How to Apply for an Einzelsicherungsbescheinigung in Austria, Employer Step‑by‑step

Before an Austrian employer can bring a non‑EU or non‑EEA national into the country for long‑term employment, it must first secure an Einzelsicherungsbescheinigung (also called a Sicherungsbescheinigung), an assurance certificate issued by the Austrian Public Employment Service (AMS) confirming that a work permit can be granted once the employee obtains the necessary entry visa and residence title. Understanding how to apply for an Einzelsicherungsbescheinigung in Austria is therefore the critical first step in the work permit process for any employer sponsoring a foreign hire.

This guide sets out the complete employer workflow, eligibility checks, required documents, processing timelines, costs and the 2026 regulatory changes that affect salary thresholds and documentation, so that HR teams, in‑house counsel and mobility managers can move from job offer to compliant onboarding without unnecessary delay.

Overview of the Work Permit Process and Who It Applies To

The Einzelsicherungsbescheinigung sits at the front end of Austria’s multi‑stage work permit process. It is an employer‑initiated document: the company, not the prospective employee, files the application with the competent regional AMS office. Its purpose is to demonstrate to immigration authorities that the Austrian labour market has been tested and that the employer’s vacancy, terms and proposed remuneration satisfy the conditions for issuing a work permit once the foreign national arrives in Austria.

The certificate is typically required for non‑EU/EEA nationals who will take up long‑term employment in Austria and who do not qualify for, or whose employer has chosen not to pursue, alternative routes such as the Red‑White‑Red Card, the EU Blue Card or an intra‑company transfer (ICT) permit. Common scenarios include skilled workers being recruited directly from outside the EU, specialists being hired for positions that fall outside the Red‑White‑Red Card points system, and workers filling vacancies in occupations listed on the shortage occupation list where the employer nonetheless opts for the general work permit route.

The end‑to‑end process follows a defined sequence of handoffs between the employer, the AMS, the Austrian embassy or consulate abroad, and the local residence authority in Austria:

1. Employer prepares documents and files the Sicherungsbescheinigung application with the regional AMS.
2. AMS reviews the application, conducts any required labour market check and issues the certificate.
3. Employee uses the issued certificate to apply for a Visa D (national entry visa) at the Austrian embassy or consulate in their home country.
4. Employee enters Austria and applies for the residence permit and formal work permit with the competent local residence authority.

Once the Sicherungsbescheinigung is issued, the employer’s obligations do not end. The employer remains responsible for ensuring the employee commences work only after all permits are in place, registering the employee for social insurance, and meeting all payroll withholding obligations from the first day of employment.

Eligibility and Prerequisites for the Einzelsicherungsbescheinigung

Employer eligibility checklist

Not every entity can sponsor a foreign worker through this route. Before commencing the application, the employer must confirm it satisfies the following prerequisites:

• Registered business in Austria. The employer must hold a valid entry in the Firmenbuch (commercial register) or, for sole traders, a valid trade licence (Gewerbeschein).
• Genuine vacancy. The position must be a real, open role with a defined job description, working hours and gross salary that meets or exceeds any applicable minimum remuneration threshold.
• Labour market check readiness. The employer should be prepared for the AMS to verify that no suitable Austrian, EU/EEA or already‑authorised worker is available for the role, the so‑called Arbeitsmarktprüfung. In practice, this means the vacancy should have been advertised through AMS job boards or equivalent channels before filing.
• Compliance record. The employer must not be subject to outstanding penalties under the Ausländerbeschäftigungsgesetz (AuslBG, Act Governing the Employment of Foreign Nationals) that would disqualify it from sponsoring foreign workers.

Worker eligibility categories and alternative routes

The employee must be a non‑EU/EEA national with the qualifications and experience required for the advertised position. The Einzelsicherungsbescheinigung route applies primarily where the employee does not meet the criteria, or where the employer prefers not to pursue, an alternative permit category. The table below summarises the main alternatives and when the Sicherungsbescheinigung remains the appropriate choice.

