How to Hire Chefs and Kitchen Workers in Austria (2026)

6 min

Kitchen Labor Shortages in Austria: The Market Reality

Finding qualified culinary staff in Austria is a persistent operational challenge. Chefs (Köche/Köchinnen) are consistently listed on Austria's national shortage occupation list (Mangelberufsliste), published annually by the Federal Ministry for Labour and Economy (BMAW). The demand is particularly acute in tourism-heavy regions like Tyrol, Salzburg, Vorarlberg, and Carinthia during the winter and summer seasonal peaks, as well as year-round in major urban dining markets like Vienna and Graz.

When domestic and EU-wide recruitment efforts fall short, hiring qualified professionals from non-EU countries (third-country nationals) becomes a necessity rather than an option. Because gastronomy trades are formally recognized as shortage occupations, the regulatory barrier is lower than for general professions, but the administrative process remains strictly regulated. Employers who attempt this route must understand that direct non-EU recruitment requires upfront planning, exact compliance with collective wage agreements, and patience with regional government authorities.

If you need a line chef or kitchen helper within two weeks, non-EU recruitment is not the solution. In urgent cases, Austrian hospitality businesses usually rely on short-term temporary assignments, internal shifts, or drawing from existing seasonal quota systems (Saisonier-Kontingente under section 5 of the Foreign Employment Act / AuslBG). However, for long-term operational stability or key roles like head chef, sous chef, or specialized station chef, hiring skilled foreign workers on permanent or long-term permits is a viable and structured route.

The Legal Route: The Red-White-Red Card and AMS Processing

The primary legal pathway for bringing a non-EU chef to Austria is the Red-White-Red Card (Rot-Weiß-Rot-Karte) for Skilled Workers in Shortage Occupations (Fachkräfte in Mangelberufen). This is a combined residence and work permit that ties the worker to your specific company for the first 24 months.

The legal process involves two main entities: the local residence authority (Niederlassungsbehörde, which is either the District Commission / Bezirkshauptmannschaft or the Municipal Department / Magistrat, such as MA 35 in Vienna) and the Public Employment Service (Arbeitsmarktservice - AMS). Always confirm current criteria directly with the AMS or the national advisory service ABA (Work in Austria), as regional implementation guidelines can change.

Step 1: Point System Assessment - The candidate must reach a minimum threshold of points based on specific criteria set by Austrian law. Points are awarded for formal qualifications (completed vocational training as a chef), relevant professional experience, age, and language skills (German or English).
Step 2: Formal Job Offer - You must provide a legally binding job offer or employment contract that meets the statutory minimum wage standards set by the Austrian collective agreement for the hospitality sector.
Step 3: Filing the Application - The application can be submitted either by the candidate at the competent Austrian embassy abroad or directly by you, the employer, at the regional residence authority in Austria. Filing directly in Austria as the employer often saves time.
Step 4: AMS Verification - The residence authority forwards the file to the local AMS. Because the trade is on the shortage list, the AMS does not conduct a full labor market test (Ersatzkraftverfahren) to see if an Austrian is available, provided the candidate meets the point requirements and the wage offer meets statutory minimums.
Step 5: Approval and Entry Visa - Once the AMS approves the application, the residence authority issues a notification (Mitteilung). The worker then applies for a Visa D at their local Austrian consulate to enter Austria and collect their physical Red-White-Red Card.

For unregulated kitchen support positions (such as dishwashers or basic kitchen assistants), the shortage list route generally does not apply. Those roles must go through the standard labor market test, where the AMS must explicitly confirm that no suitable candidate is registered in their local job-seeker database. In practice, obtaining long-term work permits for non-skilled kitchen staff from third countries is significantly harder and rarely approved outside specific seasonal quotas.

Realistic Timelines: From Decision to First Shift

Hiring a non-EU chef is a multi-month endeavor. Expecting a candidate to start within a few weeks will lead to operational disruption. Employers must plan seasonal hiring well in advance.

Document Preparation (3 to 6 weeks) - The candidate must collect police clearances, birth certificates, vocational diplomas, and work references. Official documents must be translated into German by a certified translator and often require an apostille or diplomatic legalization depending on the origin country.
Official Processing by AMS and Residence Authority (8 to 12 weeks) - Once submitted, local processing times vary widely. Regional authorities in smaller districts might process applications within six weeks, whereas high-volume urban authorities like MA 35 in Vienna can take three to four months.
Visa Issuance and Travel Logistics (2 to 4 weeks) - After approval, the worker must obtain their entry visa, arrange travel, and relocate to Austria.

