10 Best Employer of Record (EOR) in Austria [2026]

Austria is a stable, innovation-driven economy with a GDP exceeding USD 500 billion (2025) and a workforce of approximately 4.6 million highly skilled professionals in engineering, IT, finance, life sciences, and clean energy. Its 74.1% employment rate and strict labor compliance environment are pushing foreign companies toward EOR as a practical path to entity-free hiring. This guide compares the top 10 EOR providers based on pricing, CBA compliance capability, support quality, and verified user reviews from G2 and Capterra. Use it to find the right partner for your Austria hiring needs. 

A Quick Comparison: Top 10 EOR Providers in Austria [2026]

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What is an Employer of Record (EOR) in Austria?

An Employer of Record in Austria is a licensed third-party legal employer that manages compliance with Austrian labor laws, sector-specific collective bargaining agreements (CBAs), social security obligations, and severance fund requirements on behalf of a client company. The EOR uses its existing Austrian legal entity to manage all employment relations, payroll, tax withholding, and statutory filings without requiring the client to establish a local GmbH or AG. 

Common reasons companies use an EOR in Austria: 

• Hire engineering, IT, finance, or life sciences talent in Austria without GmbH incorporation timelines of 6 to 10 weeks 

• Manage employer social contributions of approximately 21% and CBA-aligned payroll without in-house Austrian labor law expertise 

• Access the 4.6 million Austrian workforce in 2 to 5 days instead of months 

• Ensure compliance with 800+ sector-specific CBAs covering approximately 98% of the Austrian workforce 

• Test the Austrian market with a small team before committing to a permanent local entity 

Key Features of an Austria EOR :

• Employer social contribution management: pension 12.55%, health 3.78%, unemployment 2.95%, accident 1.1%, and severance fund 1.53%, applied against the 2026 maximum monthly contribution base of EUR 6,930 

• CBA identification and compliance for each hire across 800+ Austrian CBAs, covering sector-specific salary floors, overtime premiums, and 13th and 14th month salary obligations 

• Abfertigung Neu severance fund contribution tracking at 1.53% of monthly gross salary with monthly remittances to the employee's severance account 

• Monthly payroll processing in EUR with progressive income tax withholding (up to 55%), payslip issuance in German and English, and Finanzamt filings by the 15th of each month 

• Employment contracts drafted in German and English, aligned with the Austrian Employment Act, applicable CBA, and EU labor directives

Top 10 Employer of Record (EOR) Providers in Austria

The providers below are ordered by best fit for different use cases, from cost-accessible options for startups and SMBs to enterprise-grade platforms for large multi-country operations. Each entry covers Austria-specific strengths, pricing, and tradeoffs.

1. Gloroots

Gloroots is a global hiring and employment platform covering 150+ countries, suited for startups and SMBs that need affordable, transparent EOR options with strong compliance support for Austrian operations. It enables companies to hire in Austria in 2 to 5 days without establishing a local entity. 

In Austria, Gloroots manages compliant employment contracts, monthly payroll including 13th and 14th salary payments under applicable CBAs, employer social security contributions of approximately 21%, and Abfertigung Neu severance fund accruals at 1.53%. Finance teams get detailed invoice breakdowns covering every statutory obligation. 

Gloroots differentiates through fixed transparent pricing at approximately $199 per employee per month with no hidden costs, combined with employer of record software built for CBA tracking and severance fund compliance, contrasting with the opaque custom quotes relied upon by most established EOR providers at this price point. 

