Salary
Salary Negotiation in Austria: Collective Agreement, Room for Negotiation, and Phrasing
- Collective agreement
- Overpayment
- Salary Increase
- 14 Salaries
In Austria, the collective agreement (Kollektivvertrag) sets the lower limit: The collective agreement minimum salary must already be included in the job ad according to the Equal Treatment Act. Therefore, negotiations are not about the salary itself, but about the amount above this minimum and additional points like training budgets, working hours, or company cars, which are often more easily granted than a higher base salary.
What role does the collective agreement play?
The collective agreement is Austria's unique feature influencing every salary negotiation. It is negotiated between interest groups for entire industries and sets minimum salaries, usually tiered by employment group and years of service. Almost all employment relationships in Austria are covered by such an agreement.
The minimum salary is stated in the ad
Since 2011, job ads in Austria must state the collective agreement minimum salary for the advertised position (Equal Treatment Act, § 9). The often-added phrase "Willingness to overpay" is the real indication: It signals negotiable terms above this value. If missing, it doesn’t automatically mean there's no room—the range is usually narrower.
This gives you a clear starting point: You know the lower limit before the first discussion. Your task in negotiation is to justify the gap from this lower limit—not to defend a number out of thin air.
How do I determine my target figure?
Determine collective agreement minimum
Listed in the ad. Additionally verify the classification: Employment group and credited prior service times often make a difference of several hundred euros per month and are regularly underestimated.
Establish market levels
Compare several sources: current ads for comparable roles in the same region, the salary calculator from the Chamber of Labor, and if available, insights from your network. Single figures from salary portals are not very reliable on their own.
Define three figures
Desired salary, realistic target, and lower limit below which you decline. Without the third number, you negotiate without a floor.
Gather evidence
For each justification, provide a concrete example: scope of responsibility, special expertise, certifications, project results. The phrase "I need more" is not an argument—"I bring X, which saves you Y" is.
Gross, months, additional costs
In Austria, the gross monthly salary based on 14 payments is usually negotiated (holiday and Christmas bonuses are provided for in most collective agreements). Clarify early whether a stated annual number implies 12 or 14 salaries—the difference is about 17 percent.
When should I talk about money?
The best time is when the company already wants you but nothing has been signed yet. Practically, this means not on the first contact, but when the professional suitability is determined—often at the end of the first or in the second interview.
Decided too early
Mentioning a specific figure too soon on first contact before the scope of duties has been discussed—and thereby capping yourself.
Set framework, defer details
"Based on the listing, my expectation is between X and Y gross over 14 salaries. Once I know the duties better, I can specify further."
In a salary increase within the existing employment relationship, a different logic applies: Request your own meeting with the topic in the title. Bringing it up casually or in an annual review, where the budget is often already allocated, reduces impact.
How do I conduct the conversation?
- State your number first if you know the market well – the initial figure sets the framework for everything else.
- Justify with performance and responsibility, never with personal expenses. Rent and living costs are not valid arguments with the employer.
- Hold the pause after stating your number. Anyone who immediately follows up is negotiating against themselves.
- If there’s a 'no' to the base salary, continue negotiating the overall package instead of ending the discussion.
- Get the result in writing before agreeing – verbal promises of bonuses and raises are difficult to prove later.
If there is truly no room for maneuver with the base salary, these points are usually more negotiable since they come from different budgets:
- Training budget and allocated working hours for it
- Additional vacation days or a reduction in weekly hours with the same salary
- Home office arrangements and flexitime framework
- Company car, job ticket, or public transport subsidy
- A salary review scheduled for a specified time, such as after six months
- Additional benefits like company pension plan or meal allowance
The scheduled renegotiation
If the budget is really maxed out currently, a review scheduled in writing for six months later—with criteria agreed upon in advance—is often the most valuable concession. Without criteria and a date, it's merely a postponement.
Which mistakes cost the most money?
- Not checking your classification in the collective agreement (Kollektivvertrag) and giving away previous experience.
- Stating a figure without knowing whether 12 or 14 salaries are meant.
- Arguing with current salary instead of market value – if you were underpaid, you're just continuing the trend.
- Accepting an offer immediately over the phone. One to two days' consideration is standard and expected.
- Threatening with another offer that doesn't exist. If it's checked, trust is lost.
Frequently Asked Questions
Yes. In Austria, stating the collectively agreed minimum salary for the advertised position is mandatory (§ 9 Equal Treatment Act). If it’s missing, it’s a violation—and practically also a hint of an unprofessional application process.
This strongly depends on the industry, region, and scarcity of the profile and cannot be generalized. More reliable than any rule of thumb is comparing several current ads for similar roles in the same region.
You don’t have to. If you currently earn below market level, it's wiser to focus on the new role's expectations: “My current salary reflects a different set of tasks. For this position, my expectation is …”
A significantly expanded area of responsibility, completion of a major project, completed further training, or the end of an agreed review period are sensible. Periods immediately after poor business results or during a cost-cutting program are unfavourable.
Ask about the specific criteria: What would need to be fulfilled in order for it to be possible in six months? Record the answer in writing. If it remains vague and the pattern repeats, it’s a factual reason for a change.
This article provides an overview to the best of our knowledge (as of July 2026) and does not replace legal advice. Binding information on labor law and collective agreements is provided by the Chamber of Labor and the relevant union.
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In our job search, you’ll find current positions across Austria – including the minimum salary according to the collective agreement (Kollektivvertrag), as it should be.