We're sorry for the inconvenience...
If you are interested in hiring a remote team in Austria, or even just individual remote employees in Austria, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Austria payroll solutions. As a Austria payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Austria. We are confident Rivermate’s payroll solutions Austria will help you grow as a business—because now, you won’t have to worry about your payroll solutions Austria. We take care of everything payroll!
With Rivermate, you can run Austria payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
Once you've determined the best Austria payroll option for your company, you'll need to collect some information from employees in order to add them to your payroll. Begin by acquiring their personal identification number, tax deduction card, and emergency contact information. When an employee begins working and provides you with their tax deduction card, they become a part of the social security system and are eligible for benefits.
Austria has extensive taxation policies for people who work for themselves or for others. Both employers and employees contribute to these funds at different rates:
- Employers contribute 12.55%, while employees contribute 10.25% to pension insurance.
- Employers contribute 1.2% to accident insurance.
- Employers contribute 3.78%, while employees contribute 3.87% to health insurance.
- Unemployment insurance: 6%, divided equally between employers and employees.
- Other contributions: Employers contribute 0.7%, while employees contribute 1%.
Employees may also be required to contribute to a trade union or religious community, such as through a church tax. Employers deduct these payments from employees' paychecks.
Companies that wish to expand their operations globally have four different payroll options in Austria. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Austria. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Austria payroll outsourcing: Outsourcing your payroll to an Employer of Record in Austria, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
In Austria, all employees in the private sector over the age of 18 are protected by the Working Time Act, also known as the "Arbeitszeitgesetz," which includes provisions for payroll compliance.
Companies that have a business presence in Austria have different ways of managing payroll. However, most of the options you have for running payroll in Austria are either expensive or require establishing a subsidiary in Austria. The cheapest, most efficient, and most reliable payroll processing system in Austria is by outsourcing payroll to Employers of Record (EOR) in Austria. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Austria. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Austria. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Austria.
There are several types of termination in Austria. If a fixed-term contract is expiring, no action is needed. When employment ends by mutual consent, no notice period is required and can be in writing or verbally, however, termination in writing is recommended. Unilateral termination can be verbal or in writing and no reason for the termination needs to be provided. Dismissal terminates the employment agreement with immediate effect and a reason must be given. If the employee deems the dismissal unjustified, they are able to make a claim with the labor and social security courts. If the employee chooses to resign, this terminated the employment relationship with immediate effect.
Austria does not have a statutory minimum wage. Salaries are regulated by legislation, collective bargaining agreements, and work agreements, which are agreements between employers and labor unions. The actual salary paid will also vary according to the employee's position, responsibilities, education, qualifications, work hours, age, and length of service, among other factors.
In Austria, the average salary increase is 5% every 2.5 years. The magnitude and timing of increases vary by industry.
Bonuses are common, with employees frequently receiving a thirteenth and fourteenth payment equal to one month's salary each. Summer and end-of-year bonuses are generally referred to as holiday and Christmas bonuses.
The usual workday and week are eight hours long and 40 hours long, respectively, however collective bargaining agreements might lower these durations. Employees can work up to 12 hours per day and 60 hours per week, with an average of 48 hours per week over the course of 17 weeks. Employees who have been on long-term sick absence or who are nearing retirement may be eligible for reduced hours.
Adequate insurance coverage is usually supplied by the national system, which is funded by social insurance contributions paid by both employers and workers. Supplementary coverage may be given to employees as an extra benefit, although it is not as often negotiated as it is in the United States.
If people are obliged to travel for business outside of Europe, we highly advise that they be protected by a travel insurance plan.
Some businesses also offer corporate vehicles to top executives.