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Bank of Good Practices in Social Inclusion through WBL
Disability Employment Act (Behinderteneinstellungsgesetz)
Overview
The Disability Employment Act was introduced to make it easier for people with disabilities to enter the world of work. It is aimed at people with a disability of at least 50%. Companies with at least 25 employees must employ one disabled person for every 25 employees. Persons with particularly severe disabilities count double. If this is not complied with, companies must pay compensation tax for each unallocated place. 335€ per month and person for 25 to 99 employees. (472€ for 100-399 employees; 499€ for 400+ employees) The money goes towards the professional integration of people with disabilities. The employer is exempt from municipal tax, the levy to the Family Burden Equalization Fund, the Chamber of Commerce levy and, in Vienna, the subway tax for hiring disabled employees.
Objectives
The main aim of this law is to increase the number of people with disabilities in employment. By requiring companies to take on people with disabilities, more jobs are created. The compensatory tax is there to ensure that companies that take on people with disabilities are not at a disadvantage compared to companies that do not. As the compensatory tax is used for the professional integration of disabled people, companies with disabled people are supported by companies that do not take on disabled people.
Implementation
The law was introduced in 1970 and has been continuously revised in order to achieve a better effect. For example, the protection against dismissal was revised to reduce the inhibition of companies. People with disabilities have increased protection against dismissal, which comes into effect after 4 years. The compensation tax has also been adjusted on an ongoing basis.
Innovative features
Policy changes to encourage inclusive Work-Based Learning (WBL)
Success stories
Non were found.
Measured outcomes
The two documents focus on the effect of the amendments to the Disability Employment Act.
The 2012 document states that although the changes have had a positive effect on awareness of the need to employ people with disabilities, there is still a need for action. For example, it appears that mainly people with minor disabilities are hired. There are also sectors in which it is more difficult to meaningfully employ people with disabilities.
The accompanying amendment (2016) provides key data:
• 3.1% increase in the number of beneficially disabled people employed (target: 0.5)
• 64,600 employed beneficiaries with disabilities (target: 61,200)
• Women: 26,100 (target: 24,800)
• Men: 38,600 (36,400)
All targets were exceeded.
The 2012 document states that although the changes have had a positive effect on awareness of the need to employ people with disabilities, there is still a need for action. For example, it appears that mainly people with minor disabilities are hired. There are also sectors in which it is more difficult to meaningfully employ people with disabilities.
The accompanying amendment (2016) provides key data:
• 3.1% increase in the number of beneficially disabled people employed (target: 0.5)
• 64,600 employed beneficiaries with disabilities (target: 61,200)
• Women: 26,100 (target: 24,800)
• Men: 38,600 (36,400)
All targets were exceeded.
Challenges and lessons learned
The protection against dismissal was revised to reduce the inhibition of companies. People with disabilities have increased protection against dismissal, which comes into effect after 4 years instead of 6 months. The compensation tax has also been adjusted on an ongoing basis.
- CountryAustria
- SectorAll sectors
- Target groupPeople with disabilities
Leading organisation
Austrian National Council
Date
1970, ongoing
Key stakeholders
• SMEs
• Government agencies and policymakers
• Government agencies and policymakers
Number of beneficiaries
2016: 64.600 beneficiaries with disabilities in employment
