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This UPR tool reflects the global recommendations made to Austria by all countries world-wide during the Universial Priodic Review process (UPR) at the UN Human Rights Council and their current status of implementation. The League coordinates a significant part of Austrian civil society in the UPR process. 

The recommendations can be filtered in the menu below by human rights topics, SDGs, proponent states etc. also a search function is available. 

 

We welcome your comments and suggestions at upr@liga.or.at.

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Progress: No progress

Redouble its efforts to facilitate access of persons with disabilities to the labour market by ensuring effective implementation of the Employment of People with Disabilities Act

Proponent:

Thailand


Kingdom of Thailand

Thailand


Kingdom of Thailand

Remarks to progress by Liga (last modified Dec 31, 2024):

In Austria, there is a distinction between people who are fit for work and those who are not. The ability or inability to work is determined exclusively on the basis of medical criteria, often directly after school. The federal states are responsible for people who are not fit for work, while the federal government is responsible for people who are fit for work. Hardly any measures have been taken with regard to the group of people who are unable to work. These people continue to work in day labour and employment structures, but do not receive a wage and have no independent social insurance (with the exception of accident insurance). This leads to increased poverty in old age and there is no data on the transition to the regular labour market. There are no nationwide uniform measures to make this possible and the planned measures in the National Action Plan 2022-2030 have not yet been implemented (see National Action Plan on Disability available on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Nationaler-Aktionsplan-Behinderung.html). Support services for people who are able to work are largely linked to a certain degree of disability (GdB), which means that people who do not have a degree of disability (GdB) determined by the state are excluded from corresponding support measures. The measures offered by the Public Employment Service (AMS) are not fully accessible to people with disabilities. As a result, unemployed people with disabilities are less likely to take part in AMS training programmes than unemployed people without disabilities.    There are only a few measures to combat gender-specific employment imbalances and wage gaps, apart from higher wage cost support for women with disabilities as part of the „Inclusion Support Plus“ programme (Inklusionsförderung/InklusionsförderungPlus: https://www.wko.at/service/arbeitsrecht-sozialrecht/inklusionsfoerderung-inklusionsfoerderungplus.html). There are no specific labour market policy measures for women with disabilities (wage subsidies: Website of the Social Ministry Service: https://www.sozialministeriumservice.at/Finanzielles/Foerderungen/Lohnfoerderungen/Lohnfoerderungen.de.html). Austria has currently implemented various measures to promote the employment of people with disabilities, including the Disability Employment Act (BEinstG). The law stipulates that employers with a certain number of employees are obliged to hire a minimum number of people with disabilities or otherwise pay a compensatory tax. Although progress has been made, there are still challenges. The actual employment rate of people with disabilities remains below the legally required level and many companies prefer to pay the compensatory tax. There is still a need to improve the enforcement of the law, create more incentives for companies and expand the accessibility infrastructure. 

Progress: No progress

Provide appropriate job opportunities for persons with disabilities

Proponent:

Iran


Islamic Republic of Iran

Iran


Islamic Republic of Iran

Remarks to progress by Liga (last modified Dec 31, 2024):

In Austria, there is a distinction between people who are fit for work and those who are not. The ability or inability to work is determined exclusively on the basis of medical criteria, often directly after school. The federal states are responsible for people who are not fit for work, while the federal government is responsible for people who are fit for work. Hardly any measures have been taken with regard to the group of people who are unable to work. These people continue to work in day labour and employment structures, but do not receive a wage and have no independent social insurance (with the exception of accident insurance). This leads to increased poverty in old age and there is no data on the transition to the regular labour market. There are no nationwide uniform measures to make this possible and the planned measures in the National Action Plan 2022-2030 have not yet been implemented (see National Action Plan on Disability available on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Nationaler-Aktionsplan-Behinderung.html). Support services for people who are able to work are largely linked to a certain degree of disability (GdB), which means that people who do not have a degree of disability (GdB) determined by the state are excluded from corresponding support measures. The measures offered by the Public Employment Service (AMS) are not fully accessible to people with disabilities. As a result, unemployed people with disabilities are less likely to take part in AMS training programmes than unemployed people without disabilities.    There are only a few measures to combat gender-specific employment imbalances and wage gaps, apart from higher wage cost support for women with disabilities as part of the „Inclusion Support Plus“ programme (Inklusionsförderung/InklusionsförderungPlus: https://www.wko.at/service/arbeitsrecht-sozialrecht/inklusionsfoerderung-inklusionsfoerderungplus.html). There are no specific labour market policy measures for women with disabilities (wage subsidies: Website of the Social Ministry Service: https://www.sozialministeriumservice.at/Finanzielles/Foerderungen/Lohnfoerderungen/Lohnfoerderungen.de.html). 

