian capabilities.
✓ Visa & Work Permit Support (4.0/5): Visa and immigration guidance is available as part of the EOR service. Rivermate can coordinate Austrian work permit applications through its entity or partner. The service is functional for standard cases but is not Rivermate’s primary differentiator.
✗ In-Country Compliance (3.5/5): Rivermate covers standard Austrian compliance requirements including social security contributions, income tax, 13th/14th month salary, and CBA alignment. The quality of compliance execution depends on whether Austria is served directly or through a partner. For standard full-time employment, this works. For complex CBA scenarios, industrial relations issues, or high-risk terminations, the hybrid model may not deliver the same depth as providers with owned Austrian entities and dedicated local teams.
✗ Local Add-Ons (3.5/5): Core EOR services are included in the flat monthly fee. Benefits administration covers statutory requirements and Rivermate offers group health insurance at discounted rates. The platform provides employee self-service for contracts, payslips, time off, and expenses. Equipment provisioning and advanced features like equity management are limited compared to premium providers.
3.3/5
Dedicated account manager with multi-channel support: Every client gets a named account manager available via Slack, WhatsApp, email, and phone. This human-first approach differentiates Rivermate from self-service platforms and provides responsive communication for day-to-day queries.
Flexible, Startup-Friendly Contracts: Offers adaptable contract terms with no rigid long-term commitments, making it easier for startups and SMBs to experiment with international hiring.
Hybrid entity model creates Austrian uncertainty: The partner-led model in some countries means compliance execution and service quality can vary depending on who is actually managing employment on the ground.
Relatively new and small scale: Founded in 2020, Rivermate manages approximately 2,000 employees globally. Compared to providers with decade-long track records and tens of thousands of employees under management, the company has less Austrian employment history to draw on for complex compliance scenarios.
Rivermate is a strong fit for startups and SMBs making their first Austrian hire who need an affordable, responsive EOR with a human-first support model. If budget is a primary constraint and you want a dedicated account manager who knows your business rather than a self-service ticket system, Rivermate offers genuine value at a price point that most competitors cannot match.
It is less suited for companies with complex Austrian compliance needs, enterprise governance requirements, or a need for confirmed owned-entity employment. If your Austrian hire involves a complex CBA, immigration challenges, or potential termination risk, a provider with a confirmed owned Austrian entity and deeper local expertise, like Multiplier, Remote, or WorkMotion, would be a safer choice despite the higher price.
Universal Hires is a small, Berlin-based staffing and recruitment firm that also offers Employer of Record and PEO services. The company is headquartered at Friedrichstrasse 34 in Berlin and positions itself as a Germany-focused specialist supporting local and international companies with market entry into Germany and surrounding countries. Universal Hires covers approximately 25+ countries, with its core expertise in Germany. The company serves mid-tier to Fortune 500 clients with recruitment, executive search, and EOR/PEO services.
Local
Ø fee per employee per month, first year
✓ Global Coverage & Services (3.0/5): DACH-focused EOR specialist with deep expertise in one of Europe’s most regulated labor markets. Strong delivery across EOR, PEO, recruitment, and executive search in Germany, with the ability to scale into other European countries via trusted local partners – but not built for large-scale multi-country consolidation.
✓ Pricing & Transparency (4.3/5): Clear, service-led pricing with transparent scoping once requirements are defined. No public price list and a consultative sales model make it less predictable for buyers who prefer instant online pricing, but flexibility is strong for tailored setups.
✓ Payment & Contract Terms (4.1/5): Fully compliant German employment contracts with solid termination and works-council handling. Flexible engagement models without rigid lock-ins, though processes are more manual and less automated than SaaS-first global EORs.
✓ Customer Experience & Support (4.4/5): One of Universal Hires’ biggest strengths – Germany-based HR and legal experts with deep labour-law knowledge. Often used by other providers as their in-country Germany partner, offering high-touch, relationship-led support rather than self-service.
✓ Platform & Integrations (Not Rated): Universal Hires operates as a service-led, local EOR rather than a software-first platform. To keep comparisons fair, platform depth and integrations are not scored for this provider.
4.0/5
✗ Entity Ownership (3.5/5): Universal Hires deliveres through a local partner or through cross-border arrangements from its German base.
✗ Onboarding Speed (3.0/5): As a small, service-led firm, Universal Hires offers a bespoke onboarding experience take 1-2 weeks depending on the role and CBA requirements. The company’s strength is personalised attention, not speed.
✗ On-Site HR Support (3.5/5): Universal Hires does not have staff in Austria but support is done via the Germany team with strong support by the local partner.
✗ Visa & Work Permit Support (3.5/5): Immigration support may be available as part of the bespoke service, but Universal Hires does not prominently feature Austrian visa sponsorship as a capability. For complex Austrian immigration cases, a dedicated immigration specialist or a larger EOR with established Austrian visa sponsorship infrastructure would be more reliable.