Key Services 

• CBA identification and payroll compliance for each Austrian hire, covering sector-specific salary floors, overtime premiums, and 13th and 14th month salary obligations built into the platform from day one 

• Employer social contribution management at current 2026 rates (pension 12.55%, health 3.78%, unemployment 2.95%, accident 1.1%) against the EUR 6,930 maximum monthly contribution base, with audit-ready remittance records 

• Abfertigung Neu severance fund accrual tracking at 1.53% of monthly gross salary, with monthly contributions managed without requiring manual adjustment from your Finance team 

• Employment contracts drafted in German and English, aligned with the Austrian Employment Act and applicable sector CBA, with probation periods, notice obligations, and dismissal protections correctly applied 

Pros 

• Fixed pricing at approximately $199 per employee per month sits well below providers charging $599 or more for Austrian EOR services 

• Transparent fee structure with no hidden costs gives Finance teams reliable Austria employment cost forecasting from initial engagement 

• Strong platform for contracts, payroll, and CBA compliance reduces administrative overhead for lean HR teams managing Austrian employment 

Cons 

• Less brand recognition than established providers like Deel or Remote may require additional internal stakeholder education during procurement 

• Limited Austria-specific public reviews make it more difficult to benchmark local service quality at the evaluation stage 

Customer Review 

Verified, G2, October 30, 2025 (4.9/5) 

"Gloroots' payment system is refreshingly transparent. Every transaction is processed quickly and accurately, and their fee structure is crystal clear with no hidden costs or last-minute deductions. We finally have predictable billing and total visibility into every charge, which has made financial planning so much easier." 

Ankur A., Founder's Office, Small Business (50 or fewer employees) 

Source: G2 — Gloroots Reviews 

"Gloroots has been effective in helping us confidently build a team outside our registered entity locations." — Fiona Fahy, Personal Assistant to the CEO, Mixam 

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What our clients are saying

"Gloroots has been exceptional so far, allowing us to make seamless transactions with our contractors with minimal effort on their end."

Prabhav Varambally

VP, Customer Enablement at AssetMantle

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2. RemoFirst

RemoFirst is a cost-focused EOR covering 180+ countries, suited for startups and SMBs seeking low-cost Austrian employment with transparent pricing and a self-service platform. It holds a 4.5/5 rating on G2 across 345 reviews. 

In Austria, RemoFirst enables companies to manage payroll including holiday and bonus processing, social security contributions, and employment contracts through a self-service dashboard. Multi-currency funding across five currencies supports EUR payroll for Austrian employees without additional FX complexity. 

RemoFirst differentiates through $199 per employee monthly pricing with no minimum seat requirements and background screening included at no extra cost. Note that G2 and Capterra reviewers have flagged occasional payroll reliability issues and contract template errors, so verify current Austria service quality directly before committing. 

Key Services 

• Payroll automation covering holidays, bonuses, and overtime processing including 13th and 14th salary obligations under applicable Austrian CBAs 

• Multi-currency funding across five currencies, supporting companies billing in USD while paying Austrian employees in EUR without additional FX complexity 

• Background screening included in the base fee at no extra cost, reducing additional vendor costs for companies managing Austrian employment compliance 

• 24/5 dedicated account manager support giving HR teams direct access to Austria compliance guidance 

Pros 

• Low pricing at $199 per employee per month with flexible contract terms gives a cost-accessible Austria EOR entry point 

• Background screening included in the base fee reduces additional vendor costs 

• Aggregated invoicing option simplifies Finance reporting for multiple Austrian employees 

Co4ns 

• Payroll reliability issues and contract template errors reported by G2 and Capterra reviewers, with manual verification recommended 

• Support available 24/5 rather than 24/7, meaning weekend compliance queries may experience delays 

• Less enterprise-focused than providers like G-P, limiting suitability for large organizations with complex Austrian CBA requirements 

Customer Review 

Verified, G2 (4.5/5) 

"I really like that RemoFirst is very responsive. They are quick to help and knowledgeable, which makes things easier for me. Also, the initial setup was very easy." 

Source: G2 — RemoFirst Reviews 

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3. Hire with Columbus

Hire with Columbus is a value-positioned EOR covering 185+ countries, suited for cost-conscious companies that need the lowest available starting price and fast Austrian employment activation. It launched in 2025 and holds a 5.0 rating on G2, though with limited review volume given its recent launch. 

In Austria, Hire with Columbus enables companies to achieve full compliance with Austrian labor law within one to three days, managing payroll, statutory contributions, and CBA-aligned employment contracts from activation. 