Progress: No progress

Strengthen measures to increase job opportunities for women in full-time employment sectors

Proponent:

Myanmar


Republic of the Union of Myanmar

Myanmar


Republic of the Union of Myanmar

Remarks to progress by Liga (last modified Dec 31, 2024):

No corresponding legislation has yet been passed in Austria. The labour force participation rate for women is also still lower than for men (in 2023 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Another factor is the fact that women often work in occupations that are traditionally seen as „women’s jobs“ and are lower paid. To improve the compatibility of work and family life, the Austrian Trade Union Federation (ÖGB) advocates, among other things, a legal entitlement to free childcare from the first birthday, the introduction of the ÖGB-AK family working time model, the nationwide expansion of care and support services, such as mobile services, day care centres, inpatient services and alternative care options, inpatient services and alternative care models, the reduction of normal working hours in accordance with the Working Hours Act as well as a reduction in the maximum permitted daily, weekly and annual working hours, better recognition of child-raising periods and increased qualification programmes for women (see further information on the website of the Austrian Trade Union Federation: https://www.oegb.at/themen/gleichstellung/geschlechtergerechtigkeit/finanzielle-unabhaengigkeit-von-frauen–barrieren-und-loesungen). Concrete measures by the federal government are still pending.  

Progress: No progress

Better enforce human rights compliance by private economic actors with a view to reducing the gender pay gap and diversifying career options for all

Proponent:

Vietnam


Socialist Republic of Vietnam

Vietnam


Socialist Republic of Vietnam

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Take appropriate measures to eliminate discrimination of women in the labour market and reduce the gender pay gap

Proponent:

Uganda


Republic of Uganda

Uganda


Republic of Uganda

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Gender stereotypes and role expectations contribute to inequality, make it difficult for women to advance in their careers and reduce their opportunities. To tackle the gender pay gap in the EU, the Council of the European Union adopted new rules on 24 April 2023 to combat pay discrimination and reduce the gender pay gap. 

Progress: No progress

Implement campaigns and measures to reduce the pay gap between men and women

Proponent:

Belgium


Kingdom of Belgium

Belgium


Kingdom of Belgium

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Further promote measures that ensure the economic and social empowerment of women, mainly through reducing gender pay gap

Proponent:

Ethiopia


Federal Democratic Republic of Ethiopia

Ethiopia


Federal Democratic Republic of Ethiopia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). 

Progress: No progress

Further strengthen measures to promote equality between women and men, in particular regarding equal pay and the participation of women on the boards and in the chief executive offices of companies

Proponent:

France


French Republic

France


French Republic

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Women continue to be underrepresented not only in companies, but also in political decision-making positions at state and municipal level. Despite some progress, there are still considerable problems with regard to the pay gap and the number of women in decision-making positions. The pay gap between women and men remains high. Women are underrepresented not only in companies, but also in political decision-making positions at provincial and municipal level. According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). 

Progress: No progress

Further pursue its efforts to narrow the gender pay gap and to ensure equal opportunities for women on the labour market

Proponent:

Greece


Hellenic Republic

Greece


Hellenic Republic

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Gender stereotypes and role expectations contribute to inequality, make it difficult for women to advance in their careers and reduce their opportunities. To tackle the gender pay gap in the EU, the Council of the European Union adopted new rules on 24 April 2023 to combat pay discrimination and reduce the gender pay gap. 

Progress: No progress

Reducing the wages gap between women and men in work

Proponent:

Iraq


Republic of Iraq

Iraq


Republic of Iraq

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Implement concrete measures to reduce the gender pay gap

Proponent:

Lithuania


Republic of Lithuania

Lithuania


Republic of Lithuania

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Promote the principle of equal pay for work of equal value and minimize the gender pay gap

Proponent:

Maldives


Republic of Maldives

Maldives


Republic of Maldives

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Redouble efforts in addressing the gender pay gap

Proponent:

Mozambique


Republic of Mozambique

Mozambique


Republic of Mozambique

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Continue efforts to narrow down and eventually eliminate gender pay gap for equal work with men

Proponent:

Myanmar


Republic of the Union of Myanmar

Myanmar


Republic of the Union of Myanmar

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Enhance efforts to reduce the high wage gap by enforcing the principle of gender equality

Proponent:

Slovenia


Republic of Slovenia

Slovenia


Republic of Slovenia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Eliminate gender pay gap

Proponent:

Somalia


Federal Republic of Somalia

Somalia


Federal Republic of Somalia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: In progress

Strengthen policies to promote gender equality, increase women’s participation in the political sphere, and eliminate the wage gap

Proponent:

Ecuador


Republic of Ecuador

Ecuador


Republic of Ecuador

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). Since the non-partisan expert government of 2019 with Austria’s first female Federal Chancellor, a largely balanced gender ratio of federal ministers and state secretaries has been established, although in recent years this has gradually tilted back towards a male majority. The proportion of women in parliament has also risen steadily in recent decades, most recently reaching around 40%. As there are no legal requirements for the creation of electoral lists or the allocation of mandates in this respect, there is a significant difference between the political parties. Gender parity of 50% is only reached or exceeded in the Green, Neos and SPÖ parties. The ÖVP and FPÖ are below parity, with the latter party only achieving a female quota of 17%. At provincial level, the gender ratio in both governments and provincial parliaments lags behind the federal level. There is an extreme imbalance at municipal level, where there are only around 10% female mayors. This ratio is roughly the same across all parties.   Measures taken by the federal government in 2022 include the establishment of an „Austrian Fund for the Empowerment and Advancement of Women and Girls“, which operates the „LEA – Let’s Empower Austria“ project (website https://letsempoweraustria.at/), as well as the „Girls in Politics“ project, which enables girls and young women to accompany mayors at work in individual municipalities (information on the BKA website: https://www.bundeskanzleramt.gv.at/agenda/frauen-und-gleichstellung/gleichstellung-am-arbeitsmarkt/girls-in-politics.html. An evaluation of the projects is still pending. A report by the Women’s Section of the Federal Chancellery from 2022 provides a statistical basis for taking stock of the participation of women in political decision-making positions (as a PDF Further information is available at the following link: https://www.bundeskanzleramt.gv.at/dam/jcr:c1f8eb6d-b56e-480a-9463-38273dc136d6/frauen_in_polit_entscheidungspositionen_2022.pdf). 

