Labour law reform in Austria <ul><li>Austrian labour market - facts and figures </li></ul><ul><li>severance pay reform 200...
Austrian labour market <ul><li>3,6 m employed persons </li></ul><ul><li>unemployment rate: </li></ul><ul><ul><li>2008: 3,8...
Severance pay reform – the „old“ system <ul><li>severance pay </li></ul><ul><ul><li>after 3 years of work: 2 monthly wages...
Severance pay reform – the „old“ system <ul><ul><li>Problems: </li></ul></ul><ul><ul><ul><li>mobility-discouraging effect ...
Severance pay reform – what is new? <ul><li>main objectives (flexicurity): </li></ul><ul><ul><li>flexibility: </li></ul></...
Severance pay reform – what is new? <ul><li>employers have to pay monthly contributions to a „Betriebliche Vorsorgekasse“ ...
Severance pay reform – results <ul><li>10 provision funds in Austria </li></ul><ul><li>employees included: 2,4 m (Feb 2011...
Working time reform <ul><li>the collective agreement may  extend the daily working time to 10 hours  (weekly working time ...
Rehabilitation before retirement <ul><li>main objectives: </li></ul><ul><ul><li>sustaining/improving employability </li></...
<ul><li>Thank you for your attention! </li></ul><ul><li>Gracias por su atención! </li></ul>Anna Ritzberger-Moser Labour La...
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La Ley de Reforma Laboral en Austria: el nuevo reglamento sobre el capital de despido

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Anna Ritzberger-Moser, Subdirectora de la Sección VII Derecho del Trabajo e Inspección Central de Trabajo del
Ministerio de Trabajo, Asuntos Sociales y Protección del Consumidor de Austria, expone el modelo de austriaco en las jornadas de Flexiseguridad organizadas por Grupo FORMAR-SE.

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La Ley de Reforma Laboral en Austria: el nuevo reglamento sobre el capital de despido

