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A Separation Certificate (Dienstzeugnis) is an official document Austrian employers must provide when an employee leaves their job. It confirms the length of employment, job duties, and type of work performed - serving as proof of employment history for future positions.

Under Austrian labor law, workers have a legal right to receive this certificate within a reasonable timeframe after their employment ends. The document must remain neutral in tone and include only factual information about the employment relationship, avoiding any details that could harm the employee's future job prospects. Many Austrian companies also include performance evaluations when requested.

Austrian employers need to prepare a Separation Certificate (Dienstzeugnis) when any employee leaves the company - including resignations, terminations, or retirement. The ideal time to start drafting it is right after the notice of employment end, giving you enough time to gather accurate information about the employee's role and tenure.

The certificate becomes especially important during unemployment benefit applications, job searches, and visa processes. Many Austrian employment offices (AMS) require it for benefit claims, and future employers often request it during hiring. Having it ready promptly helps former employees transition smoothly and protects your company from potential legal disputes about employment details.

• Basic Certificate (einfaches Zeugnis): States only employment duration and position
• Qualified Certificate (qualifiziertes Zeugnis): Includes detailed performance evaluation and skills assessment
• Interim Certificate (Zwischenzeugnis): Issued during ongoing employment for job applications or documentation
• Training Certificate (Ausbildungszeugnis): Specifically for apprentices and trainees, detailing acquired skills
• Project-Based Certificate (Projektzeugnis): Documents work on specific projects or temporary assignments

• HR Departments: Draft and prepare the Separation Certificate, ensuring compliance with Austrian labor laws and company policies
• Direct Supervisors: Provide input on employee performance and job duties for detailed certificates
• Company Management: Review and sign the final document, taking legal responsibility for its accuracy
• Departing Employees: Receive and use the certificate for future job applications and unemployment benefits
• AMS (Public Employment Service): Reviews certificates when processing unemployment claims
• Future Employers: Use certificates to verify work history and evaluate candidates

• Employee Details: Gather accurate personal information, job title, and exact employment dates
• Role Description: Document main responsibilities, key projects, and special achievements
• Employment History: Note any position changes, promotions, or department transfers
• Performance Data: Collect feedback from supervisors for qualified certificates (if requested)
• Legal Requirements: Ensure neutral language and avoid negative statements per Austrian law
• Final Review: Check all dates, job titles, and details for accuracy before management signature
• Document Format: Use our platform's template to ensure all mandatory elements are included correctly

• Company Information: Full legal name, address, and registration details of the employer
• Employee Details: Complete name, birth date, and social security number
• Employment Period: Precise start and end dates of the working relationship
• Position Description: Detailed outline of role, responsibilities, and department
• Factual Statement: Neutral description of work quality and conduct (if requested)
• Legal Compliance: Statement confirming adherence to Austrian labor laws
• Authentication: Company stamp, authorized signature, and issuance date
• Format Compliance: Written in German on company letterhead

A Separation Certificate (Dienstzeugnis) differs significantly from an Employment Certificate (Arbeitsbestätigung) in Austrian labor law. While both documents relate to employment verification, they serve distinct purposes and are used in different situations.

• Timing of Issue: Separation Certificates are provided when employment ends, while Employment Certificates can be issued during active employment
• Content Scope: Separation Certificates include performance evaluations and detailed job descriptions, whereas Employment Certificates simply confirm current employment status
• Legal Requirements: Employers must provide Separation Certificates by law upon employment termination, but Employment Certificates are typically issued upon request
• Primary Use: Separation Certificates support job applications and unemployment benefits, while Employment Certificates are often used for visa applications or loan procedures during employment