Taking up employment in another Member State
New employees are admitted to the provincial and municipal civil service by concluding an employment contract with the Province of Burgenland or the relevant municipality. In principle, the employment threshold determined by the provincial parliament or the municipal council in the list of posts should not be exceeded as the result of admission into provincial or municipal civil service. The inclusion of people with disabilities is also encouraged, taking into account the interests of the service. The rights and obligations of employees during their employment are governed by the provisions of the 2020 Burgenland Provincial Public Servants (Employment) Act (Landesbedienstetengesetz), and/or the provisions of the 1997 Burgenland Act on Provincial Civil Servants and/or the provisions of the 2014 Burgenland Municipal Employees Act (Gemeindeangestelltengesetz) and the regulations issued for their implementation, as well as by occupation-specific regulations in the provincial hospital sector.
The documents required can be found in the relevant laws, listed under ‘Legal basis’.
Deadlines can be found in the relevant laws, listed under ‘Legal basis’.
None
2020 Burgenland Provincial Public Servants (Employment) Act and the regulations issued for its implementation, 1997 Burgenland Act on Provincial Civil Servants and the regulations issued for its implementation, in particular in the Burgenland Provincial Government Regulation of 17 December 2019 which defines the individual model posts within the model functions and assigns them to a salary scheme and salary band (Modelstellen-Verordnung) and in the Burgenland Provincial Government Regulation of 17 December 2019 on the conditions for classification into the individual model functions (Zugangsverordnung), the 2014 Burgenland Municipal Employees Act and the regulations adopted for its implementation; in the case of provincial hospitals, occupation-specific provisions also apply (e.g. Act on the Medical Profession (Ärztegesetz), Hospitals Act (Spitalgesetz), the Healthcare and Nursing Act (Gesunden- und Krankenpflegegesetz), the Federal Act on Higher Medical-Technical Professions (MTD-Gesetz).
The procedure can be found in the relevant laws, listed under ‘Legal basis’.
Only persons who are personally and professionally suitable for the performance of work duties and in principle are over 15 years of age but in any event have completed compulsory education may be employed. The requirement of professional suitability also requires a command of German, both written and spoken, to the extent necessary for the intended role. In order to assess personal suitability, a criminal record certificate is required pursuant to Section 9 of the 1968 Criminal Records Act (Strafregistergesetz). For prospective employment in the care, education or instruction of children and young people, a criminal record certificate pursuant to Section 9a of the 1968 Criminal Records Act is additionally required. Posts that require a relationship of a particular connection with the province may only be assigned to persons with Austrian citizenship. These are, in particular, posts that involve direct or indirect participation in the performance of sovereign tasks and safeguarding of the general interests of the state. If no suitable candidates are available for such a position, the requirement for Austrian citizenship may be waived.
- Contract staff
The employment relationship for contract staff is established by concluding the contract of employment. The contract staff member must be provided with a written copy of the contract of employment and any amendments thereto. The copy must be signed by both parties to the contract. It must, in any event, contain provisions as regards:
the date on which the employment relationship begins;
whether the staff member is admitted to a specific place of employment or to a local administrative area;
whether the employment relationship entered into is temporary or permanent;
the type of employment for which the staff member is employed, the job family, model function and model post to which he/she is consequently assigned;
whether the staff member is employed on a full-time or part-time basis;
whether and for whom the staff member is taken on for deputisation, the underlying legislation and its implementing rules, as amended, applicable to the employment relationship.
- Civil servants
Entry into civil service employment (pragmatisation) is by appointment to a post for civil servants provided for in the staff appointment list.
The human resources department (Abteilung Personal) at the Office of the Burgenland Provincial Government (Amt der Burgenländischen Landesregierung) is responsible for employment with the provincial public service and human resource management. The admission and management of human resources in the municipal public service is the responsibility of the municipality and the bodies responsible for it. The human resources department of each hospital is responsible for the admission and management of human resources at provincial hospitals.
Authentication or signature is not required.
There is no legal entitlement to admission into the provincial civil service.
Single point of contact for Burgenland: eap.bgld.gv.at/Start.aspx In the event of technical problems or questions about receiving attachments (completeness, legibility, etc.), please contact the office by telephone on (+43)(0)57 600.
Amt der Burgenländischen Landesregierung
Abteilung 1 - Personal
Europaplatz 1
7000 Eisenstadt
Telephone: 057 600
E-mail: post.a1(at)bgld.gv.at21.02.2023 08:04
General information on data processing and your rights can be found on the website of the Province of Burgenland (https://www.burgenland.at/themen/datenschutz/, ), on the website of the municipality in question, or from the relevant data protection officer.
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