✗ In-Country Compliance (3.0/5): Universal Hires covers basic Austrian employment compliance as part of its DACH EOR offering, but the depth of Austrian-specific compliance expertise is unverified. The company’s core strength is German employment law and the AÜG framework. Austrian CBAs, social security rules, and the Dienstzettel requirements share similarities with Germany but are not identical, and nuances may be missed without dedicated Austrian legal expertise.
✗ Local Add-Ons (3.5/5): Limited information is publicly available about the platform or service features. Universal Hires is a traditional staffing and recruitment firm rather than a technology-led EOR. Expect a service-driven model without a self-service dashboard, API integrations, or advanced features like equity management or employee development tools.
3.3/5
Germany and DACH market entry specialist: Universal Hires understands the German-speaking market from a recruitment and staffing perspective. For companies entering the DACH region who need combined recruitment and EOR services, the integrated approach can simplify vendor management.
Personalised, boutique service: As a small firm, Universal Hires can offer a level of personal attention and flexibility that larger platforms cannot. For companies that value a named contact who understands their business over self-service automation, the model has appeal.
No local entity: There is no Austrian entity, no Austrian office and employment is done through a partner.
No platform or technology: Universal Hires is a traditional staffing firm without a modern EOR platform. There is no self-service dashboard, no automated compliance tracking, and no technology infrastructure comparable to any of the major EOR platforms.
Universal Hires may be suitable for companies that are primarily hiring in Germany and need a secondary Austrian hire managed by the same provider. If your main relationship is with Universal Hires for German recruitment and EOR, and you want to extend that to a single Austrian employee without adding a new vendor, it could work as a convenience play.
It is not recommended as a standalone Austrian EOR provider. The lack of a confirmed Austrian entity, absence of Austrian-based staff, and limited public documentation of Austrian compliance capabilities make it a higher-risk choice compared to every other provider in this guide. For Austrian hiring, Multiplier, Remote, WorkMotion, or even DEKRA would all provide substantially more compliance certainty.
Leap29 is a UK-based global employment and workforce management company with over 25 years of experience. The company provides EOR services across 180+ countries, with particular strength in engineering, construction, oil and gas, life sciences, and technology sectors. Leap29 operates through a combination of its own entities and trusted local partners, and offers a bespoke, service-led approach rather than a platform-first model.
For Austrian hiring, Leap29 operates through a local partner rather than an owned entity. The service is positioned as a hands-on, consultative EOR for companies hiring niche or senior roles in Austria, particularly in technical and engineering sectors where Leap29’s recruitment heritage adds value.
Global
Ø Fee per Employee per Month, First Year
✓ Pricing & Transparency (2.8/5): Pricing is clear once a contract is issued, with stable recurring monthly fees. However, no pricing is published publicly, and FX markups, deposits, and onboarding costs are not disclosed upfront. Partner-led pricing results in inconsistent costs across countries.
✓ Payment & Contract Terms (4.0/5): Flexible contract structures with no mandatory long-term commitments. Notice periods are reasonable and predictable, though payment terms and mechanics vary by local partner. No credit card payment options and earlier payroll cut-offs than SaaS-first EOR providers.
✓ Service Quality & Support (4.2/5): High-touch, personalized support with fast first-response times and strong compliance guidance. Well suited for clients that value human support over automation. No 24/7 coverage, live chat, or WhatsApp support, and documentation depth is limited due to the lack of a platform.
✗ Platform & Product Experience (2.5/5): No HRIS or proprietary platform. No integrations, automation, dashboards, analytics, or self-service workflows. Operations rely heavily on email, spreadsheets, and manual coordination.
✓ Add-On Services (3.6/5): Recruitment and talent sourcing, contractor vetting, and immigration coordination via partners are available. However, there is no global payroll consolidation, no equipment, equity, or benefits modules, and service consistency varies significantly by country.
3.5/5
✗ Entity Ownership (3.0/5): Leap29 operates in Austria through a local partner entity, not an owned subsidiary. This adds an intermediary layer between the client and the employment relationship. Acceptable for most standard hires but less transparent than owned-entity providers.
✗ Onboarding Speed (3.5/5): Onboarding is service-led rather than platform-driven. Expect 5-10 business days depending on the complexity of the role and CBA identification. The bespoke approach means more human involvement, which can be slower but more thorough for complex roles.
✗ On-Site HR Support (3.0/5): Leap29 has no staff in Austria. Employment is managed through a local partner entity, with Leap29’s UK-based account management team coordinating between the client and the partner. For standard roles this works, but it adds a communication layer that slows response times. Austrian-specific CBA knowledge depends entirely on the quality of the local partner, which can vary. Companies hiring complex roles or needing frequent HR interaction in Austria should verify who is actually handling day-to-day employment administration on the ground.
✓ Visa & Work Permit Support (4.0/5): Immigration support available through partners. Leap29 can manage work permit applications for non-EU nationals in Austria. The process is managed rather than self-service, which suits companies that prefer a guided approach.
✗ In-Country Compliance (3.5/5): Compliance is delivered through the local partner entity. Covers social security, income tax, 13th/14th month salary, and CBA alignment. The partner dependency means Leap29 has less direct control over compliance execution than owned-entity providers.