Progress: No progress

Work to combat discrimination against women and improve access for persons with disabilities in the workplace

Proponent:

USA


United States of America

USA


United States of America

Remarks to progress by Liga (last modified Dec 31, 2024):

With this in mind, in August 2023 the ACA also published the report „Violence and Victim Protection for Women“, which highlights the potential for effective protection of women affected by violence. The ACA highlights shortcomings in strategic planning and recommends a coordinated joint strategy between the federal ministries and the federal states (Gewalt- und Opferschutz für Frauen, BUND 2023/21: https://www.rechnungshof.gv.at/rh/home/home/2023_21_Gewalt_und_Opferschutz_Frauen.pdf). An important civil society initiative in this area is the Neighbourhoods Without Partner Violence Initiative („StoP Partner Violence“) with the participation of the umbrella organisation Autonomous Austrian Women’s Shelters (for the initiative, see https://stop-partnergewalt.at/). The Austrian women’s organisations point out that violence against women, including femicide and domestic violence, is still reaching alarming proportions. In this critical situation, political, legal and financial measures that go beyond current measures are needed to effectively combat violence against women. In Austria, there is a distinction between people who are fit for work and those who are not. The ability or inability to work is determined exclusively on the basis of medical criteria, often directly after school. The federal states are responsible for people who are not fit for work, while the federal government is responsible for people who are fit for work. Hardly any measures have been taken with regard to the group of people who are unable to work. These people continue to work in day labour and employment structures, but do not receive a wage and have no independent social insurance (with the exception of accident insurance). This leads to increased poverty in old age and there is no data on the transition to the regular labour market. There are no nationwide uniform measures to make this possible and the planned measures in the National Action Plan 2022-2030 have not yet been implemented (see National Action Plan on Disability available on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Nationaler-Aktionsplan-Behinderung.html). Support services for people who are able to work are largely linked to a certain degree of disability (GdB), which means that people who do not have a degree of disability (GdB) determined by the state are excluded from corresponding support measures. The measures offered by the Public Employment Service (AMS) are not fully accessible to people with disabilities. As a result, unemployed people with disabilities are less likely to take part in AMS training programmes than unemployed people without disabilities.    There are only a few measures to combat gender-specific employment imbalances and wage gaps, apart from higher wage cost support for women with disabilities as part of the „Inclusion Support Plus“ programme (Inklusionsförderung/InklusionsförderungPlus: https://www.wko.at/service/arbeitsrecht-sozialrecht/inklusionsfoerderung-inklusionsfoerderungplus.html). There are no specific labour market policy measures for women with disabilities (wage subsidies: Website of the Social Ministry Service: https://www.sozialministeriumservice.at/Finanzielles/Foerderungen/Lohnfoerderungen/Lohnfoerderungen.de.html). 

Progress: No progress

Take further steps to promote equal opportunities for the Roma community in education and employment

Proponent:

India


Republic of India

India


Republic of India

Remarks to progress by Liga (last modified Dec 31, 2024):

In 2021, the Austrian „Strategy for the Continuation of the Inclusion of Roma in Austria“ was updated (see report „Strategy for the Continuation of the Inclusion of Roma in Austria“ published by the Federal Chancellery 2021: https://www.bundeskanzleramt.gv.at/dam/jcr:b556a06c-cd86-4b3d-a492-815c8a1bfb84/Strategie%20Roma%20Inklusion.pdf). Although the strategy for the inclusion of Roma in Austria aims to combat antiziganism (marginalisation and hostility towards Sinti and Roma), it does not contain any specific information on financial support for measures to combat hostility towards Roma and Sin:tizze. 

Progress: No progress

Continue efforts in supporting persons with disabilities, by ensuring their accessibility to the labour market and social welfare benefits

Proponent:

Cyprus


Republic of Cyprus

Cyprus


Republic of Cyprus

Remarks to progress by Liga (last modified Dec 31, 2024):