The decision between the Red‑White‑Red Card and the Einzelsicherungsbescheinigung is one of the most common points of confusion for employers. Industry observers expect 2026 threshold adjustments to sharpen this choice further, as updated salary reference points may push borderline candidates towards the general work permit route. Employers should assess eligibility for both routes before filing.

Step‑by‑Step Procedure: How to Apply for the Einzelsicherungsbescheinigung in Austria

The following six steps describe the complete employer workflow from internal preparation through to the employee’s arrival and residence permit application. Each step identifies the responsible actor, the key actions, the forms involved and the typical duration.

Step 1, Prepare the job offer, employment contract and internal documents

The employer begins by finalising the employment terms. Draft a job description that clearly specifies the role’s duties, required qualifications, working hours and gross monthly salary. The salary must meet or exceed any applicable minimum remuneration threshold for the relevant permit category, employers should verify the current 2026 thresholds before finalising the contract (see the “What Changes in 2026” section below).

Prepare a signed employment contract or binding job offer in German. If the original is in another language, arrange a certified German translation. At this stage the employer should also confirm it has a recent Firmenbuch extract (no older than three months), a valid trade licence where applicable, and internal payroll documentation proving the offered salary aligns with the company’s remuneration structure.

If the AMS will conduct a labour market check, confirm that the vacancy has been registered with AMS job boards or advertised through equivalent channels for the required period. Documenting these efforts upfront prevents delays later.

Step 2, Complete the Antrag auf Sicherungsbescheinigung

Download the official Antrag auf Sicherungsbescheinigung form from the Formularservice BRZ portal. This is the standard application form prescribed by AMS. Complete every field, including employer details, the employee’s personal data (name, date of birth, nationality, passport number), the job title, ÖNACE code (the Austrian activity classification), proposed start date, salary and working hours.

Attach the completed form to a company‑letterhead cover letter summarising the application. Sign both documents, an authorised signatory (managing director, Prokurist or HR director with signing authority) must sign on behalf of the employer. If a lawyer or representative will file the application, prepare and sign a power of attorney authorising them to act.

Compile all supporting documents (see the Required Documents section below) and organise them in the order listed on the form. Missing or incomplete attachments are the single most common cause of processing delays.

Step 3, Submit the application to the regional AMS office

File the completed application with the regional AMS office responsible for the employer’s place of business, not the employee’s future residence. Submission is typically made in person or by post; some AMS regional offices accept applications through the Unternehmensserviceportal (USP) electronic channel, but availability varies by region. Confirm the accepted submission method with the local office before filing.

Retain a date‑stamped copy of the submission receipt. If filing by post, use registered mail (eingeschriebener Brief) so that the date of receipt can be proved. Note the name of the AMS case officer if one is assigned, having a named contact accelerates follow‑up if additional documents are requested.

Step 4, AMS reviews the application and issues the Sicherungsbescheinigung

The AMS examines whether the employer’s application satisfies the statutory conditions, including the labour market check (where applicable), the adequacy of remuneration, and the completeness of supporting documentation. The typical processing time for the Einzelsicherungsbescheinigung is 2–6 weeks, though employers should allow up to 8 weeks for complex cases or during peak filing periods.

During the review, the AMS may request supplementary information, for example, additional evidence of qualification recognition, clarification of the employment contract terms, or proof that the vacancy was advertised. Respond to any such request within 7–10 days to avoid the application being withdrawn or refused for non‑compliance.

If the application is approved, the AMS issues the Sicherungsbescheinigung, a formal certificate confirming that a work permit will be granted once the employee obtains entry and residence authorisation. The certificate specifies the employer, the employee, the position and the validity period. The employer should forward the original certificate to the employee immediately, as the employee will need it to apply for a Visa D at the Austrian embassy or consulate.