✗ Local Add-Ons (3.5/5): Benefits administration and statutory leave management handled through the partner. LeapForward online portal provides employee self-service for payslips, expenses, and leave. Equipment provisioning and supplementary benefits available on request.
3.4/5
25 years of sector expertise: Leap29’s heritage in engineering, oil and gas, construction, and life sciences means they understand the compliance nuances of placing technical professionals in Austria, including CBA requirements for industrial and manufacturing roles.
Bespoke service model: For companies that want a named account manager who knows their Austrian hires personally rather than a self-service platform, Leap29 delivers a consultative experience that larger providers cannot replicate at scale.
Partner-dependent entity: Leap29 does not own an Austrian entity. Employment runs through a local partner, which creates an additional layer between the client and the compliance chain. Less transparency than Remote or Multiplier’s owned entities.
No self-service platform for complex tasks: While LeapForward handles basics like payslips and expenses, the overall experience is more manual than platform-first providers. Companies expecting Deel or Remote-level automation will find the workflow more traditional.
Leap29 is a strong fit for companies hiring senior or niche technical professionals in Austria, particularly in engineering, construction, energy, or life sciences. If your Austrian hire is a specialist who needs a carefully drafted CBA-compliant contract and a hands-on onboarding process managed by an experienced account team, Leap29’s bespoke approach adds genuine value.
It is not the right fit for companies hiring at volume in Austria, companies that want a modern self-service platform, or price-sensitive startups. If you are building a distributed tech team across multiple countries and want everything in one dashboard, a platform-first provider like Remote or Multiplier will be a better experience.
How We Score and Rank Austria EOR Providers
Choosing the best Employer of Record in Austria requires evaluating both global service quality and real local execution under Austria’s collective bargaining framework, social security system, and statutory payroll obligations.
Austria is one of the most compliance-intensive employment markets in Europe. Nearly 98% of workers are covered by a collective bargaining agreement, the 13th and 14th month salary payments are mandatory, and the distinction between EOR services and licensed employee leasing (Arbeitskräfteüberlassung) carries genuine legal consequences. Strong global branding does not automatically translate into strong Austrian delivery. That is why we apply a dual-layer scoring model.
🌍 Global EOR Score (40%)
The Global EOR Score reflects a provider’s overall quality and reliability at a global level. It measures how well the service performs once you are actively using an Employer of Record across one or more countries.
In our Austria ranking, this score evaluates how strong each EOR is globally across the core dimensions that matter beyond Austria-specific execution.
- Global Coverage and Services: Country coverage, underlying delivery model (owned legal entities versus partner network), and availability of services such as global payroll, contractor management, recruitment support, visa and immigration services, and other scale-enabling offerings.
- Pricing and Transparency: Clarity of the full cost structure, including base EOR fees, FX mark-ups, security deposits, benefits administration, add-ons, offboarding fees, and any hidden or variable charges.
- Payment and Contract Terms: Fairness and flexibility of minimum commitments, notice periods, payment terms, deposit structures, and how easily customers can amend or exit contracts.
- Customer Experience and Support: Responsiveness of the account team, depth of EOR expertise, and effectiveness in resolving payroll, compliance, and employee-related issues across markets.
- Platform and Integrations: Usability of the platform, employee and manager self-service functionality, onboarding workflows, payslip experience, system integrations, reporting, and product reliability.
Each category is rated on a 1 to 5 star scale. The final Global EOR Score represents the simple average across these five dimensions.
🇦🇹 Austria EOR Score (60%)
This is the more important score for hiring with an Employer of Record in Austria. It measures how well an EOR provider actually performs inside Austria’s legal, payroll, and collective bargaining framework.
We assess the following.
- Entity Ownership and Compliance: Does the provider operate through its own Austrian legal entity (GmbH), or via a local partner? We examine how social security registration, income tax withholding, severance fund (Mitarbeitervorsorgekasse) contributions, and CBA alignment are handled, and whether compliance control sits directly with the EOR or through third-party structures. We also check whether the provider holds an Austrian AÜG licence for employee leasing, which determines whether your employee can work from client premises or is restricted to home office only.
- Onboarding Speed: Ability to issue a compliant written employment contract with accurate CBA classification, register the employee for social security before their start date, correctly identify and apply the relevant collective bargaining agreement, and run the first payroll including pro-rated 13th and 14th month accruals from month one. Austria does not permit backdating of employment contracts.
- Local HR and Payroll Support: We evaluate whether the provider has meaningful in-market HR presence in Austria or whether operational support is delivered from another country. In a jurisdiction where CBA interpretation, works council rules, overtime calculations under the Working Time Act, and mandatory time tracking (Arbeitszeiterfassung) all require granular local knowledge, the difference between Austrian-based support and offshore support is material.