Hire with Columbus differentiates through its $179 per employee monthly starting price, the lowest in this comparison, combined with 24/7 support and personal account managers. As a recently launched provider, companies should verify Austria-specific compliance depth directly before committing for complex CBA or severance scenarios. 

Key Services 

• One to three day onboarding timeline giving companies the fastest available path to compliant Austrian employment activation among reviewed providers 

• 24/7 support with personal account managers giving HR teams direct Austria compliance guidance at any time 

• Transparent flat pricing at $179 per employee per month giving Finance teams full cost visibility before Austrian employment begins 

• Full Austrian labor law compliance management covering social contributions, CBA-aligned contracts, severance fund obligations, and monthly statutory filing requirements 

Pros 

• Lowest starting price at $179 per employee per month, the most cost-accessible EOR option for Austrian employment in this comparison 

• 24/7 support availability differentiates it from RemoFirst's 24/5 coverage for urgent weekend compliance questions 

• Coverage across 185+ countries provides consistent employment management for Austria within a multi-country expansion platform 

Cons 

• Limited depth of independent public reviews compared with larger brands makes satisfaction benchmarking difficult at the evaluation stage 

• Recently launched in 2025, meaning long-term reliability data for complex Austrian CBA compliance is not yet established 

• Austria-specific SLA details require direct engagement before evaluating against more established providers 

Customer Review 

Verified, G2 (5.0/5) 

"Cheapest EOR service I have found so far, but the service quality is still great." 

Source: G2 — Hire with Columbus Reviews 

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4. Multiplier

Multiplier is a Singapore-based EOR covering 150+ countries, suited for mid-market companies that need a modern platform experience with fast onboarding for Austrian employment operations. Rated 4.7/5 on G2 across 1,412 reviews. 

In Austria, Multiplier manages compliant employment through a modern payroll compliance automation platform designed for distributed teams across European markets. 

Multiplier differentiates through its emphasis on onboarding speed and modern user experience, contrasting with the legacy processes associated with older enterprise EOR platforms. Its HRIS integrations with BambooHR, Workday, and Personio suit mid-market teams already operating within established HR tool ecosystems. 

Key Services 

• Payroll compliance automation managing Austrian statutory deductions, social contributions including the 1.53% severance fund, and monthly filing requirements within a centralized platform 

• Fast onboarding reducing time-to-productivity for Austria-based hires, allowing mid-market companies to activate employment without extended compliance setup delays 

• CBA-aligned employment contract generation for Austrian hires covering sector-specific salary floors, overtime premiums, and 13th and 14th month salary obligations 

• HRIS integrations with BambooHR, Workday, and Personio for automated data synchronization across existing HR tool ecosystems 

Pros 

• Modern platform UX and fast onboarding suit mid-market companies scaling Austrian employment without enterprise procurement complexity 

• Rated 4.7/5 on G2 across 1,412 reviews, providing strong evidence of consistent user satisfaction 

• Transparent pricing at $400 per employee per month with no hidden fees for statutory filings 

Cons 

• Pricing at $400 per employee per month is above cost-competitive budget options and may not suit early-stage companies making their first Austrian hire 

• Support quality can vary for highly specific CBA edge cases outside standard payroll questions 

• Less suited for enterprise organizations needing advanced analytics or complex multi-entity compliance governance 

Customer Review 

Verified, G2 (4.7/5) 

"Multiplier has made hiring internationally extremely simple for our organization. Thanks to its localized approach ensuring compliance, this EOR solution acts as a reliable partner for companies seeking to scale internationally with ease." 

Source: G2 — Multiplier Reviews 

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5. Rippling

Rippling is a combined EOR and HRIS platform, suited for companies that need payroll, HR administration, and IT management integrated into a single scalable system for Austrian operations. It holds a 4.8/5 rating on G2 across 11,348+ reviews. 

In Austria, Rippling enables companies to manage employment, payroll, and HRIS operations through a unified platform with a three-day setup for Austrian employment activation. 

