Transparente und vorhersehbare Arbeitsbedingungen: Umsetzung der EU-Richtlinie in Österreich

In dieser Folge des Arbeitsrecht-Podcasts gehen Isabel Firneis und Dorothea Arlt auf die Fragen rund um die Umsetzung der EU-Richtlinie über transparente und vorhersehbare Arbeitsbedingungen in Österreich und die daraus resultierenden Auswirkungen für ArbeitgeberInnen ein (EU-Richtlinie 2019/1152 vom 20.6.2019). Der derzeit vorliegende Gesetzesentwurf sieht Veränderungen in vielen Bereichen vor und wirft eine Reihe von Fragen auf, darunter Inhaltserfordernisse von Dienstzetteln und Dienstverträgen, Rechtsfolgen bei Nichteinhaltung, Recht auf Mehrfachbeschäftigung sowie Aus- und Fortbildung.

Die Aufnahme des Podcasts erfolgte am 6.3.2024. In der Zwischenzeit wurde eine Sitzung des Bundesrates für den 14.3.2024 anberaumt, in der der Gesetzesentwurf behandelt werden soll. Es ist von einem baldigen Inkrafttreten der Gesetzesänderungen, möglicherweise noch im März 2024, auszugehen.

Bei Fragen zu dieser Folge und unserem Wolf Theiss Arbeitsrecht-Podcast wenden Sie sich bitte an arbeitsrecht@wolftheiss.com.

Transparent and Predictable Working Conditions: Implementation of the EU Directive in Austria

Episode Summary

In this episode of our Arbeitsrecht podcast, Isabel Firneis and Dorothea Arlt delve into questions surrounding the implementation of the EU Directive on Transparent and Predictable Working Conditions in Austria (Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019).  and the resulting implications for employers The current draft law provides for changes in many areas and raises a number of questions, including minimum information required in service notes and employment contracts, legal consequences in the event of non-compliance, the right to parallel employment as well as education and training.

The episode was recorded on 6 March 2024. Since the recording, a meeting of the Bundesrat has been scheduled for 14 March 2024, at which the draft law will be addressed. Thus, the legislative changes are expected to come into effect soon, possibly in March 2024.

Minimum information required in employment contracts or service notes

Following the change in the law, newly concluded employment contracts or service notes will need to contain a substantial amount of new information in addition to the information that is already required by the existing national law. Specifically, the minimum information must now also include a brief description of the tasks to be performed, information on remuneration of overtime, conditions for changing shift schedules, the method of payment of the remuneration, the company’s registered office, as well as a reference to the termination procedure to be followed, along with details of the social security institution. Furthermore, this minimum information must also include the duration and conditions of an agreed to probationary period and, if applicable, information on the entitlement to further training provided by the employer.

In cases of non-compliance, the draft law provides for administrative penalties against employers. The amount of the administrative penalty depends on the number of employees affected and on whether the employer has been penalized in the past.

However, as some of the provisions were drafted in an unclear manner (e.g. the reference to the termination procedure to be followed), employers face numerous potential challenges in practice.

Trainings for employees

Pursuant to the draft law, the employer shall bear the costs of training and further education, if these are a prerequisite for the performance of contractually agreed to activities. Moreover, an employee’s participation in such training shall count as working time.

Right to parallel employment

Under the new set of rules, employees shall be entitled to enter into employment relationship(s) with other employer(s), and must not face any disadvantages on the grounds of having another employer. The employer will only be able to demand that the employee refrain from parallel employment in exceptional cases, for example, if the additional employment is not compatible with the provisions of working time law (e.g. maximum working time limits and minimum rest periods) or if it is detrimental to the existing employment relationship.

The effects of this right on multiple employment are partially unclear and questions will arise in practice. For example, the correlation with existing regulations on secondary employment under the Salaried Employees Act.

Prohibition of adverse treatment and the right to a written justification

The draft law provides for a prohibition of adverse treatment including protection against dismissal in relation to the aforementioned rights. In addition, the implementation of the EU Directive will lead to a need for employers to justify dismissals in writing in certain cases, if this is requested by the employee.

If you have any questions about this episode and our Wolf Theiss employment law podcast, please contact arbeitsrecht@wolftheiss.com.