- Visa and Work Permit Support: Can the Austrian EOR sponsor and manage work permits for non-EU/EEA professionals? Do they provide structured coordination with Austrian immigration authorities for Red-White-Red Card, EU Blue Card, and other permit categories? From January 2026, the salary thresholds for these permits have increased, and the EOR must demonstrate that the employment meets the updated minimums.
- Local Add-Ons: Clarity around additional services beyond core EOR, such as visa handling, equipment provisioning, supplementary benefits structuring, home office allowance administration, mobility support, or transition support if moving from EOR to an owned entity. Austria’s severance fund system, 13th/14th month payment obligations, and strict termination framework make clarity here particularly important.
Each category is rated on a 1 to 5 star scale. The final Austria EOR Score represents the simple average across these five dimensions.
How the Final Rankings Work
Our final Austria EOR ranking applies a weighted model.
- Global EOR Score: 40%
- Austria EOR Score: 60%
This weighting ensures that EORs with strong global marketing but weak Austrian execution do not rank highly, and that providers with genuine Austrian compliance strength are properly recognised.
Our Austria ranking builds on our global EOR evaluation framework, adapted specifically to reflect Austria’s sector-specific collective bargaining system, mandatory 13th and 14th month salary payments, structured social security and severance fund contributions, AÜG licensing requirements, and the long statutory notice periods that make termination planning essential from the point of hire.
Hiring in Austria: What Employers Need to Know
This section covers the key employment rules that apply when hiring through an EOR in Austria. The data below has been verified against Austrian government sources, PwC Austria, and BDO Austria as of early 2026. Where rates change annually (social security ceilings, immigration thresholds), we have used the most current published figures.
Employment Contracts
Austria requires a written employment contract or, at minimum, a written statement of terms (Dienstzettel). Most EOR providers issue a full written contract rather than relying on the Dienstzettel alone.
Indefinite contracts are the standard. Fixed-term contracts are only permissible where an objective reason exists, and repeated renewals without justification will be reclassified as indefinite employment by Austrian courts. In practice, most EOR arrangements use indefinite contracts.
Contracts must specify the applicable collective bargaining agreement (CBA), job classification, salary, working hours, notice period, and start date. Around 98% of Austrian workers are covered by a CBA, and the CBA sets the floor for pay and conditions. Most EOR providers operating in Austria use the IT CBA (Kollektivvertrag für Angestellte im Bereich Dienstleistungen in der automatischen Datenverarbeitung und Informationstechnologie), which applies to white-collar knowledge workers.
💡 Employsome Insight: Ask Which CBA Your EOR Applies
The CBA your EOR uses in Austria determines the minimum salary, overtime rules, leave entitlements, and notice periods for your employee. Most global EOR providers default to the IT CBA, which works well for remote knowledge workers. But if your hire works in a different sector (engineering, manufacturing, retail), the IT CBA may not be the right fit, and misclassification can create retroactive salary liability. Before signing, ask your EOR exactly which CBA they will apply and whether it matches the employee’s actual role and activities.
Probation Period
The maximum probation period is one month for indefinite contracts. During probation, either party can terminate the employment without notice and without giving a reason. This is set by Section 19 of the Employees Act (Angestelltengesetz).
Working Hours
Standard working hours under most CBAs are 38.5 hours per week across five days, with a daily maximum of nine hours. The legal maximum is 40 hours per week and eight hours per day under the Working Time Act (Arbeitszeitgesetz), but CBAs typically set a lower standard.
Working hours stop at noon on December 24 and December 31. Daily working hours can be extended to 10 hours under specific circumstances (flextime arrangements, four-day week, or exceptional project reasons).
Overtime is any time worked beyond the CBA’s normal hours. The maximum is 60 hours per week. Overtime during regular hours is compensated at 150% of salary or 1.5 hours of paid time off per overtime hour. Work on Sundays or public holidays is compensated at 200% or two hours of paid time off per overtime hour.
Austria legally requires employers to track and record working hours (Arbeitszeiterfassung). Failure to maintain time records can result in penalties of up to EUR 70,000 if authorities request documentation and the employer cannot produce it.
💡 Employsome Insight: Time Tracking Is Not Optional
This is one of the compliance details that global EOR providers sometimes underestimate in Austria. The law requires signed time records for every employee. Some EOR providers outsource this to their local CPA, who prepares pre-filled Excel sheets, sends them to the employee for review and signature, and stores the signed documents. Others handle it through their platform. Either way, you should confirm that your EOR has a working time-tracking process in Austria before onboarding. If they do not, and the authorities ask for records, the EUR 70,000 penalty falls on the legal employer, which is the EOR, but the operational disruption hits everyone.
Annual Leave
Employees are entitled to a minimum of 25 working days of paid annual leave per year. After 25 years of service, this increases to 30 working days. Employees who have completed secondary education and worked continuously for two years receive an additional three years credited toward their leave entitlement.
Leave is pro-rated for the first six months of employment. Full leave entitlement applies from the seventh month onward. Unused leave can be carried over but expires after two years. Employers cannot compensate untaken leave with cash or other benefits during employment. Unused leave is only paid out upon termination.
