Top 10 EOR Providers for Hiring in Austria (2027)
Austria's structural test is the AÜG. An EOR that employs your hire and places them with you is a labour leasing firm under the Arbeitskräfteüberlassungsgesetz: a trade licence, a report to the WKO and equal pay with your own staff. The second test is the Kollektivvertrag. The wrong agreement means the wrong floor and the wrong 14 salaries. I read each record for what it says about Austria. Most say nothing about the entity. Ask before you sign.
How I scored this list
Five things weighted unequally. A Firmenbuch entry for the entity that signs the contract is the precondition, not a criterion.
AÜG licence and employment model, 30%
Whether the provider holds the trade licence for Arbeitskräfteüberlassung in its own name, reports leased staff to the WKO and applies the equal pay rule, or employs through a partner. A named model scored; "we have a partner" scored low; a record that says nothing scored lowest.
Kollektivvertrag handling, 25%
Which collective agreement the Austrian entity falls under (IT, trade, Arbeitskräfteüberlassung), how it grades the role, and whether the 13th and 14th salaries and the 38.5-hour week are in the quote.
Austrian payroll depth, 20%
ÖGK registration before the first hour, the 20.98% employer insurance on the EUR 6,930 ceiling, DB, DZ, Kommunalsteuer, the 1.53% severance fund, the 6% flat rate on the two extra salaries and the EUR 2 weekly Vienna levy.
Local scale and German-language support, 15%
Offices or staff in Austria, German-speaking HR contacts, Red-White-Red Card experience for non-EU hires.
Pricing transparency, 10%
A published Austria rate beat a quote on request; setup and offboarding fees stated beat "not disclosed".
The three I'd flag before you scroll.
Spotlight #1
Coneo, formerly CONFIDA, is the only Austrian firm in this list: 30 years of tax and payroll, offices in 7 Austrian cities, ETL GLOBAL member since 2025. Its record places international employment inside payroll outsourcing and publishes no price. Ask which entity employs, whether it holds the AÜG licence, and whether it bills per employee or per hour.
Spotlight #2
Deel publishes $599 a month, owns entities in 100+ of its 150+ countries and carries 15,600+ reviews at 4.7 on G2 and Trustpilot. The record does not name the Austrian entity or its collective agreement. Setup runs $0 to $1,000 by market, and the Austrian quote should show 14 salaries with the 6% rate on the two extra ones.
Spotlight #3
Remote runs 100% owned entities in 90+ countries, no partners, and charges $599 on annual billing or $699 month to month with $0 setup and termination. G2 ranks it first for EOR compliance. For Austria that owned-entity rule matters: the AÜG licence and the Kollektivvertrag sit with the employer, so ask for both in writing.
Coneo
Coneo. Formerly CONFIDA, 30 years in Austria, 7 offices, German, Croatian and English. Employment services sit inside payroll outsourcing and no price is published. Best for Austrian or German companies that want one firm for Austria and the Balkans.
Deel
Deel. $599 a month, owned entities in 100+ markets, 35,000+ customers and the broadest platform in the list. The record does not name the Austrian entity; ask. Best for teams adding Austria to a global EOR programme under one vendor.
Remote
Remote. 100% owned entities in 90+ countries, $0 setup and termination, first on G2 for EOR compliance and the strongest IP framework in the market. Best for compliance-first buyers hiring Austrian engineers where IP assignment matters.
Workmotion
WorkMotion. Berlin-based, the first IEC Gold Certified EOR (September 2025), €499 a month, and the record names Austrian compliance as a core skill. Setup and termination fees are not disclosed. Best for DACH-anchored mid-market teams that want a German-speaking EOR.
Parakar
Parakar. Breda-based since 2001, offices and owned entities in its 10 core European markets, native-language HR. The record does not say whether Austria is one of them; ask. Best for buyers who want in-person European HR support over a self-service platform.
Atlas
Atlas HXM. Chicago-based, 160+ countries through owned and partner entities, visa support in 150+ and 9,000 L&D courses included. Pricing by quote; the record does not say which model covers Austria. Best for enterprise buyers with Red-White-Red Card hires in the plan.
Multiplier
Multiplier. $459 a month on annual billing, $0 setup and termination, 150+ owned entities and ESOP administration built in. The Austrian entity is not named in the record. Best for mid-market teams that want a published flat price without enterprise overhead.
G-P (Globalization Partners)
G-P. The EOR category's 2012 pioneer, direct entities in 180+ countries, in-house legal teams, SOC 1, SOC 2 Type II and ISO 27001. From $599, setup not disclosed. Best for regulated-industry buyers who put certifications above price.
Boundless
Boundless. Dublin-founded, €175 a month published in five currencies, no setup fee, no minimum, part of Payoneer since January 2026. Entity model for Austria not in the record; ask. Best for European SMBs making a first Austrian hire on a small budget.
Rivermate
Rivermate. Amsterdam-based Hightekers brand, $319 to $639 a month by country, €0 setup and offboarding, 24/7 support on Slack and WhatsApp. The Austria tier is not published; ask. Best for startups that want a named account manager at a low price.
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How to verify an Austrian EOR before signing.
Five tests, each with a public register or a document you can ask for.
Step 1
Ask for the legal name and the FN number of the Austrian entity that will sign the employment contract, then pull the extract from the Firmenbuch (through justizonline.gv.at or a Firmenbuch clearing agent, a few euros). Check the legal form (GmbH is the norm), the registration date and the managing director. A contracting entity in another country means the employee is posted to Austria, not employed there.
Step 2
Ask for the trade licence for Arbeitskräfteüberlassung. An EOR that employs your hire and places them with you is a labour leasing firm under the AÜG: it needs the licence, listed in the GISA trade register, reports leased staff to the WKO, and owes the employee at least the pay of your own comparable staff. "Our partner holds it" is an answer that needs the partner's name and FN number.
Step 3
Ask which Kollektivvertrag applies and which pay grade the role gets. The agreement follows the employer's chamber membership, not the job: a leasing firm applies the Arbeitskräfteüberlassung agreement, a consultancy the IT agreement. Both set the minimum salary, the 38.5-hour week and the 13th and 14th salaries. A quote built on 12 salaries is wrong.
Step 4
Ask for the ÖGK employer account number (Dienstgeberkontonummer) and a current contribution clearance. Registration must be filed before the first hour of work; a provider that registers on the first payroll run is a month late, and the fine lands on the employer.
Step 5
Get the total cost for one hire at your target salary with every line named: employer insurance 20.98% up to EUR 6,930 a month, DB 3.7%, DZ by state, Kommunalsteuer 3%, the 1.53% severance fund from month two, the EUR 2 weekly Vienna levy if the desk is there, the two extra salaries at the 6% flat rate, the EOR fee, setup, offboarding and the FX margin if you fund in another currency. Then ask who sponsors the Red-White-Red Card for a non-EU hire.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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