Rippling differentiates through its integrated HR and IT model, combining EOR capabilities with device management and HR administration in a single connected system. This is the strongest platform in this comparison for companies where Austrian employee onboarding triggers both payroll and IT provisioning simultaneously. 

Key Services 

• HRIS and EOR combination connecting Austrian payroll, employment contracts, and device provisioning in one platform, reducing vendor fragmentation for lean HR teams 

• Three-day setup timeline giving companies fast Austrian employment activation without extended compliance configuration 

• Austrian payroll automation with social contribution management, progressive income tax withholding (up to 55%), and monthly Finanzamt filing compliance 

• Platform-wide reporting giving Finance and HR teams consolidated visibility into Austrian employment costs, headcount, and compliance status 

Pros 

• Strongest G2 rating in this comparison at 4.8/5 across 11,348 reviews, indicating consistent platform reliability at scale 

• Integrated HR and IT eliminates the need for a separate device management vendor for Austrian hires 

• Robust integrations reduce operational overhead for companies managing Austrian employment within existing HR and finance tool ecosystems 

Cons 

• Pricing at $450 per employee per month is above mid-range options and may not suit growth-stage companies with straightforward Austrian hiring 

• EOR module covers a limited number of countries compared to Deel or Remote — confirm Austria EOR depth directly before committing 

• Complex interface requires significant onboarding investment, particularly for smaller HR teams 

Customer Review 

Verified, G2 (4.8/5) 

"Rippling lets you onboard a new hire and have their laptop provisioned and software access ready on day one. No separate IT ticket needed as it all flows from the HR action." 

Source: G2 — Rippling Reviews 

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6. Remote

Remote is a remote-first EOR covering 185+ countries, suited for distributed companies that need broad European coverage, equity management, and compliant Austrian employment. It holds a 4.5/5 rating on G2 across 3,846 reviews. 

In Austria, Remote enables companies to manage payroll, compliance, equity options, and employment contracts through a platform built for remote-first workforce operations. The three-day onboarding timeline covers CBA-aligned contracts and social contribution enrollment. 

Remote differentiates through its equity management capabilities and remote-first platform design. It is the strongest choice in this comparison for companies where Austrian employees need equity grant administration alongside compliant employment. 

Key Services 

• Equity management support enabling companies to administer stock options and equity grants for Austrian employees within the Remote platform 

• Full Austrian compliance management covering social contributions at current rates, CBA-aligned contracts, 13th and 14th salary processing, and monthly statutory filing requirements 

• Three-day onboarding timeline for Austrian employment activation with employment contracts and social security enrollment handled end to end 

• Coverage across 185+ countries giving consistent employment management for Austria within a platform built for broad European and global operations 

Pros 

• Equity management capability is a meaningful differentiator for tech companies granting options to Austrian engineers and product talent 

• Broad 185+ country coverage provides consistent employment management for Austria within a multi-country European expansion program 

• Rated 4.5/5 on G2 across 3,846 reviews, reflecting consistent platform performance 

Cons 

• Premium pricing at $699 per employee per month places Remote at the higher end of the Austrian EOR market for growth-stage companies 

• Business hours support only in some regions, which may limit responsiveness for urgent Austrian compliance queries in non-European time zones 

• Platform complexity may exceed requirements for companies with straightforward single-country Austrian hiring needs 

Customer Review 

Verified, G2 (4.5/5) 

"It's fast and easy to add a new hire, and we know that Remote will take care of the rest. Their support team is also exceptional, with pretty fast email responses as well as live chat." 

Source: G2 — Remote Reviews 

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7. Deel.

Deel is a full-stack global HR platform covering 150+ countries, suited for companies that need contractor management, HRIS integrations, and full-time EOR support for Austrian operations. It holds a 4.8/5 rating on G2 across 8,800+ reviews. 

In Austria, Deel enables companies to manage compliant employment and contractor arrangements through an integrated platform with 24/7 chat support and multi-currency payroll across 23 currencies. CBA compliance, social contribution management, and 13th and 14th salary obligations are handled within the platform. 