Public Holidays
Austria has 13 public holidays per year. The dates for 2026 are:
January 1 (New Year’s Day), January 6 (Epiphany), April 6 (Easter Monday), May 1 (National Day), May 14 (Ascension Day), May 25 (Whit Monday), June 4 (Corpus Christi), August 15 (Assumption of Mary), October 26 (National Holiday), November 1 (All Saints’ Day), December 8 (Immaculate Conception), December 25 (Christmas Day), December 26 (St. Stephen’s Day).
Employees who work on a public holiday are entitled to 200% of their regular salary or two hours of paid time off for each hour worked.
Sick Leave
Employees must notify their employer immediately when they fall ill. A medical certificate (Krankmeldung) is typically required from the first day.
Employer-paid sick leave depends on length of service: up to one year of employment entitles the employee to a minimum of six weeks at full pay, two to 15 years gives eight weeks, 16 to 25 years gives 10 weeks, and 26 or more years gives 12 weeks.
After the employer-paid period, the employee is entitled to health insurance benefits (Krankengeld) paid by the statutory health insurance fund.
13th and 14th Month Salary
Austria requires two additional salary payments per year, commonly called the 13th month (Christmas allowance) and 14th month (holiday allowance). These are mandatory under virtually all CBAs.
The 13th month must be paid by December 1. The 14th month must be paid by June 30. These payments are pro-rated for employees who join or leave during the calendar year.
Both payments receive preferential tax treatment. The first EUR 620 is tax-free. The next EUR 24,380 is taxed at 6%. The next EUR 25,000 at 27%. The next EUR 33,333 at 35.75%. This preferential regime applies to special payments not exceeding one-sixth of regular annual pay.
💡 Employsome Insight: Budget for 14 Salaries, Not 12
The 13th and 14th month payments catch many first-time employers in Austria off guard. When you agree a gross monthly salary with your Austrian hire, remember that the actual annual cost is that figure multiplied by 14, not 12, plus employer social security and payroll taxes on all 14 payments. A EUR 5,000/month gross salary means EUR 70,000 in salary payments alone before you add the ~30% employer on-costs. Make sure your EOR’s cost calculator reflects all 14 payments. Some providers quote monthly costs that look competitive but exclude the pro-rated 13th/14th month accrual from the headline figure.
Salary and Minimum Wage
Austria has no national statutory minimum wage. Minimum pay is set by sector-specific CBAs. As of 2026, most CBAs set minimum wages at or above EUR 1,800 gross per month (paid 14 times per year), which translates to approximately EUR 2,100 gross per month on an annualised basis.
Under the IT CBA used by most EOR providers, minimum salaries are determined by employee classification (experience level, role type) and advancement intervals (typically biennial increases).
Salary must be paid monthly. By law, white-collar employees must receive payment in two instalments by the 15th and last day of each month. However, most CBAs and employment contracts allow for a single end-of-month payment, which is the standard EOR practice.
Employer Costs and Social Security
Total employer costs above gross salary are approximately 29-31% depending on the province. The main components are:
- Social security (2025/2026 rates): The employer contribution is 20.98% of gross salary, covering health insurance (3.78%), pension (12.55%), unemployment (2.95%), accident insurance (1.1%), and minor contributions (0.6%). The maximum monthly contribution base is EUR 6,930 in 2026, up from EUR 6,060 in 2024.
- Family Burden Equalisation Fund (FLAF): 3.7% of total income.
- Municipal Payroll Tax (Kommunalsteuer): 3% of total income.
- Severance Fund (Mitarbeitervorsorgekasse): 1.53% of gross income, applicable from the second month of employment. This is the “Abfertigung Neu” system where the employer contributes monthly to a portable severance fund. Upon termination (after at least three years of employment), the employee can withdraw the accumulated funds as a lump sum or transfer them to a new employer’s fund.
- Surcharge to FLAF: 0.36% (minimum rate).
- Disability Contributions: EUR 20/month (fixed, 2025 rate).
- Public Transportation Levy (DGA): EUR 10/month (fixed) for employees in Vienna, or EUR 2/week.
- Chamber of Commerce Levy: Between 0.31% and 0.40% depending on the province, though this may not apply to all EOR structures.
💡 Employsome Insight: The Real Cost of Hiring in Austria
When we evaluate EOR providers for Austria, we calculate total employer cost as gross salary multiplied by approximately 1.30 (for employer social security, FLAF, Kommunalsteuer, severance fund, and minor levies), then multiplied by 14/12 to account for the 13th and 14th month payments. A quick formula: take the agreed monthly gross salary, multiply by 1.517, and you get a reasonable estimate of the true monthly employment cost before the EOR’s service fee. For a EUR 5,000/month gross salary, that means roughly EUR 7,585/month in total employment cost, plus the EOR fee of EUR 400-700 on top.