In Austria, there is a distinction between people who are fit for work and those who are not. The ability or inability to work is determined exclusively on the basis of medical criteria, often directly after school. The federal states are responsible for people who are not fit for work, while the federal government is responsible for people who are fit for work. Hardly any measures have been taken with regard to the group of people who are unable to work. These people continue to work in day labour and employment structures, but do not receive a wage and have no independent social insurance (with the exception of accident insurance). This leads to increased poverty in old age and there is no data on the transition to the regular labour market. There are no nationwide uniform measures to make this possible and the planned measures in the National Action Plan 2022-2030 have not yet been implemented (see National Action Plan on Disability available on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Nationaler-Aktionsplan-Behinderung.html). Support services for people who are able to work are largely linked to a certain degree of disability (GdB), which means that people who do not have a degree of disability (GdB) determined by the state are excluded from corresponding support measures. The measures offered by the Public Employment Service (AMS) are not fully accessible to people with disabilities. As a result, unemployed people with disabilities are less likely to take part in AMS training programmes than unemployed people without disabilities.    There are only a few measures to combat gender-specific employment imbalances and wage gaps, apart from higher wage cost support for women with disabilities as part of the „Inclusion Support Plus“ programme (Inklusionsförderung/InklusionsförderungPlus: https://www.wko.at/service/arbeitsrecht-sozialrecht/inklusionsfoerderung-inklusionsfoerderungplus.html). There are no specific labour market policy measures for women with disabilities (wage subsidies: Website of the Social Ministry Service: https://www.sozialministeriumservice.at/Finanzielles/Foerderungen/Lohnfoerderungen/Lohnfoerderungen.de.html). 

Progress: No progress

Promote specific policies for supporting the family as it is the basic and natural unit of society

Proponent:

Egypt


Arab Republic of Egypt

Egypt


Arab Republic of Egypt

Remarks to progress by Liga (last modified Apr 1, 2025):

The recent extension of the Equal Treatment Act in Austria, particularly in the context of caring activities, is a positive step. Nevertheless, precise wording is needed to ensure legal certainty. Austria has recently extended the scope of protection of the Equal Treatment Act to cover discrimination in the context of care work. This is a significant step forward, but requires clear wording in the extended § 5a to ensure clarity and legal certainty.   The missed opportunity to distribute parental leave more evenly is regrettable and contradicts the goal of gender equality. The current amendment of the law offers the opportunity to rectify shortcomings, in particular by introducing a statutory minimum compensation for cases of discrimination. Despite positive developments, however, there is still no uniform standard of protection for all those affected by discrimination. Civil society, including the Litigation Association, appeals to legislators to seriously consider the recommendations, particularly with regard to the clear wording of Section 5a, the equal distribution of parental leave and the introduction of statutory minimum compensation. A holistic view beyond the world of work and the transfer of responsibility to the Federal Equal Treatment Commission in accordance with Directive (EU) 2019/1158 are crucial. These measures strengthen the protection of families and promote gender equality in Austria (see statement of the Litigation Association: https://www.klagsverband.at/klav/wp-content/uploads/2023/08/Stellungnahme-Klagsverband-10.07.2023.pdf).  As part of the Government Plan 2025-2029, the federal government is pursuing this goal through close cooperation with all stakeholders (see Government Plan 2ß025-2029: https://www.bundeskanzleramt.gv.at/bundeskanzleramt/die-bundesregierung/regierungsdokumente.html).

Progress: No progress

Evaluate developing programmes to reduce the gender pay gap and promote the integration of women with disabilities, ethnic minorities and migrants into the labour market

Proponent:

Peru


Republic of Peru

Peru


Republic of Peru

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Strengthen policies and measures in the field of labor, including by considering ratifying the ILO Domestic Workers Convention, 2011 (No. 189)

Proponent:

Brazil


Federal Republic of Brazil

Brazil


Federal Republic of Brazil

Remarks to progress by Liga (last modified Dec 31, 2024):

In June 2011, Austria adopted Convention No. 189 of the International Labour Organization (ILO) regarding domestic workers. This agreement sets out an ambitious level of protection for domestic workers under labour law. However, it has not yet been fully implemented at national level. Domestic workers contribute significantly to the global economy by improving employment opportunities for workers with family responsibilities. They provide care for the elderly, children and people with disabilities and create significant income shifts within and between countries. It is crucial that Austria continues to take measures to strengthen the protection of workers, including the ratification of ILO Convention No. 189 on Domestic Workers (see RIS Convention No.189: https://www.ris.bka.gv.at/Dokumente/RegV/REGV_COO_2026_100_2_651606/COO_2026_100_2_653149.html). 

Progress: No progress

Continue strengthening successful policy to increase access to education, health and integration into the labour market for women with disabilities, ethnic minority groups, migrants, refugees and Asylum seekers

Proponent:

Somalia


Federal Republic of Somalia

Somalia


Federal Republic of Somalia

Remarks to progress by Liga (last modified Dec 31, 2024):