Deel differentiates through its advanced integration ecosystem, unified contractor and full-time employee management model, and equipment shipping capabilities for Austrian-based hires. 

Key Services 

• 24/7 chat support giving HR teams direct access to Austria compliance guidance at any time without relying on scheduled account management or ticket queues 

• Multi-currency payroll across 23 currencies, accommodating companies managing Austrian EUR payroll alongside international operations in other currency environments 

• Contractor and full-time employee management on one platform giving companies flexibility as Austrian workforce structures evolve from project engagements to direct employment 

• Equipment shipping capability allowing companies to provision Austrian employees with hardware through the Deel platform without managing separate logistics vendors 

Pros 

• Feature-rich platform combining EOR, contractor management, equipment shipping, and 24/7 support gives a comprehensive Austrian employment model 

• Rated 4.8/5 on G2 across 8,800+ reviews, the strongest review volume in this comparison 

• Advanced integrations with existing HRIS and finance tools reduce manual data transfer for Austrian payroll operations 

Cons 

• Pricing at $599 per month (standard) and $899 per month (enterprise) places Deel at the premium end for startups or SMBs with budget constraints 

• Possible termination fees add cost uncertainty for companies that may need to end Austrian employment contracts, requiring careful upfront review 

• Platform complexity requires dedicated onboarding time to use fully, particularly for smaller HR teams 

Customer Review 

Verified, Capterra (4.8/5) 

"Deel makes global hiring and payroll extremely simple. I really like how intuitive the platform is, especially for managing contracts and compliance in different countries. Payments are fast, automated, and transparent." 

Source: Capterra — Deel Reviews 

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8. G-P (Globalization Partners)

G-P is an enterprise-focused EOR covering 180+ countries, suited for large organizations that need established compliance processes and broad global coverage for Austrian employment within a multi-region strategy. 

In Austria, G-P enables enterprises to manage compliant employment through established processes covering Austrian social security, CBA obligations, severance requirements, and statutory filings. The platform is designed for governance-heavy organizations with formal procurement requirements. 

G-P differentiates through its enterprise-grade compliance infrastructure and consistent analyst recognition for large-organization use cases. It is best suited for enterprises where Austrian hiring is one part of a large, governance-heavy multi-country program. 

Key Services 

• Partner network across 180+ countries supporting Austrian employment execution with established local compliance processes for social contributions and CBA management 

• Enterprise-grade compliance infrastructure covering Austrian employer social contributions of approximately 21%, Abfertigung Neu severance fund obligations, and sector-specific CBA requirements 

• Structured governance and audit-ready compliance documentation for Austrian employment operations, suited for large organizations with formal reporting requirements 

• Employment contract management covering Austrian statutory requirements including probation periods, notice obligations, and dismissal protections 

Pros 

• Coverage across 180+ countries makes G-P suited for enterprises managing Austrian employment alongside a large number of simultaneous international operations 

• Established compliance infrastructure provides large organizations with structured governance for Austrian employment within a formal multi-country framework 

• Consistent recognition in enterprise EOR analyst lists for global coverage and compliance depth 

Cons 

• Pricing is not publicly disclosed, requiring direct engagement before comparing G-P's cost against fixed-price EOR alternatives for Austrian operations 

• Estimated pricing at approximately $699 per employee per month places G-P at the premium end without transparent published rates 

• Less suitable for startups or SMBs that need straightforward, affordable Austrian employment without enterprise procurement processes 

Customer Review 

Verified, G2 

"G-P's platform is straightforward to use once onboarded, and their compliance support team has been responsive for our Austrian and broader European hires. The enterprise tooling gives our legal team the documentation they need." 

Source: G2 — G-P Reviews 

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9. Oyster HR

Oyster HR is a B Corp-certified EOR covering 180+ countries, suited for companies that prioritize automated compliance tracking, fast onboarding, and an ethical employment model for Austrian operations. It holds a 4.4/5 rating on G2 across 1,450 reviews. 

In Austria, Oyster HR enables companies to manage compliant employment, benefits standardization, and statutory filings through an automated compliance platform. Its AI compliance tool Pearl monitors regulatory changes including CBA updates and social contribution rate adjustments. 