Employee Income Tax
Austria uses progressive income tax with rates ranging from 0% to 55%:
Up to EUR 13,308: 0% EUR 13,308 to EUR 21,617: 20% EUR 21,617 to EUR 35,836: 30% EUR 35,836 to EUR 69,166: 40% EUR 69,166 to EUR 103,072: 48% EUR 103,072 to EUR 1,000,000: 50% Over EUR 1,000,000: 55%
The employer is responsible for withholding income tax (Lohnsteuer) from the employee’s salary each month. The 13th and 14th month payments receive the preferential tax treatment described above.
Termination and Notice Periods
Austria distinguishes between three termination methods: mutual agreement, employer-initiated dismissal, and employee resignation.
Mutual agreement (Aufhebungsvertrag) is the recommended approach for EOR terminations. Both parties must clearly intend to end the contract, and the agreement must involve mutual concessions (for example, the employer offers severance or immediate release from work, while the employee waives claims). The parties must be given two to three days of reflection before signing.
Employer-initiated dismissal requires adherence to statutory notice periods that depend on seniority. Notice must be given to the end of the calendar quarter (the 15th or last day of a month is also acceptable if specified in the CBA):
- Less than 3 years: 6 weeks 3
- to 5 years: 2 months
- 6 to 15 years: 3 months
- 16 to 25 years: 4 months
- Over 26 years: 5 months
Payment in lieu of notice is generally not possible under Austrian law. Garden leave (Freistellung) is permitted.
Employee resignation requires a notice period of one month to the end of the 15th or last day of a calendar month. The maximum contractual notice period for employees is six months.
Dismissal for serious cause (extraordinary termination) can be effected immediately without notice, but only for specified grounds such as unfaithfulness, incompetence, conflict of interest, neglect of duties, extended absence, or improper conduct. The threshold is high, and employers must act promptly.
Upon termination, accrued untaken leave days and pro-rata benefits (including the 13th/14th month) must be paid. The employer cannot reclaim excess holiday days taken, except in cases of unauthorised resignation or dismissal for fault.
💡 Employsome Insight: Why Mutual Termination Is Always the Right Move in Austria
Austrian termination law is heavily weighted in favour of the employee. Payment in lieu of notice is not possible, dismissal can be challenged as “socially unjustified” (sozialwidrig), and the notice periods are long: up to five months to the end of the calendar quarter for senior employees. In our experience reviewing EOR termination processes across providers, mutual termination agreements (einvernehmliche Auflösung) are the only reliable way to end an Austrian EOR engagement cleanly. The cost is typically one to three months’ salary as a severance incentive, but it eliminates the risk of a drawn-out dispute. Ask your EOR upfront how they handle terminations in Austria and what their typical timeline and cost looks like. If the answer is vague, that is a red flag.
Other Leave Entitlements
Maternity leave: 16 weeks mandatory (eight weeks before birth, eight weeks after). The maternity allowance is paid by social security based on the average salary of the last three months. The employer does not pay salary during maternity leave but must continue contributing 1.53% to the severance fund.
Parental leave (Elternkarenz): Unpaid, available until two years after childbirth, with a minimum of two months. The employee receives a childcare allowance from social security. Protection against termination applies until four weeks after the leave ends.
Paid care leave (Pflegefreistellung): One week per year if a relative in the household requires care (such as a sick child). An extension of one additional week is possible. Salary is paid by the employer for the first week; after that, a caregiver allowance may apply.
Bereavement leave: Three working days for the death of a spouse, partner, parent, or child. One working day for siblings, parents-in-law, or grandparents.
Wedding leave: Three working days for the employee’s own wedding. One working day for the wedding of siblings, parents, or children.
Relocation: Two working days.
Educational leave (Bildungskarenz): Not a legal entitlement but can be agreed. Minimum two months, maximum 12 months. From January 2026, new rules apply: educational leave now requires AMS (Public Employment Service) approval of a continuing education subsidy, and employers must provide a co-payment (Dienstgeberzuschuss) above certain salary thresholds.
Work Permits and Immigration
Non-EU/EEA nationals need a work permit to work in Austria. The main routes are:
Red-White-Red Card (key employee category): For qualified workers with a points-based assessment covering qualifications, work experience, language skills, and age. The minimum gross monthly salary threshold is EUR 3,225 from January 2026 (paid 14 times per year).
EU Blue Card: For highly qualified workers with a recognised university degree. The minimum gross monthly salary threshold is EUR 3,678.57 from January 2026 (paid 14 times per year).
Red-White-Red Card (super key employee/very highly qualified): For top-tier professionals with a salary above EUR 7,740 gross per month from January 2026.
Processing times vary but typically take four to eight weeks for initial applications. The EOR, as the legal employer, can sponsor work permits through its Austrian entity. EOR providers without an AÜG licence cannot operate under the employee leasing model and instead structure employment as a consulting/service arrangement.
