Question 1

How does working with you look in practice?

Accepted Answer

We are your lawyers for employment law (e.g. dismissal, termination, contestation of dismissal) with a complementary focus on business-related civil and corporate law (e.g. drafting contracts/T&Cs, company law, M&A, disputes). You work directly with your lawyer — without delegation to other legal professionals. At the outset, we clarify your situation, applicable deadlines, risks, and objectives (e.g. settlement, payment, continued employment). You then receive a clear initial assessment and a concrete recommendation for the next steps.

Question 2

Where do you practice?

Accepted Answer

Our primary area of activity is Vienna and the surrounding region as well as Tyrol (in particular Innsbruck and Innsbruck-Land). We also advise clients in Salzburg, Linz, and Wels — and, upon request, digitally throughout Austria.

Question 3

Do you represent employees, employers (HR, People & Culture), and/or works councils?

Accepted Answer

Yes! We consider it one of our core strengths to represent employees (e.g. dismissal/termination, salary claims, disputes), employers/HR (e.g. employment contracts, onboarding/offboarding, warnings, dismissals), and works councils (rights, co-determination, negotiations) and to find the best possible solutions for our clients. Every mandate is handled with focus, pragmatism, and discretion.

Question 4

How much does an employment law consultation cost?

Accepted Answer

The first 30 minutes of the initial consultation are free of charge. We then evaluate together the most suitable billing model for your situation: fixed fee, hourly rate, or — in particular where legal expenses insurance is involved — billing in accordance with the RATG. You receive advance transparency regarding the approach and cost framework.

Question 5

I have been dismissed or terminated — what should I do?

Accepted Answer

Act promptly: in Austria, strict deadlines apply for contesting dismissals or terminations (generally 14 days). Secure all relevant documents (employment contract/service note, notice of dismissal, email correspondence, payslips, working-time records) and arrange a consultation without delay. Do not sign any mutual termination agreement before having assessed the consequences. The earlier we review your situation, the stronger your position.

Question 6

Can I contest a dismissal or termination?

Accepted Answer

Depending on the circumstances, a contestation of dismissal or termination (e.g. on grounds of social hardship, ulterior motive, or discrimination) may be available. In cases of dismissal, we also examine whether the dismissal was justified and issued in a timely manner. What is decisive is the factual background, the available evidence, and the applicable deadline (generally 14 days for a contestation of dismissal or termination). We assess promptly whether pursuing a claim is advisable and which steps must be taken immediately.

Built on specialisation, driven by results.

Our Services

Built on specialisation, driven by results.

Frequently asked questions

Built on specialisation, driven by results.

Frequently asked questions