How to Hire Security Guards from Abroad in Austria (2026)

7 min

Is there a security guard shortage in Austria, and is non-EU hiring realistic?

Austria faces a persistent shortage of qualified security personnel, particularly in major urban centers like Vienna, Graz, and Linz, as well as at critical infrastructure sites, logistics hubs, and retail centers. However, employers considering candidates from outside the European Union must understand from the outset that recruiting non-EU security guards into Austria is legally and administratively complex. It is not a quick fix for urgent staffing gaps.

The primary barrier is that general security guarding (Bewachungsgewerbe) is rarely listed on Austria's national shortage occupation list (Mangelberufsliste). As a result, hiring a third-country national usually requires passing a strict labor market test (Ersatzkraftverfahren) administered by the Public Employment Service (Arbeitsmarktservice - AMS), or qualifying the candidate under the Red-White-Red Card (Rot-Weiß-Rot-Karte) for Other Key Workers (Sonstige Schlüsselkräfte).

Furthermore, language requirements present a operational hurdle. Security staff in Austria must interact with local authorities, emergency services, site visitors, and clients in German. Candidates without verified German skills (typically B1 or B2 level) will struggle to pass compulsory reliability checks or fulfill daily operational duties.

Because of these hurdles, many Austrian security providers first attempt to recruit from within the EU/EEA or from Western Balkan countries where candidates may already possess resident status or EU citizenship. If you choose to hire directly from non-EU countries, you must prepare for a formal process that requires several months of preparation and compliance work before the worker can stand their first shift.

The legal route: Red-White-Red Card and regulatory requirements

To employ a non-EU security guard legally in Austria, the worker must obtain a combined work and residence permit. The primary pathway is the Red-White-Red Card. Here is how the legal framework functions and who is responsible for each submission:

The permit application: The employer typically submits the application for the Red-White-Red Card directly to the competent regional immigration authority (Niederlassungs- und Aufenthaltsbehörde), such as Magistratsabteilung 35 (MA 35) in Vienna or the local District Commission (Bezirkshauptmannschaft) in other federal states. Alternatively, the candidate can apply at an Austrian embassy or consulate in their home country.
The AMS labor market test: Once the application is received, the immigration authority forwards it to the AMS. The AMS conducts an Ersatzkraftverfahren, searching its registry for registered jobseekers in Austria or the EU who match the profile. If no suitable candidate is available within a statutory period (usually four weeks), the AMS grants approval for the non-EU worker.
Trade regulations and background checks: Security services are a regulated trade in Austria under the Industrial Code (Gewerbeordnung - GewO § 129). Every employee working in the security sector must undergo a mandatory reliability check (Zuverlässigkeitsprüfung) conducted by the responsible State Police Directorate (Landespolizeidirektion - LPD). The foreign candidate must provide an official, translated, and certified criminal record certificate (Strafregisterbescheinigung) from their country of origin.
Points criteria: Under the Red-White-Red Card system for Key Workers, the applicant must score minimum points based on age, work experience, language skills (German and English), and professional qualifications. Always confirm the exact points thresholds with the official Austrian migration portal (migration.gv.at) or the AMS before extending a binding offer.

Timeline from job offer to first shift

Expect a realistic timeline of four to eight months from the moment you select a non-EU candidate to their first working day in Austria. Employers who promise client coverage earlier than this usually fail to meet their contracts.

Step 1: Document preparation and translations (4 to 8 weeks) - The candidate must collect police clearances, educational certificates, and employment references. Documents issued outside the EU must be legalised (via Apostille or diplomatic authentication) and translated into German by a certified translator.
Step 2: Submission and AMS review (6 to 10 weeks) - After filing the application with MA 35 or the local Bezirkshauptmannschaft, the file is transferred to the AMS for the labor market test and points evaluation.
Step 3: Police vetting (2 to 4 weeks) - The Landespolizeidirektion reviews the candidate's criminal background documents for clearance under the Gewerbeordnung.
Step 4: Visa issuance and travel (2 to 4 weeks) - Once approved, the candidate receives an entry visa (Visa D) from the Austrian embassy to enter Austria and collect their physical Red-White-Red Card.
Step 5: Local registration and onboarding (1 to 2 weeks) - Upon arrival, the worker must register their address (Meldezettel), complete final registration with the Austrian Social Insurance fund (ÖGK), and undertake site-specific training.