💡 Employsome Insight: Not Every EOR Can Sponsor a Work Permit in Austria
Sponsoring a Red-White-Red Card or EU Blue Card requires the EOR to act as the legal employer through its Austrian entity. Providers that operate through a local partner (rather than an owned entity) may face complications in the sponsorship process, since immigration authorities will scrutinise the actual employer relationship. If you are hiring a non-EU national in Austria, prioritise EOR providers with a confirmed owned entity in the country. In our provider evaluations, Atlas HXM, Remote, and Multiplier all offer direct visa sponsorship through owned Austrian entities. DEKRA Arbeit can also sponsor through its Austrian GmbH but is less experienced with complex immigration routes.
Key Compliance Risks for EOR Clients
CBA misidentification. Applying the wrong CBA to an employee can create retroactive salary liability. EOR clients should verify which CBA their provider applies and ensure it matches the employee’s actual role and activities.
Working from client premises. Some EOR providers (particularly those without an AÜG licence) require employees to work from home only, not from the client’s office. Working from client premises could be classified as employee leasing (Arbeitskräfteüberlassung), which is strictly regulated and requires a specific AÜG licence. Providers operating under the IT CBA as a consulting company typically restrict employees to home office arrangements.
ESOP and equity. Granting stock options or equity to EOR-employed workers in Austria is complex and may not be possible through some providers. The EOR client must not sign any documents (offer letters, NDAs, stock option agreements) directly with the employee. All employment documentation must flow through the EOR.
Time tracking. Mandatory under Austrian law. The EOR or its payroll provider must maintain signed working hour records. Penalties for non-compliance can reach EUR 70,000.
13th/14th month payment timing. Missing the December 1 (13th month) or June 30 (14th month) deadline creates immediate non-compliance and potential employee claims.
💡 Employsome Insight: Can Your Employee Work from Your Office? Check the Licence.
Austria has its own employee leasing law, the Arbeitskräfteüberlassungsgesetz (AÜG), which is separate from Germany’s similarly named AÜG but works in a comparable way. Under Austrian law, temporarily placing workers at a client’s premises is classified as employee leasing and requires a specific licence from the Austrian authorities. Most global EOR providers do not hold this Austrian licence. If your employee regularly works from your office or a client site and takes direction from your on-site managers, Austrian authorities could reclassify the arrangement as unlicensed employee leasing, which carries serious penalties. DEKRA Arbeit Austria is one of the few providers that holds an Austrian AÜG licence through its staffing operations, which allows more flexible on-site work arrangements. If the role requires physical presence at your premises, this is a distinction worth verifying before you choose a provider.
2026 Legislative Changes
Several Austrian labour law changes took effect from January 1, 2026:
Educational leave reform. The previous Weiterbildungsgeld (continuing education allowance), abolished in March 2025, has been replaced by the AMS-Weiterbildungsbeihilfe. Educational leave now requires AMS approval, and employers must contribute a co-payment above certain salary thresholds.
Freelancer collective agreements. It is now possible to conclude specific CBAs for freelancers or include them in existing CBAs. This does not create an obligation to do so but expands the scope of collective bargaining.
Partial pension option. Employees meeting old-age pension requirements can now choose between full pension, deferred retirement, or a partial pension with reduced working hours (25-75% reduction).
Notice period clarification. The exemption from general notice periods for seasonal industries has been narrowed. Only CBAs with express provisions concluded between January 2018 and June 2025 remain valid. Changes are only permissible if they favour employees.
Final Verdict: Best Employer of Record in Austria
There is no single best EOR for every company hiring in Austria. The right choice depends on your budget, how many countries you are hiring in, whether you need visa sponsorship, and how complex the role is from a CBA perspective. Here is how we would match each use case to a provider.
Best overall Austria EOR: Multiplier
Owned Austrian entity, competitive pricing at roughly $605/month, strong platform, fast onboarding, and solid compliance coverage. For most companies making their first Austrian hire as part of a multi-country expansion, Multiplier is the strongest combination of price, compliance, and platform quality.
Best for compliance-first hiring: Remote
If your top priority is the cleanest possible compliance chain and you are willing to pay a premium, Remote’s all-owned-entity model with no deposit and strong IP protections makes it the safest choice. Particularly well suited for tech companies hiring senior professionals alongside European teams.
Best for visa sponsorship: Atlas HXM
Atlas offers visa and immigration support in 100+ countries, more than any other EOR. If your Austrian hire is a non-EU national who needs a Red-White-Red Card or EU Blue Card, Atlas’s direct entity and dedicated immigration team give you the broadest capability.
Best for DACH-focused companies: WorkMotion
Built from day one for the German-speaking market. If your company is based in Germany, Austria, or Switzerland, or if Austrian and German compliance depth matters more than global coverage, WorkMotion’s DACH specialisation is unmatched among the global platforms.
Best for on-the-ground Austrian support: DEKRA Arbeit
The only provider in this guide with physical offices in Vienna and Steyr. If your role involves complex CBAs, industrial or manufacturing positions, or situations where face-to-face Austrian HR support is essential, DEKRA delivers a level of local presence that no global platform can replicate. The trade-off is no modern platform and limited coverage outside Europe.
