Moving while employed: When paid time off is due

A change of residence takes time: handing over the keys, a moving van, furniture, the residence registration form and often an appointment that can't simply be postponed until after work. Many employees therefore look for 'special leave for moving'. In Austria this usually doesn't refer to an additional type of leave, but to a paid personal inability to workWhether and for how long it applies depends on the specific move, the collective agreement and the absence that is actually required.

The short answer: A moving day is possible, but not automatically the same duration

A move can be an important personal reason that prevents employees, through no fault of their own, from being at work for a short time. The Unternehmensserviceportal explicitly names the move as a possible example of a paid excused absence.

However, there is no Austria-wide uniform rule like 'every move entitles you to exactly one day off'. Some collective agreements provide for one or two working days, others refer only to the necessary time or contain no explicit rule on moving. Therefore, the first step is not a leave request but a review of the employment-law basis.

Entitlement possible: if the relocation is an important personal reason and actually causes a necessary inability to work during working hours.
Pay continues: if the conditions for the excused absence are met.
No use of vacation days: justified absence from work is not deducted from the annual leave.
No flat-rate duration: Collective agreement and necessary time required are the deciding factors.

Why "special leave" is not entirely legally precise

In everyday life, the term special leave is understandable. Legally, however, a private move usually involves other personal prevention from work. The legal starting points are Section 8 (3) of the Salaried Employees Act and Section 1154b (5) of the Austrian Civil Code (ABGB).

Both provisions are essentially tied to three points: the reason must be important and personal, the impediment must not be self-inflicted, and it must last only for a relatively short time. Employees and workers are generally treated the same in such personal matters.

This is different from recreational leave. For vacation, the employee and employer agree on a period for rest. In the case of being prevented from working, the work performance is not provided because a specific important occasion makes the presence or participation of the employed person necessary.

Four questions determine the entitlement

1. Is it a genuine change of residence?

Typically this concerns the move from an existing household or the establishment of one's own household. Many collective agreements use this exact wording. The transport of individual pieces of furniture, repainting a room, or picking up a new couch is not automatically equivalent to a relocation.

2. Does necessary work fall during your working hours?

Being prevented from working requires that you are actually prevented from performing your work. If the entire move takes place on a Saturday that is already a day off, this does not automatically create a paid substitute day off on Friday. It can be different if the handover of the apartment, a key appointment, professional transport, or mandatory official errands can only take place during your scheduled working hours.

3. Can the impediment be avoided or shortened?

Employees must take reasonable steps to avoid absence or keep it as short as possible. The Chamber of Labour explains this obligation explicitly for personal prevention of service. This does not mean that a complete move must take place at night. However, it does mean that plannable work should be sensibly divided and available appointments should be taken into account.

4. What does your collective agreement regulate?

The collective agreement frequently specifies the reason, duration, and proof. Anyone who does not know which collective agreement applies can usually find the designation in their service note or employment contract. The jobspot.at guide on checking the collective agreement shows where you can find this information and the correct classification.

One or two days? Current examples show the differences

The range can be seen in two regulations applicable in 2026. These examples are not a general rule, but apply only if the respective collective agreement is applicable to the specific employment relationship.

Example	Rule on changing residence	Important limitation
Employees in trade, crafts and services	2 working days	Existing independent household or establishing an independent household
Workers in the cleaning of monuments, façades and buildings	1 working day	Change of residence or starting a household, at most once per calendar year

The Collective agreement for employees in commerce, crafts and services specifies two working days. The Collective agreement for monument, façade and building cleaning provides one working day for workers. Other industries, in turn, phrase it as "the necessary time" and set an upper limit.

The examples show: An answer from a friend's employment relationship does not necessarily apply to your own job. What matters is the collective agreement that actually applies, supplemented by statute, the employment contract, and more favorable company-level provisions.

How much time is really necessary?

Even if a collective agreement specifies up to two days, the maximum duration is not automatically owed in every case. What can be decisive is how much working time the move actually takes. For a key handover within the same city, a few hours may be sufficient. For a relocation over a longer distance with a fixed transport appointment, a full working day may be reasonable.

The general statutory wording "a proportionately short time" is not an invitation to take several days off for furnishing, decorating, and shopping. The USP does note, however, that personal absences from duty per occasion generally last only a short time and, in general, amount to at most about one week. For an ordinary household move, the concrete collective agreement limits and the actual necessity are much more telling.

Part-time and flextime

Part-time employees may also be entitled. However, pay is only provided for the scheduled working time during which the necessary impediment occurs. If someone does not work on Mondays and moves house on that day, they will generally not receive an additional day off on Tuesday.

With flextime, it is not simply the entire flextime window that matters. The Chamber of Labour assigns absences to the time that falls within the fictitious normal working hours. Therefore, clarify in advance how the company records hours in the timekeeping system.

How to report your move correctly: six steps

Step 1: Find the applicable rule

Check your duty roster, employment contract, collective agreement and, where applicable, works agreement. Look for headings such as „Absence from work“, „Time off for absence from work“, „other personal reasons“, „change of residence“ or „relocation“. A general clause in the employment contract should not be read in isolation. The article on Arbeitsvertrag in Österreich helps to put such clauses into context.

Step 2: Determine the necessary time frame

Note which parts of the move must necessarily fall within working hours: handover protocol, key collection, booked transport, travel distance, or registration office. Separate these tasks from activities that can be done in the evening or on a day off.

