Summary:Telework has been the legal umbrella term for home office and mobile working in Austria since 2025. In 2026 this is not just an employment-law detail but an important factor in job hunting, applications and employee retention: anyone who wants flexible work should clearly agree on workplace/location, equipment, reimbursement of expenses, availability/contactability and accident insurance before signing a contract.
The Austrian labor market remains challenging in spring 2026. The AMS reported a continued difficult situation for April, while vacancies are very unevenly distributed depending on sector and region. At the same time, many employees are looking for jobs that better fit everyday life: less commuting time, more focus periods, better work–life balance, and clear rules for hybrid collaboration. This is precisely where telework becomes a quality feature of a job offer.
For applicants, however, it is not enough to look for the word "home office" in a job posting. What matters is what is actually agreed. Is work allowed only from one’s own apartment or also from a coworking space? Who pays for the laptop, monitor, share of the internet costs, or ergonomic equipment? How are working hours and availability documented? And what applies if an accident occurs on the way to an agreed telework location?
Why telework is now a career factor
Flexible work is long since no longer just a pandemic topic. According to WIFO, home office and hybrid models are changing the office and space concepts of Austrian companies, even though the development is not equally strong everywhere. For employees this means: telework has become part of work organization. It affects how teams collaborate, how leadership works, and how attractive an employer appears in recruiting.
Especially in a more selective job market, a clear telework policy can be decisive. Someone comparing two offers should not only look at the monthly salary and job title. Commuting time, quiet working periods, caregiving responsibilities, regional distance to the office, and the quality of digital collaboration can be just as decisive in the long run. A job with a slightly lower salary but clearly regulated telework days can, for some households, genuinely bring more quality of life; a seemingly flexible offer without written rules can quickly lead to conflicts.
For employers, telework is also more than a perk. Good rules help manage expectations: Which tasks are suitable for telework? When is presence in the office required? How are new team members onboarded? What minimum standards apply for data protection, IT security, and availability? Companies that answer these questions clearly in the job ad or at the latest in the interview appear more professional and avoid later disappointments.
From home office to telework: what the term means
Since 1 January 2025, Austrian law no longer speaks only of "home office" but of "telework." The term is broader: it refers to regular work performed outside the company’s workplace, typically using information and communication technology. That can still be one’s own apartment, but under certain agreements it can also be another private residence, a coworking space, or another location not belonging to the company.
The Chamber of Labour points out that existing home office agreements do not automatically become void. However, anyone who in future wants to work not only at home but also in other locations should adjust the agreement. The WKO also emphasizes: telework is a matter for agreement. There is fundamentally no unilateral legal right for employees to telework, nor is there a free managerial right for the employer to simply order telework.
In practice this means: the most important sentence is not 'home office is possible', but 'the details will be agreed in writing'. This agreement should at least specify where work is allowed to take place, how often telework is possible, which work equipment will be provided, how costs are reimbursed, which working-time rules apply and under what conditions the agreement can be changed or terminated.
What applicants should ask specifically in a job interview
Many jobs today are described as 'hybrid', 'remote possible' or 'home office by agreement'. These terms sound similar but can mean very different things. Applicants should therefore ask politely but precisely. Good questions include: How many telework days per week are typical after the onboarding period? Are there fixed team days in the office? Does the rule also apply during the probationary period? Is telework regulated in the employment contract, in an addendum, or through a works agreement?
Also important is the question of the place of work. Some companies only allow the employee's own home, others also allow coworking spaces or occasional work from another federal state. Anyone who wants to work regularly from abroad needs particularly clear information, because tax, social security, data protection and labour-law responsibilities can become complex. For most applications in Austria it is more sensible to clarify the domestic telework rules first and only address special cases afterwards.
A good time for detailed questions is usually the second interview or the phase before accepting a contract. In the first interview an open question about the working model and team rhythm is often sufficient. As soon as an offer becomes concrete, applicants should demand written clarity. This is not a vote of no confidence, but professional: telework affects working hours, place of work, equipment, management and health and safety.
Equipment, cost reimbursement and telework allowance
A frequent point of conflict is equipment. Someone who is expected to work productively needs more than a private kitchen table and an old notebook. According to the WKO information on telework, digital work tools and expense reimbursement are central points of the agreement. In practice this concerns the laptop, monitor, keyboard, mouse, headset, access tokens, software licenses and sometimes also ergonomic issues.
For tax purposes, the telework allowance remains relevant in 2026. In its tax tips, the Chamber of Labour explains that the former term "home office" was replaced by "telework" as of 2025. For employees, it is important to know that tax flat-rate allowances and work-related expense deductions do not automatically mean that the employer does not have to provide equipment. Employment law, tax law and internal company policy are separate levels. Anyone who pays costs privately should keep receipts and check whether reimbursement by the employer or a tax deduction is possible.
