Labor Law
What does a fixed-term employment contract in Austria include? Rights and obligations
- Employment contract
- Termination
- Maternity protection
A fixed-term employment contract in Austria ends automatically at the agreed time and generally provides the same rights as a permanent contract, including continued pay and vacation entitlement.
Definition and termination of a fixed-term employment contract
A fixed-term employment contract in Austria is concluded for a predetermined duration or until a specific event occurs. Such contracts end automatically upon reaching the end date, without the need for termination.
Rights and obligations of fixed-term employees
Fixed-term employees in Austria have the same rights and obligations as permanent employees, including entitlement to continued pay in case of illness, vacation entitlement, and social security coverage.
There is also entitlement to special payments and a pro-rata vacation entitlement. Unused vacation days must be paid out at the end of employment.
Conditions and specifics for contract terminations
Early termination of a fixed-term contract is only possible if expressly agreed in the contract. Otherwise, the contract ends automatically with the term.
Grounds for dismissal or resignation, as well as a mutual agreement, also allow for early contract termination.
Regulations for consecutive contracts and maternity protection
If a fixed-term employment contract is extended multiple times without objective justification, it may be considered permanent.
For expectant mothers, the term is extended until the start of the employment ban, unless there are objectively justified reasons not to extend the contract.
Frequently Asked Questions
A fixed-term employment contract ends automatically at the established end date or upon reaching the defined event.
Fixed-term employees generally have the same rights as permanent employees, including continued pay and vacation entitlement.
Yes, this is possible if agreed in the contract, or in the presence of grounds for dismissal and resignation, as well as through mutual agreement.
Without objective justification, repeatedly extended fixed-term contracts could be considered permanent.
This post was AI-assisted and editorially reviewed.
Sources
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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