In total, a realistic timeframe from extending a job offer to the worker's first day in the kitchen is between 3 and 6 months. For winter season placements starting in November or December, filing should ideally begin by June or July at the latest.

Wage Standards, Collective Agreements, and Housing Obligations

Austrian law strictly enforces fair pay and prevents wage dumping. Your financial and legal obligations as an employer are non-negotiable and scrutinized by both the AMS and labor inspectors (Arbeitsinspektorat).

Collective Bargaining Agreement (Kollektivvertrag) - Pay is governed by the national Collective Agreement for Workers in the Hotel and Catering Industry (Kollektivvertrag für das Gastgewerbe). Your candidate must be assigned to the correct employment group (Lohngruppe) based on their training and experience.
Minimum Pay Ranges - For a qualified chef (Chef de Partie or station chef), gross monthly wages typically range from 2,100 EUR to 2,800 EUR based on standard full-time hours (40 hours per week). Higher roles like Sous Chef or Head Chef require higher compensation commensurate with experience. Remember that Austria legally mandates 14 salary payments per year (the 13th and 14th payments are the Christmas and vacation bonuses, known as Weihnachtsgeld and Urlaubsgeld).
Working Hours and Overtime - Work hours must comply with the Working Hours Act (Arbeitszeitgesetz). Overtime must be tracked accurately and compensated according to collective terms.
Housing Provisions (Logis) - In rural and alpine tourism districts, offering free or subsidized employee accommodation (Kost und Logis) is standard industry practice and often necessary to attract talent. If housing is provided, it must meet basic sanitary and living standards set by law. In major cities like Vienna or Graz, workers typically find their own accommodation, though providing temporary housing for the first month significantly improves acceptance rates.
Qualification Recognition - Formal vocational qualifications earned outside the EU may need a formal comparison or equivalency review (Nostrifizierung or validation through the Economic Chamber / WKO) if the worker is claiming points for formal trade completion.

What This Costs You, Roughly

Bringing a non-EU culinary professional to Austria involves direct administrative costs and setup expenses. Below is a breakdown of realistic financial expectations:

Official Government Fees - 160 EUR to 200 EUR for the Red-White-Red Card application and issuance fees paid to the local authority.
Document Translation and Legalization - 300 EUR to 800 EUR, depending on the volume of certificates and the country of origin. This is usually paid by the candidate or reimbursed by the employer.
Relocation and Travel Costs - 300 EUR to 800 EUR for flight or ground transport to Austria.
Initial Accommodation Setup - 500 EUR to 1,500 EUR for initial security deposits or organizing short-term staff lodging.

Employer Liability and Recruitment Ethics

A legitimate employer never asks a job seeker or prospective candidate to pay for their recruitment, job offer, or application processing. Charging workers for employment opportunities or forcing them to pay back placement fees violates international labor standards, Austrian fair trading laws, and core human rights guidelines.

If you work with third-party local agents or recruiters, ensure they do not charge fees to the candidate. Employers who engage with agencies charging candidate fees risk civil liability, severe damage to their business reputation, and immediate rejection of work permit applications by the AMS. Ensure all administrative costs, visa processing fees, and mandatory overheads are fully covered by your business.

Finding Candidates Through the Workuro Registry

Workuro offers a straightforward way to connect directly with foreign hospitality workers without paying agency placement fees or commission percentages. Workers publish their own profiles on the registry, specifying their culinary background, spoken languages, and explicit desire to relocate to Austria.

As an employer, you can search the registry for candidates with specific kitchen experience, reach out directly to evaluate their skills, and initiate direct interviews. Workuro is not a recruitment agency, does not charge a fee per hire, and does not handle legal filings. You handle the interviewing, decision-making, and visa filing directly or with your legal counsel.

Please note that the Workuro registry is young and continually growing. While candidate numbers in specific culinary niches are expanding steadily, using the platform gives you a direct, transparent channel to connect with workers who are actively looking for an opportunity in the Austrian hospitality sector.