The Employment Letter of Intent to Hire is a crucial document in the Austrian employment process, typically used after successful interview rounds but before the final employment contract. It serves as a formal written confirmation of the employer's intention to hire a candidate, subject to specific conditions being met. The document is particularly valuable in situations involving senior positions, roles requiring relocation, or when there's a significant time gap between verbal agreement and formal contract signing. Under Austrian law, while not legally binding as a full employment contract, it creates certain obligations and expectations between parties. The letter typically includes key employment terms as required by Austrian labor legislation, while maintaining flexibility for final contract negotiations.
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1. Letter Header: Company letterhead, date, and recipient's contact details
2. Opening Statement: Clear statement of intent to hire the candidate for the specific position
3. Position Details: Job title, department, and brief description of role and responsibilities
4. Employment Terms: Proposed start date, type of employment (permanent/fixed-term), and work location
5. Compensation Package: Proposed salary, benefits, and any variable compensation elements
6. Working Hours: Expected working hours and arrangement (full-time/part-time)
7. Conditional Clauses: Any conditions that must be met before employment begins (e.g., work permits, reference checks)
8. Next Steps: Timeline and process for moving forward with the formal employment agreement
9. Closing: Signature block and contact information for follow-up questions
1. Probationary Period: Include when the company intends to implement a probationary period
2. Collective Agreement Reference: Include when the position falls under a specific collective bargaining agreement
3. Relocation Assistance: Include when offering relocation support for candidates moving from another location
4. Special Qualifications: Include when the position requires specific certifications or qualifications that must be obtained/maintained
5. Non-Compete Intention: Include when the future employment will require a non-compete agreement
6. Training Requirements: Include when specific training or onboarding programs are mandatory
1. Benefits Summary: Detailed overview of the complete benefits package
2. Job Description: Detailed description of the role, responsibilities, and reporting structure
3. Required Documentation List: List of documents needed from the candidate before employment can commence
4. Proposed Timeline: Detailed timeline of the hiring process and expected milestones
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