Step 5, Employee applies for Visa D at the Austrian embassy or consulate

With the Sicherungsbescheinigung in hand, the employee applies for a Visa D (national visa for entry into Austria) at the Austrian embassy or consulate in their country of residence. The visa D application Austria process typically requires the employee to present the original Sicherungsbescheinigung, a valid passport, passport‑sized photographs, proof of accommodation in Austria, health insurance coverage and, in some cases, a criminal record certificate or police clearance from their home country.

Embassy processing times for Visa D applications vary significantly by country, typical ranges are 4–12 weeks. Employers should factor this into their onboarding timeline and, where possible, assist the employee in securing an early appointment. Some embassies allow appointment booking online; others operate on a walk‑in or queuing basis.

Step 6, Employee enters Austria and applies for the residence permit

Once the Visa D is issued, the employee enters Austria within its validity period and must apply for the residence permit and formal work permit with the competent local residence authority (Aufenthaltsbehörde, typically the Magistrat in statutory cities or the Bezirkshauptmannschaft in other districts). The employee should apply promptly after arrival, the Visa D is valid only for a limited period, and the residence permit application must be lodged before it expires.

Local processing typically takes 2–6 weeks. The employer’s role at this stage is to provide any additional employer‑side documents requested by the residence authority, for example, an updated payroll registration confirmation or a declaration of employment terms.

Required Einzelsicherungsbescheinigung Documents

The completeness of the application package is the single most important factor in avoiding delays. The following table lists every document typically required, who provides it and key formatting notes. Employers should treat this as a mandatory checklist and confirm requirements with the specific regional AMS office before filing.

Translation and legalisation requirements

All documents not in German must be accompanied by a certified German translation prepared by a court‑certified translator (allgemein beeideter und gerichtlich zertifizierter Dolmetscher). Documents issued outside Austria may additionally require an apostille (for countries that are parties to the Hague Apostille Convention) or consular legalisation (for non‑Convention countries). The specific legalisation requirements depend on the employee’s country of origin, employers should confirm the applicable requirements with the Austrian embassy in that country before the employee begins assembling documents.

Submitting untranslated or improperly legalised documents is a frequent cause of AMS requests for supplementary information and can add weeks to the processing time for the Einzelsicherungsbescheinigung.

Processing Time for the Einzelsicherungsbescheinigung: Timeline and Key Deadlines

Employers should work backwards from the employee’s planned start date to set internal deadlines for each stage. The table below sets out recommended lead times and typical processing durations.

In total, the end‑to‑end work permit process Austria employers should plan for, from the day the employer begins assembling documents to the day the employee holds a valid residence and work permit, is typically 10–26 weeks. The wide range reflects regional AMS processing speeds, embassy appointment availability and the complexity of the individual case.

What to do if the timeline is delayed

If the AMS requests additional documents, respond within 7–10 days. Failing to respond promptly may result in the application being treated as withdrawn. If the AMS decision exceeds the typical 6‑week window without explanation, the employer can contact the regional AMS office directly or escalate through the USP enquiry service.

If the embassy Visa D appointment falls beyond the employee’s planned start date, consider whether the employee can begin working remotely from their home country (subject to the employer’s remote work policy and the employee’s local immigration rules), or whether the start date should be deferred. The employee should not enter Austria or commence work without a valid Visa D and the underlying residence/work permit authorisation.

Costs, Fees and Tax Considerations

Once the employee commences work in Austria, the employer must register the employee for social insurance (Sozialversicherung) before the first day of work and ensure correct payroll tax withholding (Lohnsteuer) through the Finanzamt. Employer social insurance contributions and payroll obligations are governed by Austrian labour and tax law and should be confirmed with a tax adviser for the specific employment arrangement.

What Changes in 2026: Employer Obligations Austria 2026

Regulatory updates effective in 2026 have introduced several changes that directly affect employers sponsoring foreign workers through the Sicherungsbescheinigung route. Employers should review their current processes against the following developments.

