Notice periods: what the alignment means in practice

Since 1 October 2021, the same notice periods generally apply to blue-collar workers as to salaried employees. The change has arrived in HR departments; in contracts it has not yet been carried through everywhere.

The rule

Where the employer gives notice, the period is at least six weeks and rises with the length of the employment relationship to up to five months. Notice can generally be given to take effect at the end of a quarter; the 15th or the last day of the month are only effective as dates if they were agreed. Employees can generally give one month's notice to the end of the month.

The exception for seasonal sectors

In sectors where seasonal businesses predominate, the collective bargaining agreement could provide for different periods, including shorter ones, until 30 June 2025. Since the amendment BGBl. I No 111/2025 only the provisions published in collective bargaining agreements by that date remain in force, with a minimum period of one week; the same parties to the agreement may continue them but may not change them to the employees' detriment (§ 1503 Abs 30 ABGB). Anyone giving or receiving notice therefore always checks first which collective bargaining agreement applies and what it says. The second common source of error is older contracts that still reflect the former blue-collar periods. Such clauses are invalid to the extent that they are less favourable than the law.

Consequences of a notice period that is too short

A notice period that is too short does not end the employment relationship any sooner; it shifts the end to the next permissible date and triggers compensation in lieu of notice. Conversely, the period for challenging a dismissal runs from receipt, not from the end date; it is two weeks long and therefore short.