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A Service Letter (Dienstzeugnis) is a formal employment reference that Austrian employers must provide when workers leave their job. It documents the nature and length of employment, along with the employee's key responsibilities and performance during their time with the company.

Under Austrian labor law, employees have a legal right to receive this document, which plays a crucial role in future job applications. The letter must remain objective and factual - Austrian courts have established that employers cannot include negative remarks that might harm the employee's career prospects. Many companies now issue both a basic version (einfaches Dienstzeugnis) and a more detailed qualified version (qualifiziertes Dienstzeugnis) upon request.

Service Letters become essential when employment relationships end in Austria. If you're an employer, you need to prepare this document when an employee resigns, gets terminated, or their contract expires. Austrian law requires issuing the Service Letter no later than the employee's final working day.

The timing matters because employees often need these letters immediately for job applications or unemployment benefits. Many hiring managers specifically request Service Letters from previous employers to verify work history and performance. Getting it right from the start helps avoid legal disputes and potential claims under Austrian employment law, which can mandate corrections or compensation if the letter is delayed or improperly written.

• Letter Of Employment Verification: Basic Service Letter confirming employment dates and position - meets minimum legal requirements
• Letter Of Support: Enhanced Service Letter including performance evaluation and specific achievements
• Employee Transfer Letter: Documents internal position changes while maintaining employment history
• Certificate Of Employment Request Letter: Formal request template for employees to obtain their Service Letter from employers

• HR Departments: Responsible for drafting and maintaining Service Letters, ensuring compliance with Austrian labor laws and internal policies
• Direct Supervisors: Provide input on employee performance and job responsibilities for detailed Service Letters
• Company Directors: Must sign Service Letters to make them legally valid under Austrian regulations
• Departing Employees: Have a legal right to receive the letter and can request corrections if information is inaccurate
• Future Employers: Use Service Letters to verify employment history and evaluate candidates during hiring
• Labor Courts: May review Service Letters in employment disputes to ensure compliance with legal requirements

• Employee Details: Gather full name, position title, start and end dates of employment, and department information
• Job Description: Compile main responsibilities, key projects, and significant achievements during employment
• Performance Data: Review recent evaluations and collect feedback from direct supervisors
• Legal Requirements: Use our platform's automated templates to ensure compliance with Austrian labor law standards
• Internal Review: Have HR and the employee's supervisor verify accuracy of all statements
• Format Check: Ensure letter includes company letterhead, current date, and space for authorized signatures

• Company Information: Full legal name, address, and business registration details on official letterhead
• Employee Identity: Complete name, birth date, and social security number as registered with authorities
• Employment Period: Precise start and end dates of the working relationship
• Position Details: Exact job titles held and detailed description of main responsibilities
• Performance Statement: Objective evaluation using standard Austrian phrases (sehr gut, gut, zufriedenstellend)
• Reason for Departure: Neutral statement about employment termination without negative implications
• Authentication: Date, company stamp, and authorized signatory's signature

Service Letters (Dienstzeugnis) and Employment Reference Letter serve different purposes in Austrian employment documentation, though they're often confused. While both relate to employment verification, their legal requirements and uses differ significantly.

• Legal Status: Service Letters are mandatory under Austrian law when employment ends, while Employment Reference Letters are voluntary recommendations
• Content Scope: Service Letters must remain strictly factual and objective, covering specific employment details, while Reference Letters can include subjective assessments and personal recommendations
• Timing: Service Letters are issued at employment termination, while Reference Letters can be provided at any time during or after employment
• Format Requirements: Service Letters must follow strict Austrian legal formatting guidelines, while Reference Letters have no formal requirements