Adjusted minimum salary thresholds. The reference points used to assess whether an offered salary is adequate for work permit purposes have been updated for 2026. Employers must verify that the gross monthly salary stated in the employment contract and on the application form meets the current threshold for the relevant permit category. Contracts drafted using prior‑year salary figures may fall below the new minimums and will be refused. The updated thresholds are published annually by the relevant authorities and can be verified through the Austrian Official Legislation Portal (RIS).

Clarified documentation requirements for qualification recognition. Early indications suggest that AMS offices are applying more rigorous checks on professional qualification evidence in 2026, particularly for regulated professions. Employers should ensure that diplomas and professional certificates are accompanied by formal recognition decisions (Berufsanerkennung or Nostrifizierung) where the role falls within a regulated occupation.

Procedural clarifications on employer responsibility. The likely practical effect of 2026 guidance is to reinforce that the employer, not the employee or a third‑party recruiter, bears primary responsibility for the accuracy and completeness of the Sicherungsbescheinigung application. Employers should not delegate form preparation to the prospective employee.

2026 employer action checklist:

• Verify that the offered gross salary meets the 2026 threshold metrics for the intended permit category and update payroll templates accordingly.
• Review whether the position now requires more explicit qualification recognition documentation.
• Confirm that the regional AMS office accepts the latest version of the Antrag auf Sicherungsbescheinigung form, if a new version has been published on Formularservice BRZ, switch immediately.
• Re‑assess whether the Red‑White‑Red Card or EU Blue Card route has become more advantageous for the candidate given updated thresholds.
• Update internal HR onboarding checklists to reflect 2026 deadlines and documentation standards.

Common Pitfalls and How to Avoid Them

• Incomplete or unsigned application form. Use the latest PDF from Formularservice BRZ and ensure every field is completed. An authorised signatory, not the employee, must sign.
• Late submission. Start the process at least 16 weeks before the employee’s planned entry date. Underestimating embassy Visa D processing times is the most common scheduling error.
• Salary below the applicable threshold. Cross‑check the offered gross salary against the current 2026 minimum before filing. A below‑threshold offer will be refused without further review.
• Missing or uncertified translations. Every non‑German document must be accompanied by a certified German translation. Submitting untranslated attachments triggers a supplementary information request and delays the decision.
• Filing with the wrong AMS regional office. The application must be submitted to the AMS office responsible for the employer’s place of business, not the employee’s future residence.
• Using an outdated form version. AMS periodically updates the Antrag auf Sicherungsbescheinigung. Always download the current version from Formularservice BRZ immediately before filing.
• Delegating the application to the employee. The Sicherungsbescheinigung is an employer application. Relying on the prospective employee to prepare, sign or file employer documents can result in rejection and raises compliance risks under the 2026 guidance.
• Failing to respond to AMS requests promptly. If the AMS asks for additional documents, respond within 7–10 days. Delayed responses can lead to the application being treated as withdrawn.

Conclusion

The Einzelsicherungsbescheinigung is the gateway document for employers bringing non‑EU workers into Austria, and the employer, not the employee, bears responsibility for initiating and completing the application correctly. Success depends on thorough preparation: assembling every document before filing, verifying salary offers against the current 2026 thresholds, submitting to the correct regional AMS office and building enough lead time into the onboarding schedule to absorb processing delays at both the AMS and embassy stages. Employers who follow the step‑by‑step procedure outlined in this guide, and who apply the 2026 compliance checklist, will be well positioned to secure the certificate efficiently and move their new hire from offer to onboarding without disruption.

For further Austria legal guides and resources, consult the GLE Austria guides hub.

Sources

1. Unternehmensserviceportal (USP), Sicherungsbescheinigung
2. AMS, Forms for Employment of Foreign Workers
3. Formularservice BRZ, Antrag auf Sicherungsbescheinigung (PDF)
4. BMEIA, Working in Austria (Embassy Guidance)
5. Migration.gv.at, Central Migration Information
6. Work in Austria, Immigration Guide
7. Austrian Official Legislation Portal (RIS), Federal Law Gazette