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Finding a holiday job: What students and pupils should pay attention to now

A summer job brings money and first work experience. Those who clarify the application, contract, pay and social insurance before starting avoid common mistakes.

Editorial team9 min reading time
A pupil and a female student discuss application documents for a summer job with an advisor in an Austrian office.

A summer job is for many pupils and students the first real contact with the world of work. It brings one’s own money, practical experience and, ideally, a clearer idea of which industries, tasks and working conditions suit you. At the same time, the search in June is often already competitive: many large companies plan summer positions in winter or spring, smaller businesses fill remaining spots at short notice, and applications increasingly run through online portals.

That is precisely why a structured look at applications, rights and expectations is worthwhile now. Anyone who just looks for “any summer job” is more likely to end up with poorly explained tasks, unclear shifts, or jobs that promise more than they deliver. Those who search deliberately, state their availability clearly and clarify the key points before starting work can turn a few weeks of employment into a real career start.

Summer job, compulsory internship or traineeship: the difference matters

In everyday speech the terms are often mixed up. Legally and practically it matters whether someone works voluntarily during the holidays, completes a mandatory internship required by school or university, or only does a short placement for training purposes. The AMS describes a summer job as a fixed-term employment relationship during the holidays where work experience and income are the focus. Summer employees are generally employees of the company with the corresponding rights.

A compulsory internship is different: it is required by school, university of applied sciences or university and is meant to complement the education. According to the WKO, the training purpose is central. Whether it nevertheless becomes a real employment relationship does not depend on the label in the contract but on how the activity actually plays out. Those with fixed working hours, who follow instructions, are integrated into the company and contribute productively are usually closer to an employment relationship than to a purely training situation.

A traineeship (Volontariat) is different again. It should provide insights without a regular obligation to work. In practice caution is advised: if a company calls it a “traineeship” but demands normal work performance, young people or students should ask what was specifically agreed. The first rule for jobseekers is therefore simple: clarify in writing before the start which type of employment it is, which tasks are planned and whether remuneration will be paid.

Where opportunities still exist now

The best time for large summer job programmes is often earlier in the year. In March 2026 ORF reported from Styria that applications increasingly go online and that early commitment helps. That does not mean everything is filled by June, though. Vacancies arise because applicants decline offers, projects are postponed or companies suddenly need extra support.

It makes sense to search on several channels. The AMS job search “alle jobs” bundles job offers for all of Austria. It’s also worth checking the career pages of municipalities, retail businesses, industrial companies, social organizations, event organizers, tourism businesses, labs, law firms, agencies and IT service providers. Many summer jobs are not prominently advertised as “Ferialjob” but as summer help, internship, assistant, care worker, warehouse assistant, service staff or project support.

If you’re late, don’t just send applications but follow up actively. A short call or a brief e-mail can clarify whether applications are still being reviewed. Especially with smaller businesses, a concrete proposal helps: “I am available from 8 July to 16 August, can work weekdays from 8 a.m. and have experience with Excel, customer contact and cash registers.” That is more useful than a general query for “any job.”

The application must be short but complete

For many holiday jobs a slim application is enough. It should still look professional. The AMS recommends an appealing application folder, even if not every company requires a CV, certificates and a cover letter. Practically this means: a short CV, a clear cover letter or e-mail text, contact details, availability, desired period, relevant experience and, for minors, possibly an indication of age.

The CV should not be artificially inflated. School type, degree program, language skills, computer skills, voluntary work, club activities, tutoring, first aid course, driving licence, internships or projects can be sufficient. What matters is linking these to the role. Applicants for retail should emphasise reliability, friendliness and customer interaction. Those seeking office roles should mention accuracy, Office skills and telephone experience. For production, warehouse or event work, highlight resilience, punctuality and reliable availability.

The subject line also matters. Instead of “Application,” “Application summer job July 2026 – cashier and shelf management” is far more helpful. Employers immediately see what it’s about and for which period someone is available. If you already have a CV prepared, you can react quickly when a spot opens at short notice.

Clarify pay, contract and registration before the first working day

A common mistake is to discuss pay, working hours and registration only after starting work. It’s better to reverse that order. The Arbeiterkammer advises recording key points in writing: start and end dates, workplace, duties, working hours, pay, payment date, breaks and the responsible contact person. A written employment contract is ideal; if none is issued, at least request a pay sheet or a written confirmation of the key details.

In a genuine summer job, employment law rules apply as for other employees. Depending on the sector, a collective agreement can set minimum pay, special payments, surcharges or specific classifications. For compulsory internships the situation is more nuanced: if an employment relationship actually exists, collective agreement or statutory rules can also apply. In the hotel and catering sector, for example, compulsory internships should be checked carefully under the sector-specific rules.