Gender stereotypes and role expectations contribute to inequality, make it difficult for women to advance in their careers and reduce their opportunities. To tackle the gender pay gap in the EU, the Council of the European Union adopted new rules on 24 April 2023 to combat pay discrimination and reduce the gender pay gap. According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: here). In Austria, corresponding legislation has not yet been passed. The employment rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale).  With regard to women with disabilities, it should be noted that they are not a specific target group of the Austrian labour market service. The status of ministerial work is still the 2017 inclusion package (see information on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Berufliche-Teilhabe-von-Menschen-mit-Behinderungen.html). Civil society considers this to be insufficient. No measures have been taken to prevent multiple and/or intersectional discrimination against women and girls with disabilities. There is still a lack of adequate consideration of the gender perspective in disability legislation, the disability perspective in women’s legislation and the related enforcement of laws. The Ombud for Equal Treatment (website:https://www.gleichbehandlungsanwaltschaft.gv.at), a state institution at the Federal Chancellery (BKA), is responsible for all grounds of discrimination except disability. However, women with disabilities must contact the Social Ministry Service (website: https://www.gleichbehandlungsanwaltschaft.gv.at) in the event of multiple discrimination and apply for conciliation. This conciliation procedure is mandatory and must be carried out before a lawsuit is filed with the civil court. The problem is that the Social Ministry Service has no specific expertise in dealing with women with disabilities and is not trained in a gender-equitable approach.  With regard to people of foreign origin, the employment rate is lower than for people born in Austria. Women from certain countries of origin are particularly affected (e.g. Turkey with a female employment rate of only 44%) and foreign origin is still a frequent reason for discrimination in the workplace (see Statistics Austria, „Labour market situation of migrants in Austria 2022“: https://www.statistik.at/fileadmin/publications/Arbeitsmarktsituation-Migrant-innen-2021.pdf). 

Progress: No progress

Grant asylum seekers effective access to the labour market during their asylum proceedings in order to ensure successful integration

Proponent:

Mozambique


Republic of Mozambique

Mozambique


Republic of Mozambique

Remarks to progress by Liga (last modified Dec 31, 2024):

In order to ensure successful integration, it is of great importance to grant asylum seekers effective access to the labour market during their asylum procedure. This requires adjustments to legislation and administrative procedures. The opportunity to work during the asylum procedure enables asylum seekers to utilise their skills, contribute to society and secure their livelihood. Such access promotes the independence and well-being of those affected. However, there is unequal treatment in terms of access to the labour market, especially in the basic welfare system. While Ukrainians have protection status and access to the labour market from the outset, asylum seekers and displaced persons from Ukraine must obtain an employment permit. This inequality is exacerbated by bureaucratic procedures and an additional income limit, which penalises some groups of people. It is emphasised that the current system of basic services is in urgent need of fundamental reform. All groups, regardless of their status, should have fair access to the labour market in order to promote integration.   A sensible care system should encourage, not hinder, income-earning opportunities through work to enable people to manage without support at an early stage. A fundamental reform of the current system is needed to ensure that no one is permanently denied effective access to the labour market. 

Progress: No progress

Seek to align its legislation and administrative procedures to allow asylum seekers effective access to the labor market during their asylum procedure

Proponent:

Serbia


Republic of Serbia

Serbia


Republic of Serbia

Remarks to progress by Liga (last modified Dec 31, 2024):

In order to ensure successful integration, it is of great importance to grant asylum seekers effective access to the labour market during their asylum procedure. This requires adjustments to legislation and administrative procedures. The opportunity to work during the asylum procedure enables asylum seekers to utilise their skills, contribute to society and secure their livelihood. Such access promotes the independence and well-being of those affected. However, there is unequal treatment in terms of access to the labour market, especially in the basic welfare system. While Ukrainians have protection status and access to the labour market from the outset, asylum seekers and displaced persons from Ukraine must obtain an employment permit. This inequality is exacerbated by bureaucratic procedures and an additional income limit, which penalises some groups of people. It is emphasised that the current system of basic services is in urgent need of fundamental reform. All groups, regardless of their status, should have fair access to the labour market in order to promote integration.   A sensible care system should encourage, not hinder, income-earning opportunities through work to enable people to manage without support at an early stage. A fundamental reform of the current system is needed to ensure that no one is permanently denied effective access to the labour market. 

Progress: No progress

Ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Sri Lanka


Democratic Socialist Republic of Sri Lanka

Sri Lanka


Democratic Socialist Republic of Sri Lanka

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Azerbaijan


Republic of Azerbaijan

Azerbaijan


Republic of Azerbaijan

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Togo


Republic of Togo

Togo


Republic of Togo

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Rwanda


Republic of Rwanda

Rwanda


Republic of Rwanda

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Sign and ratify the International Convention for the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Egypt


Arab Republic of Egypt

Egypt


Arab Republic of Egypt

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Sign and ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Honduras


Republic of Honduras

Honduras


Republic of Honduras

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Consider ratifying the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Bangladesh


People's Republic of Bangladesh

Bangladesh


People's Republic of Bangladesh

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Consider ratifying the International Convention on the Protection of All Migrant Workers and Members of their Families

Proponent:

Indonesia


Republic of Indonesia

Indonesia


Republic of Indonesia

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Consider ratifying the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Senegal


Republic of Senegal

Senegal


Republic of Senegal

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Consider the ratification of the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Philippines


Republic of the Philippines

Philippines


Republic of the Philippines

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Ratify the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families and the Optional Protocol to the International Covenant on Economic, Social and Cultural Rights

Proponent:

Chile


Republic of Chile

Chile


Republic of Chile

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. The Optional Protocol to the International Covenant on Economic, Social and Cultural Rights is an additional protocol to the International Covenant on Economic, Social and Cultural Rights and enables individuals and groups to submit complaints to the United Nations if their rights have been violated. Austria ratified this protocol in 1978. The Optional Protocol to the International Covenant on Economic, Social and Cultural Rights is an additional protocol to the International Covenant on Economic, Social and Cultural Rights and allows individuals and groups to submit complaints to the United Nations when their rights have been violated. Austria, however, ratified this protocol in 1978 (see State Report, Concluding Observations of the Committee on wsk Rights: https://www.bundeskanzleramt.gv.at/dam/jcr:40fa2699-4b9e-450e-a246-fdf4a7dcc164/CESCR_WSK_4_de.pdf). 

