The Austrian Equal Treatment Act, which was amended, includes an income reporting requirement that mandates employers report their gender pay gap internally with works councils every two years. These rules apply to organisations with 150 employees or more. As an EU Member State, Austria’s pay gap reporting obligations will be modified by the EU Pay Transparency Directive.
Austria Gender Pay Gap Reporting: What You Need to Know
LAST MODIFIED: January 10, 2025
At a glance
Who:
150 employees
What:
Pay Gap Report, EU Pay Transparency Directive
When:
Every two years, due first quarter of following reporting year
Get the guides: Explore all global pay reporting jurisdictions
2025 gender pay gap reporting requirements in Austria
When is the Austria gender pay gap report due?
The pay gap report in Austria is due every two years. It must be completed in the first quarter of the calendar year (January, February, or March), based on data from the prior calendar year.
Who needs to report on pay gaps in Austria?
Employers with 150 employees are required to complete pay gap reports.
What pay gap metrics do I need to report in Austria?
In Austria, covered employers must complete an income report, which is intended to answer two questions: First, are men and women classified fairly? Second, are men and women paid fairly?
To this end, the gender pay gap law in Austria requires that employers report the following:
- Demographics by “usage group”: Employers will need to report on the number of women and men in each usage group (“Verwendungsgruppe”). Think of a usage group as a way to compare employees. For many employers in Austria, employees will be grouped by company job classifications or by the job classifications used in the collective agreements. If you are not sure how to group employees, Syndio’s team of global pay reporting experts can help.
- Demographics by usage group year: Employers will also need to report on the number of men and women in each usage group by tenure or age (“Verwendungsgruppenjahre”). For example, two female mid-level managers with different tenures (e.g., 5 years vs.15 years) would have different “Verwendungsgruppenjahre” — a metric reflecting their years of service within their usage group.
- Overall pay gap by usage group and usage group year: Employers will also need to calculate the median or mean remuneration (pay) of women and men within each usage group and usage group year. The results are presented as the percentage of women’s income compared to men’s income within each group.
For customers using Syndio’s Global Pay Reports, we offer a thorough breakdown of the required and optional data to simplify the preparation of your Austria report.
To protect data privacy, the report must be prepared anonymously (i.e., without names or personal numbers).
Where do I need to share the Austria pay gap report?
The report is not filed with the government in Austria but must be shared with the works council, or the works committee if there isn’t a works council. If neither body exists, then the report must be published for all employees to access.
Syndio’s Global Pay Reports help you centralize and automate reporting for 48 jurisdictions across 43 countries, including Austria. Our software makes reporting easy, fast, and accurate so you can report with confidence, even as requirements change. And our services team can answer all your detailed questions — we’re experts so you don’t have to be.
Request a demo of Syndio's Global Pay Reports software.
Employers in Austria and the EU Pay Transparency Directive
The EU Pay Transparency Directive will have a significant impact on Austria’s current gender pay gap reporting requirements. Companies in Austria with 100 or more employees will be required to publicly disclose and fix any unexplained gender pay gaps. Reporting timelines are as follows:
- By 7 June 2027: Companies with 150 or more employees must submit their first report using 2026 payroll data. After that, companies with 250 or more employees will report annually, while those with 150-249 employees will report every three years.
- By 7 June 2031: Companies with 100-149 employees must submit their first report using 2030 data, with subsequent reports every three years.
The thresholds in the Directive represent the minimum requirements. Austria’s government may decide to lower these employee thresholds when they incorporate the Directive into national law by June 2026. This process involves adapting the Directive to fit Austria’s legal framework, with the option to either meet or exceed the minimum standards. Implementing stricter or additional measures is known as “gold plating” the Directive.
Starting as early as 2026, additional pay transparency obligations may be introduced for EU Member States under the Directive, including in Austria. These include requiring employers to disclose pay ranges to job applicants, prohibiting inquiries into salary history, and enforcing the Right to Information. The Right to Information allows employees to request details about their own pay and the average pay of male and female colleagues doing the same work or work of equal value to their own role.
Syndio provides a comprehensive solution for the EU Pay Transparency Directive with everything you need to plan, prepare, and comply. Learn more ->
How Syndio helps with global pay equity, pay reporting, and pay transparency
Syndio provides the technology and expert partnership you need to comply with the growing pay equity, pay reporting, and pay transparency demands around the globe.
- Report your pay data and pay gaps — with Syndio’s Global Pay Reports. Our software supports fast, easy, and accurate compliance with pay reporting in 48 jurisdictions across 43 countries, including Austria and for the EU Pay Transparency Directive. Syndio also supports the EU’s CSRD reporting.
- Identify, explain, and fix pay gaps — with Syndio’s PayEQ and OppEQ. Our suite of solutions give you the tools and legally compliant methodologies to analyze, explain, and make progress to close pay and career advancement gaps.
- Keep your pay gaps closed — with Syndio’s Pay Finder. On-demand pay recommendations help managers and recruiters make equitable, explainable pay decisions that don’t exacerbate pay gaps.
- Create a customized action plan — with Syndio’s EU Readiness Strategy Package. Syndio’s team of experts help you build a custom strategy and support project management. This includes a change management strategy session for senior leaders, communications strategy session on pay gap and Right to Information, and ongoing support on best practices and trends.
- Craft tailored communications strategies — with Syndio’s Communications Package. Leverage best practices to build a communications plan that builds your brand while aligning to your values and objectives.
Syndio takes data privacy and security seriously. Syndio is GDPR compliant, SOC 2 Type II and ISO 27001 2022 certified, and has completed the Cloud Security Alliance CAIQv.4.02 security self-assessment for STAR Level One. Learn more in our Trust Center under “Security Reports.”
FAQ: The most asked questions about Austria’s 2025 gender pay gap reporting
Syndio helps customers all over the world with their global pay reporting needs. Here are some common questions we get about the reporting requirements under Austria’s pay gap law.
The information provided on this resource does not and is not intended to be legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
Subscribe
Join our community and stay up to date on pay reporting transparency.
Top pay reporting resources
Syndio’s Global Pay Reports
Learn how Syndio simplifies reporting for 43 countries around the world.
Pay Data Reporting Calculator
Learn where your company must report pay gap data.