For applicants, one pragmatic question is especially helpful: "Which work equipment does the company provide for telework as standard?" The answer reveals a lot about the employer’s maturity. Professional companies have a clear, repeatable answer to this. Vague statements like "We handle that on an individual basis" are not automatically bad, but they should be clarified before signing the contract.
Working hours and availability: Flexible does not mean limitless
Telework can make work more focused, but it can also blur boundaries. Therefore, working hours, breaks, time tracking and availability should be clearly regulated. Those who work from home are not available around the clock. Conversely, telework does not mean that coordination, meetings or office appointments can be ignored at will.
A good telework policy therefore includes core hours or communication rules: When must employees be available? Which channels are used for urgent matters? Which meetings are mandatory in person? How are overtime hours approved? That may sound formal, but it prevents stress. Clarity is especially crucial for new employees because they do not yet know the informal expectations.
For managers, the challenge is not to measure performance by visibility. Those who lead hybrid teams need clear goals, transparent priorities and regular feedback. For employees, this means: telework works best when results, responsibilities and deadlines are clearly agreed. Anyone who asks about goal management and team communication during the job interview will quickly see whether an employer can actually do hybrid work or is just using it as a buzzword in the job ad.
Accident insurance and workplace: Why the agreement matters
A particularly Austrian sticking point is accident insurance coverage. The Labour Inspectorate and the WKO point out that the specific telework location and the agreement play a role. The new telework law broadens the perspective beyond one’s own home, but still differentiates according to where and in what context work is performed. Commuting accidents may be assessed differently depending on whether the route leads to an agreed telework location or not.
For employees this leads to a simple rule: don't just work anywhere simply because it's technically possible. Anyone who regularly wants to work in a coworking space, at relatives' homes or at another location should agree on that place or the permitted categories in writing with the employer. That's not bureaucratic, but protects both sides.
Employee protection remains relevant. The labour inspectorate emphasizes that telework is not exempt from all protective rules. Evaluation, information and instruction remain topics, even if private homes may only be entered with consent. For jobseekers, this is a good quality criterion: reputable employers talk not only about flexibility, but also about health, data protection and safe work equipment.
Using telework correctly on your CV and in applications
Anyone with experience in telework can present this positively in their application. However, it should not sound like a demand, but like a skill. Good phrasings include: 'Experience in hybrid collaboration with distributed teams', 'secure digital coordination with clients' or 'independent prioritization in telework and on-site phases'. This shows that you don't just want to work from home, but that you master the working mode.
It's particularly effective to cite concrete results: projects that were coordinated remotely, digital processes that were improved, or client appointments that were handled efficiently online. Those applying for leadership roles should also show how team cohesion, onboarding and feedback work in hybrid settings. Telework then isn't a special request, but part of professional working practice.
Anyone thinking about further training at the same time should also use this connection. Digital collaboration, self-organization, data protection, project management and AI skills fit well with hybrid jobs. More on this is offered by the jobspot article on Further training time in Austria 2026. If you want to know how artificial intelligence is changing everyday working life, you can find the complementary article AI in the Workplace Austria 2026.
Checklist before accepting
- Is telework regulated in writing or only announced verbally?
- Which locations are permitted: only one's own home, also coworking spaces or other private locations?
- How many telework days are realistic, and do they still apply after switching teams?
- Which work equipment does the employer provide?
- Is there reimbursement for expenses or clear information about the telework allowance?
- How are working hours, breaks, availability and overtime documented?
- Which in-person appointments are mandatory?
- How are data protection, IT security and confidential documents handled?
- What applies to accident insurance and travel to agreed telework locations?
- Can the telework agreement be changed or revoked, and with what notice period?
Conclusion: Not only home office days count
Telework in Austria is a good example of how closely career issues, employment law, and everyday life are intertwined. Flexible work can be a real advantage when it is clearly agreed, technically well equipped, and professionally practiced within the team. But it can become frustrating when only the job posting sounds modern and the details remain open.
The most important call to action for applicants, therefore, is: Ask specific questions early enough, get commitments in writing, and evaluate telework as part of the overall package. Salary, responsibilities, leadership, further training, and the work model should be considered together. Those who look closely here will make better job decisions in 2026.
Sources and further information
- Chamber of Labour: Telework and Home Office
- WKO: Telework – employment law requirements
- Labour Inspectorate: Telework workplaces, home office
- USP: Telework
- Arbeiterkammer: Tax tips for the home office/telework
- WIFO: Remote Work and the Change in Office Supplies Requirements for Austrian Companies
- AMS: Current Austrian labor market data
