Labor law (AT)
Mandatory salary information in job ads
Also: § 9 GlBG · Salary information · Minimum salary in the job ad
In Austria, according to § 9 of the Equal Treatment Act (GlBG), every job ad must state the collective agreement (Kollektivvertrag), legal, or company minimum salary and — if desired — the willingness to pay more. Omission may lead to administrative penalties.
Key Points
- The legal basis is § 9 paragraph 2 of the Equal Treatment Act (GlBG); the obligation applies to all job ads.
- The collective agreement, legal, or company minimum salary for the specific role must be stated — typically as a gross monthly or annual amount.
- The willingness to pay more may be mentioned additionally, but it is optional.
- The goal is salary transparency and the prevention of wage discrimination.
- Administrative penalties may apply for violations; for first-time offenses, the law initially provides for a warning.
What is the mandatory salary information about?
Since 2011, § 9 of the Equal Treatment Act obliges employers and recruitment agencies to state the minimum salary in every job ad. The gross minimum salary for the specific position, usually as a monthly or annual figure, must be indicated. The requirement aims to establish salary transparency and complicate wage discrimination, particularly between women and men.
The basis is usually the collective agreement minimum salary for the appropriate group. If there is no collective agreement, a legally or company (company agreement) stipulated minimum salary applies.
How to formulate a compliant job ad?
Not sufficient
A job ad with "salary by agreement" without a specific number is not compliant with the GlBG.
Correct
Compliant: “KV minimum salary EUR 3,200 gross/month, overpayment depending on qualifications and experience.”
Mentioning the willingness to pay more is optional but signals negotiation flexibility and appears more attractive. It is important that the stated figure corresponds to the actual role group — deliberately setting a low figure does not fulfill the transparency aim.
What are the consequences of a violation?
If the salary information is missing, the district administration authority can impose an administrative penalty upon notification by the Equal Treatment Advocacy. For a first-time offense, the law initially provides for a warning. Apart from the penalty, reputational damage is significant: non-transparent ads deter especially qualified candidates.
Significance for selection
Salary information is the first fairness test of a process. At voccess, the minimum salary is listed in the ad so candidates have a reliable basis for negotiation from the start.
Frequently Asked Questions
- Must the willingness to pay more be included in the ad?
- No. Only the minimum salary is mandatory. Indicating a willingness to pay more is optional, but often included to signal negotiation flexibility.
- Does the obligation also apply to recruitment agencies and headhunters?
- Yes. The obligation applies to everyone posting a job — including recruitment consultancies and agencies, regardless of the medium used.
- Is "market-conform salary" sufficient?
- No. A specific number is required (gross monthly or annual amount). Vague descriptions like "market-conform" or "by agreement" do not meet § 9 GlBG.
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.