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A Notice of Termination (Kündigungsschreiben) is a formal written statement that ends an employment relationship or contract in Austria. It must clearly state the termination date and follow specific timing rules set by Austrian labor law, such as respecting notice periods that typically range from two weeks to five months.

Under Austrian employment regulations, this notice needs to be delivered in writing to be legally valid. It protects both employers and employees by creating a clear record of when and how the working relationship will end, including key details about final payments, remaining leave, and handover requirements. For certain protected groups, like pregnant workers or works council members, special rules apply.

Use a Notice of Termination when ending any employment relationship in Austria, particularly for standard dismissals where both parties need clear documentation. This formal notice becomes essential when restructuring departments, downsizing operations, or responding to performance issues that haven't improved through verbal warnings.

Timing matters critically - Austrian law requires precise notice periods based on the employee's length of service. For example, white-collar workers with 25+ years of service need five months' notice. Send the notice early enough to comply with these periods, and always deliver it in writing to create a clear paper trail. This helps avoid disputes about termination dates and protects your organization from potential wrongful dismissal claims.

• 30 Day Notice Letter To Landlord: Standard notice for residential tenancy termination, providing the legally required 30-day notice period
• Notice Of Lease Termination: Formal notification for ending commercial or long-term lease agreements, including specific termination grounds
• Termination Of Rental Agreement Letter By Tenant: Tenant-initiated termination with detailed move-out specifications and deposit return requests
• Landlord Notice To End Tenancy: Landlord-initiated termination citing specific grounds under Austrian tenancy law
• Notice To Vacate Tenant To Landlord: Detailed move-out notification including property condition and handover arrangements

• Employers: Initiate and draft Notices of Termination through their HR departments or legal teams, ensuring compliance with Austrian labor laws and collective agreements
• Employees: Receive notices and must acknowledge them, plus have rights to review and challenge the termination within specific timeframes
• Works Councils: Must be consulted before certain terminations, particularly in companies with more than five employees
• Legal Advisors: Review and validate notices to ensure they meet all statutory requirements and protect their clients' interests
• Labor Courts: Handle disputes about notice validity and enforce proper notice periods under Austrian employment law

• Employee Details: Gather full name, position, start date, and length of service to determine correct notice period under Austrian law
• Termination Grounds: Document specific reasons clearly, especially for performance-based dismissals
• Notice Period: Calculate the exact notice period based on employment duration and applicable collective agreements
• Works Council Status: Check if consultation is required and document any prior discussions
• Special Protections: Verify if employee falls under protected categories (pregnancy, military service, disability)
• Documentation: Collect relevant performance reviews, warnings, or incident reports to support the termination
• Final Settlement: Calculate remaining leave, overtime, and other entitlements for inclusion

• Party Information: Full legal names and addresses of both employer and employee, plus employment contract reference details
• Clear Intent: Explicit statement of employment termination (Kündigung) with unambiguous language
• Termination Date: Specific end date of employment, accounting for notice periods under Austrian labor law
• Notice Period Details: Clear statement of the applicable notice period and its calculation basis
• Final Settlement Terms: Information about outstanding salary, vacation days, and other entitlements
• Handover Requirements: List of company property to be returned and pending work transitions
• Signature Block: Date and authorized signature, with company stamp for corporate employers

A Notice of Termination differs significantly from a Disciplinary Action Notice in Austrian employment law. While both documents deal with workplace issues, they serve distinct purposes and have different legal implications.

• Purpose and Timing: A Notice of Termination ends the employment relationship with a defined end date, while a Disciplinary Action Notice addresses specific misconduct and aims to correct behavior while maintaining employment
• Legal Requirements: Termination notices must include mandatory notice periods and final settlement terms; disciplinary notices focus on documenting violations and setting improvement goals
• Reversibility: Disciplinary notices allow for correction and usually form part of a progressive discipline process; termination notices are final and legally binding once properly served
• Works Council Role: Termination requires formal works council consultation in larger companies; disciplinary actions may only need notification depending on severity