Salary & contract
All-in contract
Also: All-in · Flat rate salary · Overtime allowance
An all-in contract agrees on a total salary that covers the base salary and all additional hours and overtime as a flat rate. It is permissible in Austria only if the total compensation covers the collective agreement (Kollektivvertrag) minimum salary, including actual overtime worked (annual coverage check).
Key Points
- The total compensation covers the base salary plus all additional hours and overtime as a flat rate—without separate billing per hour.
- A base salary (based on the collective agreement) must be specified; this determines bonuses and entitlements, such as special payments.
- Once a year, a coverage calculation must check whether the flat rate truly compensates for the overtime worked.
- If the flat rate does not cover overtime, there is a back payment claim (roll-up).
- An all-in is not a free pass for unlimited working hours—working time and rest limits remain unchanged.
How does an all-in contract work?
An all-in contract involves agreeing on a single total salary that includes not just the base salary but also overtime, additional work, bonuses, and often travel times. For employees, this means predictability, and for employers, less administrative hassle. The downside of this simplicity: those who work a lot of overtime earn less per hour since additional work is already included in the lump sum.
The internal structure of the salary is important. Even with an all-in, a base salary must be identifiable, as this forms the basis for entitlements such as the 13th and 14th salary, bonuses, or sick pay calculations. If no base salary is specified, an appropriate (industry and area-standard) base salary is assumed in case of disputes.
- Base salary: at least the KV minimum salary for the applicable employment group.
- Lump sum: applies to additional/overtime hours and usually bonuses within the agreed framework.
- Coverage check: annual comparison of the lump sum and actual additional work performed.
What is the annual coverage check?
The coverage check (also known as coverage calculation) is the heart of every all-in contract. Once a year, it compares the total salary paid to what the person is entitled to according to the collective agreement (KV) and recorded working hours — that is, KV base salary plus all overtime worked including bonuses. If the comparison shows a shortfall, the employer must pay the difference.
Record working hours
Despite the lump sum, actual working hours must be recorded — the obligation to keep records does not disappear with an all-in.
Calculate expected salary
Add the KV base salary to the overtime worked including respective bonuses.
Compare with the lump sum
If the paid all-in salary falls short, there is a claim for back pay for the audited period.
Recording protects both parties
Without recording working hours, coverage cannot be demonstrated. Accurate recording is thus the best protection against future disputes over the lump sum amount.
What should you pay attention to in an all-in contract?
A high all-in salary sounds attractive, but per hour it can be worth less than a lower salary with separate payment for overtime. What matters is the realistically expected additional work: those who do little overtime benefit; those who regularly work a lot more should calculate carefully.
Risky
A lump sum all-in salary without specified base salary and without agreed coverage check—actual additional work remains invisible.
Clear
All-in with clearly specified KV base salary, defined overtime framework, and annual coverage check including back pay in case of a shortfall.
- Estimate expected overtime per month and compare with the lump sum.
- Insist on a specified base salary — it is the basis for special payments and bonuses.
- Clarify what times the lump sum covers (overtime only or also travel/on-call time).
What are the limitations of labor law?
An all-in contract does not override the working hours law. Maximum working hours, rest breaks, and rest periods still apply, and overtime remains overtime — the lump sum only determines how it is paid, not whether it is permissible. The right to record working hours and the limits on weekly maximum working hours remain unaffected.
voccess notice
In consultancy, it is worthwhile to transparently break down the all-in amount into base salary and overtime portions. This creates a fair negotiating basis and prevents later back pay discussions.
Frequently Asked Questions
- Is an all-in contract allowed in Austria?
- Yes. All-in contracts are permissible as long as the total salary covers the KV minimum salary including the actual additional work. Compliance is ensured through the annual coverage check.
- Can I demand additional pay for overtime despite an all-in contract?
- If the coverage calculation shows that the lump sum does not cover the overtime worked, there is a claim for back pay. Usually, this requires recording the actual working hours.
- Does an all-in contract need a base salary?
- A specified base salary is strongly recommended, as special payments and bonuses are based on it. If missing, an area and industry-standard base salary is used in case of dispute.
Note: This entry provides an overview to the best of our knowledge (as of: July 2026) and does not replace legal advice. Binding information is provided by the Chamber of Labour and the relevant trade union.