  1. 2. Labour law reform in Austria <ul><li>Austrian labour market - facts and figures </li></ul><ul><li>severance pay reform 2002 (entry into force 2003) </li></ul><ul><li>working time reform 2007 (entry into force 2008) </li></ul><ul><li>rehabilitation before/instead of retirement 2010 (entry into force 2011) </li></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  2. 3. Austrian labour market <ul><li>3,6 m employed persons </li></ul><ul><li>unemployment rate: </li></ul><ul><ul><li>2008: 3,8 % </li></ul></ul><ul><ul><li>2009: 4,8 % </li></ul></ul><ul><ul><li>2010: 4,4 % </li></ul></ul><ul><ul><li>Feb. 2011: 4,3 % </li></ul></ul><ul><li>youth unemployment rate: </li></ul><ul><ul><li>Feb. 2011: 8 % </li></ul></ul><ul><li>employment rate for the 55 – 64 age group (2009): </li></ul><ul><ul><li>41,1 % (51 % men - 31,7 % women) </li></ul></ul><ul><li>de facto retirement age (2009): </li></ul><ul><ul><li>59,1 (men) - 57,1 (women) </li></ul></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  3. 4. Severance pay reform – the „old“ system <ul><li>severance pay </li></ul><ul><ul><li>after 3 years of work: 2 monthly wages </li></ul></ul><ul><ul><li>after 5 years of work: 3 monthly wages </li></ul></ul><ul><ul><li>after 10 years of work: 4 monthly wages </li></ul></ul><ul><ul><li>after 15 years of work: 6 monthly wages </li></ul></ul><ul><ul><li>after 20 years of work: 9 monthly wages </li></ul></ul><ul><ul><li>after 25 years of work: 12 monthly wages </li></ul></ul><ul><li>no severance pay in case of </li></ul><ul><ul><li>termination of the employment relationship by the employee </li></ul></ul><ul><ul><li>termination of the employment relationship by the employer based on a justified reason given by the employee </li></ul></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  4. 5. Severance pay reform – the „old“ system <ul><ul><li>Problems: </li></ul></ul><ul><ul><ul><li>mobility-discouraging effect for employees </li></ul></ul></ul><ul><ul><ul><li>employees in employment relationships shorter than 3 years are excluded </li></ul></ul></ul><ul><ul><ul><li>employers terminate employment relationships shortly before employees are entitled to a severance pay </li></ul></ul></ul><ul><ul><ul><li>suddenly required liquidity (in SMEs) </li></ul></ul></ul><ul><ul><li>Only 160.000 employees per year (= 15 % of the terminated relationships) receive a severance pay </li></ul></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  5. 6. Severance pay reform – what is new? <ul><li>main objectives (flexicurity): </li></ul><ul><ul><li>flexibility: </li></ul></ul><ul><ul><ul><li>eliminating the obstacles for mobility </li></ul></ul></ul><ul><ul><ul><li>raising the dynamic of the labour market </li></ul></ul></ul><ul><ul><li>security: </li></ul></ul><ul><ul><ul><li>strengthening occupational pension schemes </li></ul></ul></ul><ul><ul><ul><li>all employees shall be entitled to acquire a severance pay </li></ul></ul></ul><ul><li>Reform is based on an agreement between the social partners </li></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  6. 7. Severance pay reform – what is new? <ul><li>employers have to pay monthly contributions to a „Betriebliche Vorsorgekasse“ (provision fund) </li></ul><ul><li>contribution: 1,53 % of the monthly wage (starting with the 2nd month of employment) </li></ul><ul><li>the employee is entitled to severance pay regardless of how the employment relationship is terminated, but : the employee is entitled to withdraw the severance pay only in case of certain types of termination and only after three years of contribution payments </li></ul><ul><li>employee is free to choose between </li></ul><ul><ul><li>cash </li></ul></ul><ul><ul><li>further investment in the same provision fund or in the provision fund of a new employer </li></ul></ul><ul><ul><li>transferral to a pension insurance fund </li></ul></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  7. 8. Severance pay reform – results <ul><li>10 provision funds in Austria </li></ul><ul><li>employees included: 2,4 m (Feb 2011) </li></ul><ul><li>capital: ~ 3,5 bn € </li></ul><ul><li>payments (in m €): </li></ul><ul><li>performance: </li></ul>Anna Ritzberger-Moser Labour Law Reform in Austria 2004 2005 2006 2007 2008 2009 7 11 23 66 120 192 2004 2005 2006 2007 2008 2009 5,03 5,47 3,61 1,96 - 1,97 3,65
  8. 9. Working time reform <ul><li>the collective agreement may extend the daily working time to 10 hours (weekly working time remains unchanged) </li></ul><ul><li>Flexible working time (Gleitzeit): the daily working time may be extended to 10 hours without collective agreement (weekly working time remains unchanged) </li></ul><ul><li>Part-time work : 25% allowance for working longer than the agreeed working time, if these longer working hours are not compensated by time off within 3 months </li></ul><ul><li>working hours may be temporarily extended to 60 h a week (12 h a day) for a maximum of 24 weeks per year /but not more than 8 consecutive weeks </li></ul><ul><li>the collective agreement may allow 12-hour shifts , if there are no conflicting occupational health reasons (weekly working time remains unchanged) </li></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  9. 10. Rehabilitation before retirement <ul><li>main objectives: </li></ul><ul><ul><li>sustaining/improving employability </li></ul></ul><ul><ul><li>preventing early retirement (pension for occupational invalidity) </li></ul></ul><ul><li>measures: </li></ul><ul><ul><li>information and advise for employers and employees on a voluntary basis </li></ul></ul><ul><ul><li>developping individual solutions in order to keep people in employment („early intervention“) </li></ul></ul><ul><ul><li>before an invalidity pension is awarded to an employee, it has to be examined, whether rehabilitation is appropriate and reasonable </li></ul></ul><ul><ul><li>if appropriate and reasonable rehabilitation measures exist, the person concerned has to undergo these measures </li></ul></ul>Anna Ritzberger-Moser Labour Law Reform in Austria
  10. 11. <ul><li>Thank you for your attention! </li></ul><ul><li>Gracias por su atención! </li></ul>Anna Ritzberger-Moser Labour Law Reform in Austria

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