Oyster HR differentiates through its 48-hour onboarding capability, B-Corp certification for values-aligned procurement, and self-service portal that gives HR teams direct control over Austrian employment without constant account manager involvement. 

Key Services 

• 48-hour onboarding capability giving companies one of the fastest Austrian employment activation timelines in this comparison 

• AI compliance tool Pearl monitors Austrian regulatory changes including CBA updates and social contribution rate adjustments, reducing manual monitoring overhead 

• Benefits standardization gives Austrian employees consistent coverage across statutory and optional benefits within a centralized platform framework 

• Self-service portal giving HR teams direct control over Austrian employment contracts, payroll, and compliance documentation 

Pros 

• 48-hour onboarding is among the fastest Austrian employment activation timelines in this comparison 

• B Corp certification meets values-aligned procurement requirements for companies with ESG or ethical sourcing standards 

• Compliance automation reduces manual monitoring for Austrian CBA updates and regulatory changes 

Cons 

• Pricing at $699 per month (or $599 on annual contract) places Oyster at the premium end for companies with small Austrian headcounts 

• Mix of owned entities and partner networks in some markets can create service inconsistency, though Austria coverage should be confirmed directly 

• Limited advanced analytics may not meet reporting requirements of enterprises with complex Austrian workforce governance needs 

Customer Review 

Verified, G2 (4.4/5) 

"The support team is very responsive. We were able to hire compliantly quickly without dealing with complex government filing coordination." 

Source: G2 — Oyster HR Reviews 

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10. Papaya Global

Papaya Global is a payroll-centric EOR covering 160+ countries, suited for enterprises that need AI-driven payroll automation and advanced analytics for complex Austrian and international workforce operations. It holds a 4.5/5 rating on G2 across 53 reviews, though Trustpilot shows a more mixed 3.3/5 with complaints about slow support during payroll processing cycles. 

In Austria, Papaya Global enables enterprises to manage compliant payroll, statutory contributions, and employment contracts through an AI-driven platform focused on automation and workforce analytics. 

Papaya Global differentiates through its AI-driven payroll engine and advanced analytics capabilities, which are strongest in this comparison for enterprises running Austrian employment alongside large multi-country headcounts. 

Key Services 

• AI-driven payroll automation reducing manual processing overhead for Austrian statutory deductions, social contributions, and 13th and 14th salary management at enterprise scale 

• Advanced analytics giving Finance and HR teams detailed visibility into Austrian employment costs, payroll trends, and workforce data within a centralized reporting framework 

• EOR, direct payroll, and contractor management in one platform with no switching between separate tools for different worker types 

• Integrations with Workday, SAP, Oracle, and major ERP systems for enterprise data synchronization 

Pros 

• AI-driven payroll automation reduces manual processing overhead for enterprises managing Austrian statutory deductions and CBA-driven payroll complexity 

• Advanced analytics provide Finance teams with Austrian employment cost visibility beyond standard EOR dashboards 

• Consolidated invoicing across all countries reduces reconciliation overhead for enterprise Finance teams 

Cons 

• Trustpilot 3.3/5 with recurring complaints about slow support during payroll processing periods 

• Partner-reliant model means compliance execution may rely on third-party partners rather than direct entity ownership in Austria, which may affect governance accountability 

• Steep learning curve for teams new to global payroll; dense platform orientation required before full utilization 

Customer Review 

Verified, G2 (4.5/5) 

"Papaya platform is very user-friendly, especially for accessing all our payroll inputs, outputs and workers' documents. It is also incredibly helpful for obtaining monthly invoices and detailed cost breakdowns directly through the platform." 

Source: G2 — Papaya Global Reviews 

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What Are the Benefits of Hiring Employees from Austria 

1. Access to a Highly Skilled, Multilingual Talent Pool 

Austria's workforce of 4.6 million includes world-class engineers, software developers, finance professionals, and life sciences researchers. Vienna, Graz, Linz, and Innsbruck each have specialized talent hubs. Many Austrian professionals are fluent in English alongside German, with regional multilingualism in Central and Eastern European languages. 