Frequently Asked Questions: Employer of Record in Austria
An Employer of Record is a third-party company that becomes the legal employer of your Austrian workforce. The EOR handles employment contracts, payroll, social security contributions, income tax withholding, CBA compliance, and statutory benefits like the 13th and 14th month salary. You retain full control over the employee’s daily work and responsibilities. The EOR removes the need to set up a local entity in Austria, which typically takes three to six months and costs EUR 15,000 to 50,000 or more.
Yes. EOR arrangements are legal in Austria provided the EOR operates through a local entity and complies with Austrian employment law, social security regulations, and the applicable collective bargaining agreement. However, Austria draws a strict legal distinction between EOR services and employee leasing (Arbeitskräfteüberlassung). Employee leasing requires a specific AÜG licence. Most global EOR providers do not hold this licence and instead operate as consulting companies. This means employees hired through most EOR providers must work from home rather than from the client’s office premises.
EOR service fees for Austria range from approximately EUR 299 to over EUR 900 per employee per month depending on the provider. On top of the service fee, you pay the employee’s gross salary plus employer costs of approximately 29-31% (social security, FLAF, Kommunalsteuer, severance fund, and other levies). Remember that Austrian salaries are paid 14 times per year, so the annual salary cost is the monthly gross multiplied by 14, not 12. A rough formula for total monthly employment cost before the EOR fee is: monthly gross salary multiplied by 1.517.
Austrian employment law requires two additional salary payments per year. The 13th month (Christmas allowance) must be paid by December 1. The 14th month (holiday allowance) must be paid by June 30. Both are mandatory under virtually all collective bargaining agreements. These payments receive preferential tax treatment, with the first EUR 620 tax-free and graduated rates above that. Any EOR you use in Austria must handle these payments automatically and include them in its payroll calculations from the first month of employment.
Most EOR providers can onboard an Austrian employee within three to seven business days once all documentation is in place. The fastest providers (Multiplier, Oyster) can complete standard onboarding in two to five days. More complex scenarios involving CBA verification, work permit applications for non-EU nationals, or custom contract terms may take one to three weeks.
Notice periods depend on the length of employment. For employer-initiated dismissals: less than three years of service requires six weeks’ notice, three to five years requires two months, six to 15 years requires three months, 16 to 25 years requires four months, and over 26 years requires five months. Notice must generally be given to the end of the calendar quarter. Payment in lieu of notice is not permitted under Austrian law. Mutual termination agreements (einvernehmliche Auflösung) are the most practical approach for EOR terminations.
Yes, provided the EOR operates through its own Austrian legal entity. The EOR acts as the legal employer and can sponsor Red-White-Red Cards, EU Blue Cards, and other work permit categories. From January 2026, the minimum salary threshold for the Red-White-Red Card (key employee) is EUR 3,225 gross per month and for the EU Blue Card is EUR 3,678.57 gross per month, both paid 14 times per year. EOR providers that rely on local partners rather than owned entities may face complications in the sponsorship process.
Most global EOR providers operate under the IT CBA (Kollektivvertrag für Informationstechnologie), which applies to white-collar knowledge workers. This CBA sets the minimum salary, working hours (38.5 hours per week), overtime rules, leave entitlements, and advancement intervals. If your employee’s role does not fit within the IT CBA (for example, an engineering, manufacturing, or retail position), the EOR must identify and apply the correct sector-specific CBA. Applying the wrong CBA can create retroactive salary liability.
No. That is the core value of an EOR. The EOR provides the legal entity, handles all employer registrations with the Austrian social security authorities, and assumes the legal employment obligations. You do not need to incorporate in Austria, register for tax or social security, or maintain an office. However, if you plan to grow to 10 or more employees in Austria, transitioning from EOR to your own entity typically becomes more cost-effective.
The employer social security contribution is 20.98% of gross salary, covering health insurance (3.78%), pension (12.55%), unemployment (2.95%), accident insurance (1.1%), and minor contributions (0.6%). The maximum monthly contribution base is EUR 6,930 in 2026. On top of social security, employers pay the Family Burden Equalisation Fund (3.7%), Municipal Payroll Tax (3%), Severance Fund (1.53%), and several smaller levies. Total employer on-costs are approximately 29-31% of gross salary.
This depends on whether your EOR provider holds an Austrian AÜG (employee leasing) licence. Most global EOR providers do not hold this licence and require employees to work from home only. If the employee regularly works from your premises and takes direction from your on-site managers, Austrian authorities could reclassify the arrangement as unlicensed employee leasing, which carries penalties. DEKRA Arbeit is one of the few providers with an Austrian AÜG licence that permits on-site work arrangements. If on-site presence is essential for the role, verify your provider’s licensing status before hiring.
Written by
Courtney Pocock is a Copywriter & EOR/PEO Researcher at Employsome with 15+ years of experience writing for the HR, corporate, and financial sectors. She has a strong interest in global business expansion and Employer of Record / PEO topics, focusing on news that matters to business owners and decision-makers. Courtney covers industry updates, regulatory changes, and practical guides to help leaders navigate international hiring with confidence.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.