Step 3: Inform your employer early

A move can usually be planned well in advance. Inform your manager or the HR department as soon as the date and expected duration are set. The Economic Chamber cites relocation as a recognized personal reason while emphasizing the necessary case-by-case assessment. An early written notification prevents the claim from being discussed only on the eve of the move.

Example wording: “I am moving into my own new household on August 14th. According to our collective agreement, I am applying for paid leave for this purpose. The key handover and the booked transport will take place between 8 a.m. and 3 p.m. I am happy to provide proof; please also confirm the entry in the time recording system.”

Step 4: Prepare supporting documentation

Depending on the employer and the collective agreement, a lease, handover date, forwarding confirmation, registration form (Meldezettel), or another plausible document may be required. Only submit data that is necessary for the reason and period. A complete lease with all financial details is not always necessary.

Step 5: Clarify payment and time recording

Ask explicitly whether the period will be recorded as paid absence. It should not be tacitly recorded as vacation, time off in lieu, or negative hours. Then check your working time account and pay slip. Tips for your own documentation can be found in the jobspot.at guide to Time recording.

Step 6: Only agree to a Plan B deliberately

If the legal situation is unclear in an individual case, or the inability to work does not cover all the desired days, vacation, time off in lieu, an exchanged working day, or temporary telework may be a solution. These options should be explicitly agreed upon. They are not a substitute for an existing statutory or collective agreement entitlement.

Which supporting documents are appropriate?

The employer may generally require proof of the personal reason for the absence. In practice, they should answer two questions: Is a change of residence actually taking place, and why is the absence necessary specifically during this period?

Confirmation of the handover or acceptance appointment
Order confirmation from a moving company
Start of tenancy or proof of establishing a new household
Registration form or registration confirmation after moving in
For longer distances, a plausible timeline

Österreich.gv.at lists in itsPre-move checklistexplicitly notify the employer of the special leave. After moving in, there is also typically a three-day period to register the new residence; the Checklist after the move mentions notifying the employer of an address change.

Three practical examples

Case 1: key handover and move on Friday

An employee sets up her own household. Her applicable collective agreement provides for two working days in the event of a change of residence. The handover and transport are scheduled for Friday. She notifies the appointment three weeks in advance and provides proof. A paid Friday is well justified. Whether Thursday is additionally due depends on whether there is also a concrete, necessary impediment on that day or whether the collective agreement grants the two days as a flat entitlement.

Case 2: move on a day off (Saturday)

A part-time employee works from Monday to Thursday and moves on Saturday. All appointments fall outside his working hours. An additional paid Monday does not automatically follow from this. However, if he must necessarily hand over the old apartment on Monday or handle a government matter that cannot be done otherwise, that specific period must be reassessed.

Case 3: Employer refuses, citing a missing relocation rule

The collective agreement contains no explicit provision on changing residence. That does not necessarily mean that every claim is excluded. The statutory general clauses remain relevant. The AK Niederösterreich warns on its "Relocation information page zugleich davor, die Frage ungeklärt zu lassen: Employees should clarify with their employer in advance whether an inability to work (Dienstverhinderung) applies. In case of dispute, the Chamber of Labour, the union or the works council can assist by reviewing the specific employment relationship.

Typical mistakes that can be avoided

“I'm always entitled to one day”: Ohne Blick in den Kollektivvertrag ist diese Aussage zu pauschal.
Only notify on moving day: Ein lange bekannter Termin muss frühzeitig angekündigt werden.
Simply not showing up: Reason, time period, and supporting documentation should be clarified.
Clicking vacation when absence due to inability to work is meant: This can unnecessarily use up a vacation day.
Automatically use up the maximum duration: Often only the necessary absence is counted.
Do not check time tracking: Otherwise errors will only show up later as negative hours or pay deductions.

FAQ on special leave for moving in Austria

Does the employer always have to give a day off for a move?

No — there is no Austria-wide uniform one-day rule. A paid entitlement may arise from law, collective agreement, company agreement or employment contract. What matters are the actual change of residence, the necessary inability to work during working hours, and the applicable rule.

Is the moving day deducted from annual leave?

A valid paid absence from work is not recreational/annual leave and therefore must not be recorded as a vacation day. If you voluntarily agree to take vacation because the requirements are not met or because additional days are wanted, this will of course be deducted from your leave balance.

Does the entitlement also apply when moving in with a partner?

That depends on the specific rule. Some collective agreements require an existing separate household or the establishment of a separate household. Whether moving into a shared household qualifies should be checked based on the wording and the actual circumstances.

Can I claim two days if my collective agreement specifies two days?

Not necessarily without further review. Some provisions grant a fixed time off, others only the necessary time up to a maximum limit. Read the entire paragraph, not just the number.

What applies to freelance contractors?

Freelance service relationships are not subject to employment law protection in the same way. The USP points out in its overview of freelance service relationship that freelance contractors generally have no statutory right to continued pay by the client for other important reasons. Contractual provisions can, however, provide otherwise.

Conclusion: First check the collective agreement, then clearly agree on the moving day

Special leave for moving in Austria is neither a myth nor a blanket extra leave. A genuine change of residence can justify paid personal leave from work. How much time is due depends on the applicable collective agreement, the statutory minimum protection and the absence that is actually necessary.

Anyone who notifies the date, duration and proof in writing early creates a solid basis. Also check time tracking and payroll. If the employer continues to refuse, even though the collective agreement or the circumstances point to an entitlement, have the individual case reviewed by the Chamber of Labour, the union or the works council before staying away.

Sources and further information

Note: This post provides general guidance on Austrian employment law. Collective agreements, the employment contract and specific circumstances may lead to a different assessment.