2. EU Market Access and Stable Business Environment 

Austria is an EU and Eurozone member with a GDP exceeding USD 500 billion (2025). Hiring in Austria gives companies a compliant foothold in the heart of Europe with access to EU single market rights, strong rule of law, and a stable political and regulatory environment. Vienna is a regional hub for Central and Eastern European operations. 

3. No Entity Setup Required with an EOR 

Establishing a GmbH in Austria requires at least EUR 10,000 in share capital, a local managing director, and 6 to 10 weeks of incorporation timelines. An EOR eliminates all of this, enabling companies to hire in 2 to 5 days. See a full employer of record cost breakdown before committing to either approach. 

4. Strong Worker Protections Improve Retention 

Austria's labor framework mandates 25 annual leave days, paid sick leave for 6 to 12 weeks, 16 weeks of maternity leave, and access to the Abfertigung Neu severance fund. These protections make Austrian employment attractive to top talent, improving retention. Review the benefits of EOR to understand what compliance burden the EOR absorbs on your behalf. 

5. Reduced Cost Compared to Full Subsidiary Setup 

Avoiding entity setup eliminates EUR 10,000+ in share capital, ongoing annual reporting costs, accounting firm requirements, and local director obligations. An EOR converts fixed entity overhead into a predictable monthly fee while maintaining full regulatory legitimacy. Companies focused on reducing payroll cost while expanding to Austria benefit most from this model. 

Top Challenges When Hiring in Austria 

1. CBA Complexity Across 800+ Sector-Specific Agreements 

Austria has more than 800 sector-specific collective bargaining agreements covering approximately 98% of the workforce. These CBAs set binding salary floors, overtime premiums, notice periods, and allowance structures that vary by industry, from metalworking to retail to IT services. Misidentifying the applicable CBA creates retroactive financial liability that compounds over the employment period. 

How an EOR helps: A qualified EOR identifies the correct CBA for each Austrian hire at the offer stage and encodes CBA-specific payroll rules into the platform. Gloroots manages CBA allowance tracking and payroll compliance, so HR teams do not need in-house Austrian labor law expertise to hire correctly from day one. 

2. Employer Social Contributions and Severance Fund Management 

Austrian employer social contributions total approximately 21% of gross salary applied against the EUR 6,930 maximum monthly contribution base for 2026, plus the Abfertigung Neu severance fund contribution of 1.53%. When FLAF, municipal payroll tax, and insolvency fund are included, total employer cost can reach approximately 29 to 30% above gross salary. Misremittance creates audit exposure. 

How an EOR helps: An EOR manages all contribution calculations, remittances, and monthly filings automatically. Understanding the full employer of record cost including these statutory burdens is essential before comparing provider fees. Gloroots provides a single monthly invoice covering gross salary, all statutory contributions, and EOR fees with no hidden adjustments. 

3. 13th and 14th Month Salary Obligations 

Most Austrian CBAs mandate 13th month salary (holiday pay, typically paid in June) and 14th month salary (Christmas bonus, typically paid in November). These are legally binding obligations under the applicable CBA, not optional perks. Companies unfamiliar with Austrian practice routinely underprovision for these costs in annual headcount budgets. 

How an EOR helps: An EOR tracks 13th and 14th salary accruals from the first month of employment and pays them at the correct time per the applicable CBA. Finance teams receive accrual visibility throughout the year, removing the year-end budget surprise that affects many first-time Austrian employers. For guidance on how to pay international employees correctly across different payment structures, see the linked resource. 

Factors to Consider When Choosing an EOR in Austria 

1. Can It Identify the Correct CBA for Your Industry? 

Austria has 800+ sector-specific CBAs. Confirm the EOR has in-house expertise to identify the correct CBA for each Austrian hire and applies CBA-specific salary floors, overtime premiums, 13th and 14th month salary obligations, and allowances accurately from day one. Non-compliance creates retroactive financial liability. 