Progress: No progress

Undertake concrete actions towards the ratification of the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

El Salvador


Republic of El Salvador

El Salvador


Republic of El Salvador

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Strengthen the national legislative framework, in particular by ratifying the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families

Proponent:

Algeria


People's Democratic Republic of Algeria

Algeria


People's Democratic Republic of Algeria

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Ratify the International Covenant on the Protection of the Rights of All Migrant Workers and Members of Their Families, the Domestic Workers Convention, 2011 (No. 189) of the International Labour Organization, the Optional Protocol to the International Covenant on Economic, Social and Cultural Rights, and sign the Global Compact for Safe, Orderly and Regular Migration

Proponent:

Venezuela


Bolivarian Republic of Venezuela

Venezuela


Bolivarian Republic of Venezuela

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. The Optional Protocol to the International Covenant on Economic, Social and Cultural Rights is an additional protocol to the International Covenant on Economic, Social and Cultural Rights and enables individuals and groups to submit complaints to the United Nations if their rights have been violated. Austria ratified this protocol in 1978. The Optional Protocol to the International Covenant on Economic, Social and Cultural Rights is an additional protocol to the International Covenant on Economic, Social and Cultural Rights and allows individuals and groups to submit complaints to the United Nations when their rights have been violated. Austria, however, ratified this protocol in 1978 (see State Report, Concluding Observations of the Committee on wsk Rights: https://www.bundeskanzleramt.gv.at/dam/jcr:40fa2699-4b9e-450e-a246-fdf4a7dcc164/CESCR_WSK_4_de.pdf). In June 2011, Austria adopted Convention No. 189 of the International Labour Organization (ILO) regarding domestic workers. This agreement sets out an ambitious level of protection for domestic workers under labour law. However, it has not yet been fully implemented at national level. Domestic workers contribute significantly to the global economy by improving employment opportunities for workers with family responsibilities. They provide care for the elderly, children and people with disabilities and create significant income shifts within and between countries. It is crucial that Austria continues to take measures to strengthen the protection of workers, including the ratification of ILO Convention No. 189 on Domestic Workers (see RIS Convention No.189: https://www.ris.bka.gv.at/Dokumente/RegV/REGV_COO_2026_100_2_651606/COO_2026_100_2_653149.html). In 2018, the Austrian government decided to withdraw from the UN migration pact. The official vote declaration to the United Nations lists a total of 17 reasons for rejecting the agreement. At the same time, the „Global Compact for Safe, Orderly and Regular Migration“ was adopted, an international agreement of the United Nations that aims to improve international cooperation on migration and strengthen the contribution of migrants to sustainable development. Although this pact is not legally binding, it acts as a co-operative guide to better coordinate migration at different levels – local, national, regional and global. The Austrian government could consider rejoining the United Nations Global Compact for Safe, Orderly and Regular Migration. This would not only promote international cooperation but also support a collaborative approach to more effective migration policies (see Outcome Document of the Intergovernmental Conference on the Adoption of the Global Compact for Safe, Orderly and Regular Migration:https://www.un.org/depts/german/migration/A.CONF.231.3.pdf). 

Progress: No progress

Ratify the Violence and Harassment Convention, 2019 (No. 190) of the International Labour Organization

Proponent:

Namibia


Republic of Namibia

Namibia


Republic of Namibia

Remarks to progress by Liga (last modified Dec 31, 2024):

In 2019, the International Labour Organization (ILO) Convention on the Elimination of Violence and Harassment in the World of Work was adopted at the International Labour Conference (Resolution Austria 2024). This Convention provides a common framework aimed at preventing, eliminating and remedying violence and harassment, including gender-based incidents in the world of work. It marks the first time in international law that the right of all to a world of work free from violence and harassment is explicitly recognised. It not only recognises the right, but also the obligation to respect, promote and realise this right. The Convention also defines the concept of violence and harassment in the world of work at international level. Austria was actively involved in the development of Convention 190, but the country has not yet ratified the convention. Although the Convention has been in place since 2019, the Austrian government, in particular the Family and Women’s Affairs and Labour and Social Affairs ministries, has not yet seen the need for rapid implementation. This is despite the fact that current figures from 2022 show that the global rate of those affected remains high. The women’s rights organisation WIDE and its 21 member organisations are vehemently calling for the ratification of ILO Convention 190 and are campaigning for European countries, including Austria, to take a pioneering role in this process. The convention, which for the first time recognises the right of all people to a working environment free from violence and harassment, has been in force since 25 June 2021.   The Austrian federal government’s responses to corresponding enquiries indicate that there are still concerns and discussions within the EU. An opinion from the Council Legal Service is still pending, and ratification appears to have been delayed due to legal uncertainties and possible effects on other areas (see reply letter from Federal Minister Martin Kocher (Federal Ministry of Labour) and Federal Minister Susanne Raab (Federal Chancellery, Women) on ILO-C190 (2 May 2022)): https://wide-netzwerk.at/wp-content/uploads/2022/05/Antwort-BM-Kocher-und-BM-Raab-ILO-190.pdf). WIDE and 21 other member organisations emphasise the urgency of ratifying and implementing Convention 190 in order to effectively combat violence and harassment in the world of work, especially gender-specific assaults. It is pointed out that Austria, despite its active participation in the drafting of the convention, is not yet one of the ratifying states (see statement: https://wide-netzwerk.at/recht-auf-arbeit-frei-von-belaestigung-und-gewalt/). 