Before the first working day it should also be clear whether registration for social insurance will be carried out. The ÖGK states that pupils, students and trainees who are employed during the holidays as employees for pay must be reported accordingly. If the earnings are below the marginal earnings threshold of €551.10 per month, the employment in 2026 is treated as marginal; above that level full compulsory insurance is likely. Those combining several jobs or receiving family allowance, study grants or other benefits should also check the respective secondary-earnings limits.

Working hours: minors in particular need clear boundaries

Summer jobs sound like holidays but are ordinary work. Therefore working hours, breaks and rest periods count. Special protection rules apply to youth under 18. Companies must consider age, sector and activities; heavy, dangerous or health-risking tasks are not freely allowed. Especially in gastronomy, events, warehousing, construction, production or delivery, it should be clarified in advance which tasks will actually be taken on.

For young people it is important: duty rosters should not be improvised only the night before via chat messages. Those who must coordinate school, family, travel or exam preparation need planning. It’s advisable to record working hours. That helps if questions later arise about overtime, breaks or pay. The Arbeiterkammer provides its own templates for recording working hours.

Summer jobs outdoors also need attention to heat. Those working in horticulture, construction, events, cleaning, delivery or outdoor gastronomy should raise breaks, drinking water, shade and protective clothing. More on this can also be found in the jobspot.at article Heat protection in the workplace.

What students should additionally check

For students the summer job is often part of a larger mix of jobs: marginal employment during the semester, service contracts, freelance contracts, summer jobs, family allowance or study grants. Limits and reporting obligations can quickly become confusing. It is decisive not only how much is paid in the summer but also which incomes accumulate over the calendar year as a whole.

Those receiving family allowance should check the additional-earnings limit after turning 19. oesterreich.gv.at cites a threshold of €17,212 taxable total income for 2026 and 2027. Study grants have their own rules. For marginal employment the ÖGK threshold is relevant; with multiple jobs social insurance back-payments can arise. If unsure, consult AK, ÖGK, the study grant authority or the relevant student representation before signing a contract.

A tax check can also pay off. If you only worked a few weeks and income tax was withheld, an employee tax assessment (Arbeitnehmerveranlagung) can later get money back. Those who also work self-employed or receive fees should keep receipts and check in time whether an income tax return is required.

If the job doesn’t deliver what was promised

Not every summer job runs smoothly. Warning signs include lack of registration, no clear contact person, unpaid training without explanation, constantly changing rosters, “probation periods” without pay, no pay slips or pressure to sign documents immediately. In such cases don’t wait until the end of summer. Document working hours, messages, rosters and agreements.

If problems arise it helps to ask plainly at first: “I recorded 38 hours for this week, the payroll shows 32. Can we please check this?” If no solution follows, the Arbeiterkammer can provide advice. Important: do not sign waiver declarations, do not accept blank forms and do not rely on verbal promises when it comes to pay or entitlements.

What employers can make of a good summer job

For companies a summer job is more than short-term relief. It is an early contact with young talent. Those who explain tasks, give feedback and offer fair conditions remain remembered. That can later ease applications for apprenticeships, internships, part-time jobs or entry-level positions. In a labour market where many companies talk about recruiting and skills shortages, a respectful summer job is a simple employer-branding tool.

This includes realistic job ads, a proper onboarding day, clear working hours, transparent pay and a person who answers questions. Young people should not merely fill gaps but learn how professional work functions. That also pays off in the quality of the work.

Checklist before starting

  • Note availability with concrete period and weekly hours.
  • Update the CV and tailor it to the position.
  • Request an employment contract, pay sheet or written key details.
  • Clarify pay, payment date, breaks and working hours.
  • Check social insurance and the marginal-earnings threshold.
  • Check additional-earnings limits if receiving family allowance or study grants.
  • Record working hours yourself and keep pay slips.
  • If problems arise early, contact AK, ÖGK or an advisory centre.

Conclusion: A good summer job starts before the first working day

Anyone still looking for a summer job should act quickly but not without a plan. The best chances are for applicants who state their availability clearly, use multiple search channels and contact companies concretely. Equally important is the legal side: type of employment, pay, working hours and registration must be clarified before the start.

For young people a summer job can be more than a few weeks of income. It shows which work environments motivate, which tasks suit someone and what questions to ask in future applications. Those who then present the experience clearly on their CV have a real advantage for the next step. For pupils considering training at the same time, the jobspot.at article on Apprenticeships in Austriaprovides additional orientation. Those researching marginal employment and AMS benefits will find further information in the article Working marginally despite unemployment benefitsmore information.

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