2. Does It Track Employer Social Contributions Accurately Against the 2026 Contribution Base? 

Confirm the EOR tracks all six Austrian employer contribution streams (pension, health, unemployment, accident, severance fund, and FLAF) accurately against the EUR 6,930 maximum monthly contribution base for 2026. Ask for a sample payslip showing current contribution breakdown before committing. 

3. How Does It Handle 13th and 14th Month Salary Accruals? 

Confirm the EOR accrues 13th and 14th salary obligations from day one under the applicable CBA and pays them at the correct time. Providers that treat these as client-managed obligations rather than built-in platform features create budget surprises for Finance teams. 

4. What Is the Real Total Employment Cost? 

The EOR fee is only one line item. Add employer social contributions (~21%), FLAF (~3.7%), municipal payroll tax (~3%), Abfertigung Neu (1.53%), CBA-driven allowances, and supplemental benefits to get the true total cost of employment. Require a written total employment cost breakdown before onboarding. Compare this against the benefits of EOR to confirm the model fits your budget. 

5. Does It Provide Local Expertise, Not Just Generalist European Support? 

Austria's compliance environment requires time-zone-aligned support with local expertise in Austrian CBAs, Vienna and Graz employment markets, CBA interpretation, and sector-specific benefit norms. A generalist European support desk managing Austrian queries from a shared queue creates risk for CBA-specific edge cases, termination disputes, and severance calculations. 
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Frequently Asked Questions About Employer of Record (EOR) in Austria 

1. What are the best Employer of Record providers in Austria in 2026? 

The top picks are Gloroots (~$199/month), Hire with Columbus ($179/month), RemoFirst ($199/month), Multiplier ($400/month), and Rippling ($450/month). Gloroots offers the strongest combination of transparent fixed pricing, CBA compliance tracking, Abfertigung Neu severance fund management, and human support. Hire with Columbus is the most affordable entry point. Deel and Remote are strongest for companies managing hiring across 10 or more countries simultaneously. A verified G2 reviewer confirmed: "Gloroots' fee structure is crystal clear with no hidden costs or last-minute deductions." Source: G2 

2. Is Gloroots suitable for hiring employees in Austria? 

Yes. Gloroots handles EUR payroll processing, employer social contributions at current 2026 rates (~21% total), CBA identification and compliance for each hire, 13th and 14th salary payments, Abfertigung Neu severance fund contributions at 1.53%, and German and English employment contracts. Onboarding takes 2 to 5 days with no entity needed. Fixed pricing at approximately $199 per employee per month with zero hidden fees. Rated 4.9/5 on G2, operating across 150+ countries. 

3. Can startups use an EOR to hire employees in Austria? 

Yes. An EOR gets you compliant Austrian employees in 2 to 5 days without GmbH incorporation, EUR 10,000 share capital, or local director requirements. Hire with Columbus (from $179/month) and Gloroots (~$199/month) are the most budget-friendly entry points. Gloroots adds stronger CBA compliance tracking and severance fund management at the same price tier. Review the benefits of EOR to understand the full compliance burden the EOR absorbs on your behalf. 

4. Is EOR legal in Austria? 

Yes. EOR arrangements are fully legal in Austria provided the EOR operates through a registered Austrian legal entity and complies with Austrian labor law, CBA obligations, and social security regulations. The EOR assumes full legal employer responsibility including Employment Act compliance, CBA-aligned contracts, social security filings, Abfertigung Neu contributions, and statutory leave entitlements, while the client company retains day-to-day direction of work. For guidance on how to pay international employees and how to hire independent contractors vs. full-time employees, see the linked resources. 

5. Which are the top roles to hire from Austria? 

Austria is globally competitive in engineering and manufacturing (automotive, aerospace, electronics), software development and cybersecurity, life sciences (biotech, pharma, medical research), finance and banking (Vienna is a regional hub), and environmental technology. Vienna and Graz are the primary talent hubs. Companies navigating remote hiring challenges in the European market benefit from Austria's multilingual workforce with strong English proficiency across professional roles.