Progress: No progress

Take further steps towards effective access to education and apprenticeship opportunities for asylum seekers, including those who are no longer minors

Proponent:

Philippines


Republic of the Philippines

Philippines


Republic of the Philippines

Remarks to progress by Liga (last modified Dec 31, 2024):

In order to ensure, in line with international best practice, that the Criminal Code does not provide for penalties for defamation, the current section 111 of the Austrian Criminal Code needs to be reviewed. This paragraph makes it a criminal offence to publicly accuse someone of a contemptible quality or attitude in a way that is perceptible to third parties or to accuse someone of dishonourable conduct that is likely to disparage the person concerned in the public opinion. The penalty for such an offence may include a prison sentence of up to six months or a fine of up to 360 daily rates (see: oesterreich.gv.at/.syndication?pageId=f0ee9eb0-2af6-49a6-a86f-2f80eb3d37bc).   To meet international standards, a review and possible amendment of this paragraph may be necessary to ensure that it does not conflict with freedom of expression and adequately protects the rights of citizens. This could include adjusting the definition of defamation and the associated penalties to ensure a balanced and appropriate legal basis;

Progress: No progress

Increase the minimum age for voluntary recruitment to 18 in line with the Committee on the Rights of the Child recommendation

Proponent:

Croatia


Republic of Croatia

Croatia


Republic of Croatia

Remarks to progress by Liga (last modified Dec 31, 2024):

The Optional Protocol to the Convention on the Rights of the Child on the involvement of children in armed conflict was ratified by Austria on 1 February 2002. The main point of the protocol is to raise the minimum age for participation in armed conflict to 18 years. In Austria, it is generally possible to complete the Voluntary Social Year from the age of 17. However, if particularly suitable, participation at a younger age is also possible under certain circumstances (see further information on the website of the Children’s Convention: https://www.kinderrechtskonvention.info/kindersoldaten-3205/). 

Progress: No progress

Reduce legal and administrative barriers to family reunification and effective access to the labor market for the beneficiaries of international protection

Proponent:

Afghanistan


Islamic Republic of Afghanistan

Afghanistan


Islamic Republic of Afghanistan

Remarks to progress by Liga (last modified Dec 31, 2024):

In order to ensure successful integration, it is of great importance to grant asylum seekers effective access to the labour market during their asylum procedure. This requires adjustments to legislation and administrative procedures. The opportunity to work during the asylum procedure enables asylum seekers to utilise their skills, contribute to society and secure their livelihood. Such access promotes the independence and well-being of those affected. However, there is unequal treatment in terms of access to the labour market, especially in the basic welfare system. While Ukrainians have protection status and access to the labour market from the outset, asylum seekers and displaced persons from Ukraine must obtain an employment permit. This inequality is exacerbated by bureaucratic procedures and an additional income limit, which penalises some groups of people. It is emphasised that the current system of basic services is in urgent need of fundamental reform. All groups, regardless of their status, should have fair access to the labour market in order to promote integration.   A sensible care system should encourage, not hinder, income-earning opportunities through work to enable people to manage without support at an early stage. A fundamental reform of the current system is needed to ensure that no one is permanently denied effective access to the labour market. 

Progress: No progress

Ratification UN Convention on the Rights of all Migrant Workers and Members of their Families dated 18.12.1990 (ICRMW)

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

The International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families is an agreement supported by the United Nations that aims to improve the legal status of migrants with worker status, seasonal and casual workers and their family members. Despite its international commitment, Austria has not yet ratified this convention (see resolution on ratification ICMW: https://www.parlament.gv.at/gegenstand/XXII/A/763). The discrepancy between the signing of international agreements and their actual implementation in national law raises questions and could give rise to a review and possible reassessment of these decisions. This could be an opportunity for Austria to strengthen its commitment to the protection and promotion of the rights of migrant workers and their family members. 

