In Austria, there are no legal regulations on the minimum wage. Minimum wages are not set by law, but are set in sectoral/sectoral collective agreements. The rate of pay for the lowest-skilled group of workers determines the de facto minimum wage for the industry, which falls under the existing collective agreement. Since 2008, a monthly minimum wage of 1,000 euros (gross) has been set in almost all economic sectors. In 2010, the trade unions called for a minimum wage of 1,300 euros, in 2012 the women`s group of the GB asked for a minimum wage of 1,500 euros, in 2015 the union ran a campaign to raise the minimum wage to 1,700 euros in all collective agreements (two thirds of the median income). These targets have not yet been met, but a timetable of EUR 1,500 has recently been established. In January 2017, the Austrian federal government asked the social partners to negotiate the introduction of an inter-professional minimum wage of 1,500 euros, which should present solutions by mid-2017. If no social partnership agreement were presented by then, the government would implement the legislation. After months of negotiations, the leaders of the four main social partner organisations presented the result on 30 June 2017: a general agreement was reached on the introduction of a minimum wage of 1,500 euros. The new minimum wage is expected to be implemented by 2020 through sectoral collective agreements (in all sectors where the minimum wage is currently lower). During the 2017 and 2018 tariff negotiations, the new minimum wage was introduced in a wide range of sectors; In other countries, phase-in agreements by 2020 have been reached. Representatives of workers and employers of the social economy in Austria concluded their collective bargaining. Disputes between employers` and trade union organizations over the conclusion or modification of a collective agreement can be resolved at the Federal Court of Auditors, which initiates conciliation proceedings.

Collective agreements are reached between employer representatives and workers who are able to enter into such agreements. In addition to the minimum wage, they also regulate other essential provisions of labour law (such as wage rules, flexible working hours and termination of the working relationship, etc.). Exceptions to this rule apply when staff have elected a company committee. A worker may request advice from the Works Council on the consequences of such a move and, within two days upon request, a termination contract cannot be validly concluded. The move to the NEW system is subject to a clear key date system: the change must apply jointly to all employees of a given company on the same day. Thus, the company will not have to manage two compensation systems in parallel, but the OLD compensation system also applies to new employees until the change. Newly created companies or companies that apply the collective agreement for the first time in the trade sector (e.g.B.