Job Change: Right Timing, Notice Periods, and a Clean Departure

How do I know when a change is right?

The most reliable distinction is between a situation and an event. A conflict, disappointing feedback, or a stressful month are events – they pass. A change is worthwhile when a situation remains stable for months and you have already unsuccessfully tried to change it internally.

• You have not learned anything new in your field for over a year, and no change is in sight.
• Your responsibilities have significantly increased, but your role and salary have not – despite discussed expectations.
• The values conflict concerns how work is done, not individual people.
• The strain is permanent, not project-based, and affects your health or private life.
• The company is developing in a direction that makes your position redundant in the medium term.

What notice periods apply in Austria?

The legal regulations for employees are found in the Angestelltengesetz. What matters is the direction: different periods apply for termination by you compared to termination by the company.

• Termination by you (employee): generally one month to the end of the month (§ 20 Para 4 Angestelltengesetz).
• Termination by the company: six weeks, increasing with the duration of employment to up to five months (§ 20 Para 2).
• Probation period: for employees a maximum of one month, during which the employment can be terminated by either side at any time without notice or justification (§ 19 Para 2).
• For workers and certain industries, different regulations often apply, directly in the collective agreement (Kollektivvertrag).

A mutual agreement to terminate is always possible if both sides agree – this is the usual route if you wish to change earlier than the period allows. It should always be documented in writing.

How do I resign professionally?

1. 01

   Sign first, then resign

   Never resign before you have signed the new employment contract. An oral promise is not a guarantee, and a change can fall through until the very end.

2. 02

   Inform your manager first

   Personally and before everyone else. Most supervisors disapprove of hearing about it through the grapevine – and you’ll need a reference later.

3. 03

   Submit in writing

   The termination should be demonstrably delivered. A short, factual letter with the date of your last working day is sufficient; you do not need to provide reasons.

4. 04

   Proactively offer handover

   An orderly handover with documented status is the most effective contribution to a good reference and a reliable recommendation.

5. 05

   Stay professional, even in the exit interview

   Criticism should be specific and constructive. Venting during the exit interview achieves nothing and spreads quickly in industries with small networks.

What is included in the employment certificate?

Here, Austria significantly differs from Germany. The Austrian employment certificate is a simple document: it confirms the nature and duration of the activity. It does not include performance evaluations – the coded evaluation formulas common in Germany are not used here.

• You are entitled to an employment certificate upon termination of employment.
• It must not contain any wording that would hinder your professional advancement.
• Reasons for termination are only included if you explicitly request them.
• If you want a performance review, also ask for a reference or a recommendation letter – it is voluntary but usually easy to obtain with a good departure.