Pay, collective agreements, and working conditions

Pay for security personnel in Austria is governed by statutory laws and sector-wide collective bargaining agreements (Kollektivvertrag). You cannot pay a foreign worker less than the legally established rate for domestic workers.

Collective Agreement (Kollektivvertrag): The relevant agreement is the Kollektivvertrag für das Bewachungsgewerbe. Pay is structured into clear employment groups (Lohngruppen) based on duties, such as general object protection (Objektschutz), mobile patrols (Revierdienst), or specialized event security.
Minimum wage floors: As of 2026, baseline hourly rates for basic security personnel under the collective agreement generally range between €11.80 and €14.50 per hour gross, translating to a gross monthly base salary of approximately €1,950 to €2,400 for a full-time 40-hour week. Specialized roles or shift supervisors earn higher rates.
13th and 14th month pay: Austrian labor law mandates 14 monthly salary payments per year. The worker receives an extra month of pay in the summer (Urlaubsgeld) and another in December (Weihnachtsgeld), which are taxed at a preferential rate.
Housing and allowances: Providing housing is not customary or legally required in the general security trade in Austria. However, given high rental costs and strict registration requirements (a tenant needs a signed Wohnsitzbestätigung to register locally), offering temporary accommodation or relocation assistance for the first two to three months is practically essential to attract foreign candidates.

What this costs you, roughly

Recruiting a non-EU worker involves predictable upfront administrative and logistical expenses. Below is an estimated cost breakdown for the employer:

Official administrative fees: €160 to €200 per applicant (includes RWR Card application fee, grant fee, and police background clearance fees).
Document translation and legalisation: €200 to €500 (depending on the candidate's home country and document volume).
Travel costs: €200 to €600 for initial entry flight or transport to Austria.
Temporary housing support: €800 to €2,000 (covering initial short-term lease deposits or furnished room costs for the first month or two).
AMS labor market test processing: No direct fee from the authority, but internal administrative hours spent managing compliance.

Ethical recruiting and worker fee protections

Austrian law strictly prohibits charging jobseekers fees for recruitment or job placement services. Legitimate employers bear all costs related to recruitment, legal filings, and mandatory occupational safety onboarding.

Under no circumstances should a candidate be asked to pay an employer, agency, or intermediary for a job offer, visa processing support, or a contract in Austria. Workers who are asked to pay recruitment fees are frequently victims of fraudulent schemes or human trafficking networks. If an employer or partner agency engages in fee-charging practices, the Austrian company risks severe financial penalties, loss of commercial trade licences, and legal liability under Austrian labor and criminal laws.

How to find candidates on the Workuro registry

If you choose to look outside traditional local channels, you can search the Workuro worker registry to find security personnel who have published a profile and indicated an interest in working in Austria.

Workuro is not a recruitment agency, an executive search firm, or a labor broker. We do not place candidates, run interview processes, or charge any per-hire fees. Workers create profiles at zero cost to showcase their language levels, past security experience, licenses, and availability. As an employer, you can search the registry directly, evaluate profiles against your specific site requirements, and initiate direct contact with candidates.

Our registry is young and growing. You will not find thousands of pre-vetted foreign security guards ready to board a flight tomorrow. Instead, you will find motivated individuals actively building international profiles. You maintain full control of your hiring process, interviewing candidates directly, assessing their German proficiency, and navigating the AMS Red-White-Red Card process according to your operational schedule.