在 奥地利 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Vienna UTC+1 to UTC+2
Vienna, Graz, Linz
Euro (EUR)
German, English
monthly
27.68%
奥地利人才格局
Austria has an estimated labor force of about 4.73 million (2025), with talent demand concentrated in manufacturing, engineering, life sciences, tourism and financial services. International employers are most likely to find relevant candidate pools for Industrial Engineering, Software & Data, and Life Sciences. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition. Competition for experienced professionals is typically strongest in technology intensive and regulated functions.
主要经济中心
Vienna, Graz, Linz
热门技能
Industrial Engineering
职场文化
Structured Preparation and Professional Titles
Austrian workplaces often value detailed preparation, punctuality and clear credentials. Academic and professional titles may be used in formal settings, particularly at the beginning of a relationship.
Direct but Reserved Communication
Feedback is usually clear and factual, without requiring extensive social softening. At the same time, privacy and personal distance are respected, so avoid excessive familiarity at the start of a relationship.
Process, Quality and Work Life Boundaries
Employees commonly expect defined responsibilities, reliable processes and strong quality standards. After work time and annual leave are treated seriously, so urgent requests should be genuinely necessary.
平均薪资
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 2,950 EUR | S$4,012 |
| Administrative Executive, Mid (3-5 years) | 3,950 EUR | S$5,372 |
| Book Keeper, Junior (1-3 years) | 2,650 EUR | S$3,604 |
| Book Keeper, Mid (3-5 years) | 3,600 EUR | S$4,896 |
| Finance Executive, Junior (1-3 years) | 3,400 EUR | S$4,624 |
| Finance Executive, Mid (3-5 years) | 4,500 EUR | S$6,120 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 3,400 EUR | S$4,624 |
| Graphic Designer, Mid (3-5 years) | 4,950 EUR | S$6,732 |
| UI/UX Designer, Junior (1-3 years) | 3,600 EUR | S$4,896 |
| UI/UX Designer, Mid (3-5 years) | 6,250 EUR | S$8,500 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 4,950 EUR | S$6,732 |
| Data Analyst, Mid (3-5 years) | 6,450 EUR | S$8,772 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 4,950 EUR | S$6,732 |
| Data Engineer, Mid (3-5 years) | 8,000 EUR | S$10,880 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 4,950 EUR | S$6,732 |
| Data Scientist, Mid (3-5 years) | 6,650 EUR | S$9,044 |
| Machine Learning Engineer, Junior (1-3 years) | 4,200 EUR | S$5,712 |
| Machine Learning Engineer, Mid (3-5 years) | 6,250 EUR | S$8,500 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 4,000 EUR | S$5,440 |
| Content Marketing, Mid (3-5 years) | 5,900 EUR | S$8,024 |
| Digital Marketing, Junior (1-3 years) | 4,000 EUR | S$5,440 |
| Digital Marketing, Mid (3-5 years) | 5,900 EUR | S$8,024 |
| Growth Marketing, Junior (1-3 years) | 4,200 EUR | S$5,712 |
| Growth Marketing, Mid (3-5 years) | 6,250 EUR | S$8,500 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 5,150 EUR | S$7,004 |
| Backend Developer, Mid (3-5 years) | 7,600 EUR | S$10,336 |
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 4,950 EUR | S$6,732 |
| DevOps Engineer, Mid (3-5 years) | 6,650 EUR | S$9,044 |
| Site Reliability Engineer, Junior (1-3 years) | 4,950 EUR | S$6,732 |
| Site Reliability Engineer, Mid (3-5 years) | 7,050 EUR | S$9,588 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 2,450 EUR | S$3,332 |
| Customer Service Officer, Mid (3-5 years) | 3,250 EUR | S$4,420 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 3,600 EUR | S$4,896 |
| Customer Success Manager, Mid (3-5 years) | 5,150 EUR | S$7,004 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 3,250 EUR | S$4,420 |
| HR Executive, Mid (3-5 years) | 4,350 EUR | S$5,916 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 4,000 EUR | S$5,440 |
| Blockchain Developer, Mid (3-5 years) | 5,900 EUR | S$8,024 |
| Payments Engineer, Junior (1-3 years) | 4,000 EUR | S$5,440 |
| Payments Engineer, Mid (3-5 years) | 5,300 EUR | S$7,208 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 4,550 EUR | S$6,188 |
| Cloud Engineer, Mid (3-5 years) | 6,650 EUR | S$9,044 |
奥地利招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
奥地利的薪酬发放
发薪周期
Salary is typically paid on the last working day of the month.
最低工资
There is no statutory national minimum wage. Minimum pay is mainly governed by sector collective agreements.
加班费
- Generally 8 hours per day and 40 hours per week, often reduced by collective agreement. - Maximum working time is generally 12 hours per day and 60 hours per week, averaging 48 hours over the reference period.
- Overtime Pay = Hourly Rate × 1.50 × Overtime Hours, or Compensatory Time = Overtime Hours × 1.50, unless a collective agreement provides more.
奖金
第 13 个月薪资
Austria has no single universal statutory 13th month law, but most employees receive special payments, commonly a holiday payment and a Christmas payment, because the applicable collective bargaining agreement or employment contract requires them.
Amount and calculation follow the applicable collective agreement. Commonly, each special payment equals about 1 month of regular remuneration, producing 14 salary payments per year. Partial year service is normally prorated.
Employees are eligible when their sectoral collective agreement or employment contract provides the special payments. Because collective agreement coverage is extensive, this applies to most employees, but payment dates, included salary components, waiting periods, and repayment clauses vary by sector.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Public healthcare or mandatory medical coverage in Austria | Health protection in Austria is delivered through the medical or sickness branch of Austrian social insurance covering pension, health, unemployment and accident insurance. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| Statutory termination or end of service entitlement in Austria | Before ending employment in Austria, the employer should determine whether the case is redundancy, misconduct, incapacity, contract expiry or ordinary dismissal. That classification controls the required procedure and whether a severance or service indemnity is payable in addition to notice, wages and unused leave. |
| Austrian social insurance covering pension, health, unemployment and accident insurance | Austrian social insurance covering pension, health, unemployment and accident insurance is the principal mandatory benefit framework for eligible staff in Austria. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| Work injury protection under Austrian social insurance covering pension, health, unemployment and accident insurance | Work related accidents in Austria are handled under the statutory injury provisions associated with Austrian social insurance covering pension, health, unemployment and accident insurance. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| 可选 | |
| Performance or profit sharing bonus in Austria | A performance or profit sharing bonus in Austria is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Supplementary private medical insurance in Austria | Private medical insurance in Austria should be designed around the gaps left by Austrian social insurance covering pension, health, unemployment and accident insurance. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Meal, commuting and business travel support in Austria | Meal, commuting and business travel support in Austria should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Austria | Housing, relocation and remote work support in Austria is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
奥地利的国家税收名为 Value-Added Tax (VAT) 20%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 0% to 55% | Austria applies 0% to 55% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Membership dues paid to professional organizations, labor unions and similar bodies standard deduction of EUR132 for business-related expenses is granted, unless an employee proves that expenses actually paid are higher. Amounts paid for health, old-age, unemployment and accident insurance are deductible if they are required by law. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Austria, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Austria, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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