What is the process and eligibility criteria for taking bereavement leave in Austria, and how is pay calculated?

In Austria, bereavement leave eligibility and duration are determined by the collective bargaining agreement (CBA). The details are as follows:

• 3 working days for the death of the employee’s spouse, registered partner, life partner (if living in the same household), or a parent.
• 2 working days for the death of the employee’s child.
• 1 working day for the death of the employee’s siblings, parents-in-law, or grandparents.

Eligibility for bereavement leave is immediate for all employees in Austria, and the leave is fully paid by the employer. To apply for bereavement leave, the supported employee must send an email to support@hellopebl.com.

What is the process and eligibility criteria for taking educational leave in Austria, and how is pay calculated?

In Austria, supported employees may request educational leave for a duration of up to 1 year. To be eligible for educational leave, a supported employee must have completed 6 months of employment. However, the granting of this leave is entirely at the discretion of the employer.

During educational leave, salary payments are not made. Instead, eligible employees may receive a training allowance from the Unemployment Fund.

To apply for educational leave, employees need to submit their requests to the HRx Team through our Global Work Platform™ or via email at support@hellopebl.com.

What are the guidelines for emergency leave in Austria, including length, eligibility, application rules, and pay calculation?

In Austria, emergency leave, also known as compassionate leave, is granted under specific circumstances and comes with certain guidelines:

• Eligibility and Length: Employees are entitled to take paid statutory compassionate leave amounting to their regular weekly working hours within one working year (a 12-month period). This leave is applicable for:
• Necessary care of a sick close relative living in the same household.
• Necessary care of a sick child under the age of 12 living in a joint household.
• Accompanying a sick child under the age of 10 years during an inpatient stay in a sanatorium and nursing home.

• Application Rules: Employees are encouraged to inform their manager and Velocity Global Austria as soon as possible about their absence, its reason, and the expected duration, although advance notice may not always be possible. If an employee cannot make the request personally, someone else may do it on their behalf.

• Further Leave Options: If unable to return to work after the compassionate leave period, employees should contact their manager and consider taking annual leave or request unpaid leave, which may be granted at the discretion of the company.

Additionally, employees are entitled to 2 working days of leave when moving houses or establishing their own household as per the collective bargaining agreement (CBA).

What are the guidelines for Jury Service Leave in Austria, including length, eligibility, application rules, and pay calculation?

Employees in Austria are entitled to Jury Service Leave under the following guidelines:

• Length of Leave: Leave is granted for the time necessary for the examination of suitability for a summons to court and for serving as a lay judge.

• Eligibility: Employees are eligible for this leave if they are prevented from performing work due to important personal reasons, through no fault of their own, for a relatively short period. This includes summons to court duties.

• Application Rules: Employees are required to provide reasonable advance notice of their need for Jury Service Leave. They are also expected to return to work upon the completion of their court duties. If requested, employees must provide proof that the event requiring leave has occurred.

• Pay Calculation: During Jury Service Leave, employees are entitled to continued payment. The employer must maintain the employee's compensation for the duration of the leave related to court duties.

What are the length, eligibility criteria, application rules, and pay calculation for marriage leave in Austria?

In Austria, the provisions for marriage leave are as follows:

• Length:
• Employees are entitled to 3 working days of leave for their own marriage or registration of partnership.
• Employees are granted 1 working day of leave to attend the marriage of their children or siblings.

• Eligibility:
• Employees are entitled to a leave of absence with continued payment.

• Application Rules:
• Employees must provide reasonable advance notice of any need for such leave and are expected to return to work following the leave.

• Pay Calculation:
• During marriage leave, employees continue to receive payment according to the usual compensation structure. Specific employment agreements or regulations may specify otherwise.

What are the guidelines for military service leave in Austria including length, eligibility, application rules, and pay calculation?

In Austria, the guidelines for military service leave are as follows:

• Length: Leave due to military service includes the time necessary for the examination of suitability for military service.

• Eligibility: Employees are entitled to a leave of absence with continued payment if they are prevented from performing work due to important reasons relating to their person, through no fault of their own, for a relatively short period of time. This includes military service obligations.

• Application Rules: Employees must provide reasonable advance notice of any need for such leave and are expected to return to work upon completion of the obligation. To be eligible for paid leave, employees are required to prove that the respective events have occurred if demanded by the employer.

• Pay Calculation: During the leave due to military service, the employee continues to receive payment as per the usual compensation structure unless otherwise specified by specific employment agreements or regulations.

How long is unpaid leave in Austria, and what is the process and eligibility criteria for taking it?

In Austria, the duration of unpaid leave is determined by an agreement between the employer and the employee, as there is no legal entitlement to unpaid leave. The terms are established through mutual consent, which suspends the primary obligations of the employment relationship. During unpaid leave, the employee is not required to work, and the employer is not obligated to pay.

Eligibility for unpaid leave relies on the employer’s discretion. Any supported employee wishing to apply for unpaid leave should submit their request by email to support@hellopebl.com for further review.

What types of other leave may an employee be entitled to under their employment agreement in Austria?

In Austria, there is no statutory entitlement to unpaid leave for urgent family matters. Unpaid leave can only be agreed upon between the employer and the employee by mutual consent. During unpaid leave, the employment agreement remains valid, but the main mutual obligations—specifically, the employee's obligation to work and the employer's obligation to pay—are suspended.

Key points regarding unpaid leave include:

• The employee is not entitled to any special payments (13th and 14th payments) during the period of unpaid leave.
• The employee’s annual leave entitlement is reduced if the unpaid leave is agreed upon in the employee's interest.

Social insurance considerations depend on the duration of the unpaid leave as per § 11 Para. 3 lit. a ASVG:

• Unpaid leave of up to 1 month: Compulsory insurance continues despite the suspended entitlement to remuneration. There is no deregistration with the health insurance provider. The contribution base remains the same as the period before the unpaid leave, and the employee must pay the full unemployment insurance, health, accident, and pension insurance contributions, including the employer's share. However, the employer must pay the IESG surcharge, but the Chamber of Labor levy, housing subsidy contribution, and company pension contribution are not payable for the unpaid leave period.
• Unpaid leave longer than 1 month: Compulsory insurance ends at the start of the unpaid leave, necessitating deregistration with the health insurance provider. No contributions are due for this period, resulting in no social security coverage for the employee.