Progress: No progress

Implement further measures to reduce the gender pay gap

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Review existing forms of participation of children in all educational, care and work/training institutions

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Apr 1, 2025):

Reviewing and improving the participation of children in educational, care and vocational training institutions is a central concern of the promotion of children’s rights and participation in Austria. Various measures are taken to ensure the integration and co-determination of children in all relevant areas of life. In the education sector in particular, efforts are being made to expand the opportunities for children and young people to participate in decisions that affect them. This ranges from co-determination in schools to their influence on decisions in care facilities or labour and vocational training systems. In this context, quality standards for the participation of children and young people have been developed in Austria, as in other European countries. One example of this is the „National Action Plan for Children and Youth Participation“, which aims to strengthen participation in various areas of life. The inclusion of children in decision-making processes is seen as an integral part of everyday life, from schools to social institutions, and is intended to ensure that their rights and interests are heard. It is increasingly recognised that children and young people should not only have a say in political matters, but also in everyday areas in order to actively shape their living conditions. In this context, it is important that participation is understood not only as formal participation, but also as a dynamic process that helps children to develop their participation skills and actively exercise them. As part of the Government Plan 2025-2029, the Federal Government is launching a process to improve child and youth welfare, harmonise standards and provide funding for cross-sectoral projects (see Government Plan 2025-2029: https://www.bundeskanzleramt.gv.at/bundeskanzleramt/die-bundesregierung/regierungsdokumente.html).

Progress: No progress

Extend work and employment opportunities for detainees

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

In Austria, there are ongoing efforts to expand work and employment opportunities for prisoners, which is seen as a central component of their resocialisation. It is increasingly recognised that meaningful work during imprisonment not only structures everyday life, but also helps prisoners to develop skills that are necessary for later reintegration into the labour market. This includes not only traditional work activities, but also educational and vocational training programmes.  However, there are still challenges in the Austrian prison system, particularly with regard to the staffing situation and limited resources in the prisons. In 2022, prisoners worked an average of only 3.16 hours per day, which is far below the target values for productive and rehabilitative work. Furthermore, employment rates vary greatly between prisons, indicating an uneven distribution of work opportunities. There are also endeavours to further improve the existing system. The Court of Audit criticises a lack of holistic concepts for the operational structure in prisons and calls for greater use and expansion of workplaces. There are also concrete proposals for improvement with regard to the training and further education of prisoners, for example through the increased integration of vocational training measures and practical workplaces in the prisons. These developments are part of the ongoing reforms aimed at increasing prisoners‘ chances of successful resocialisation and a stable re-entry into society (see press release on the reports „Management and coordination of the penitentiary system; follow-up review“).
measures; follow-up review“ and „Resocialisation measures of the justice system“
of 15 March 2024: https://www.rechnungshof.gv.at/rh/home/home_1/fragen-medien/Presseinformation_Justizanstalten_15032024_bf.pdf).  

Progress: No progress

Provide sufficient high-quality childcare places on a national level to improve the compatibility of family and career

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Apr 1, 2025):

The recent extension of the Equal Treatment Act in Austria, particularly in the context of caring activities, is a positive step. Nevertheless, precise wording is needed to ensure legal certainty. Austria has recently extended the scope of protection of the Equal Treatment Act to cover discrimination in the context of care work. This is a significant step forward, but requires clear wording in the extended § 5a to ensure clarity and legal certainty.   The missed opportunity to distribute parental leave more evenly is regrettable and contradicts the goal of gender equality. The current amendment of the law offers the opportunity to rectify shortcomings, in particular by introducing a statutory minimum compensation for cases of discrimination. Despite positive developments, however, there is still no uniform standard of protection for all those affected by discrimination. Civil society, including the Litigation Association, appeals to legislators to seriously consider the recommendations, particularly with regard to the clear wording of Section 5a, the equal distribution of parental leave and the introduction of statutory minimum compensation. A holistic view beyond the world of work and the transfer of responsibility to the Federal Equal Treatment Commission in accordance with Directive (EU) 2019/1158 are crucial. These measures strengthen the protection of families and promote gender equality in Austria (see statement of the Litigation Association: https://www.klagsverband.at/klav/wp-content/uploads/2023/08/Stellungnahme-Klagsverband-10.07.2023.pdf).  As part of the Government Plan 2025-2029, the federal government is pursuing this goal through close cooperation with all stakeholders (see Government Plan 2ß025-2029: https://www.bundeskanzleramt.gv.at/bundeskanzleramt/die-bundesregierung/regierungsdokumente.html).

Progress: No progress

Focus political strategies and measures on the participation of all people with disabilities in an inclusive labour market

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

In Austria, there is a distinction between people who are fit for work and those who are not. The ability or inability to work is determined exclusively on the basis of medical criteria, often directly after school. The federal states are responsible for people who are not fit for work, while the federal government is responsible for people who are fit for work. Hardly any measures have been taken with regard to the group of people who are unable to work. These people continue to work in day labour and employment structures, but do not receive a wage and have no independent social insurance (with the exception of accident insurance). This leads to increased poverty in old age and there is no data on the transition to the regular labour market. There are no nationwide uniform measures to make this possible and the planned measures in the National Action Plan 2022-2030 have not yet been implemented (see National Action Plan on Disability available on the website of the Ministry of Social Affairs: https://www.sozialministerium.at/Themen/Soziales/Menschen-mit-Behinderungen/Nationaler-Aktionsplan-Behinderung.html). Support services for people who are able to work are largely linked to a certain degree of disability (GdB), which means that people who do not have a degree of disability (GdB) determined by the state are excluded from corresponding support measures. The measures offered by the Public Employment Service (AMS) are not fully accessible to people with disabilities. As a result, unemployed people with disabilities are less likely to take part in AMS training programmes than unemployed people without disabilities.    There are only a few measures to combat gender-specific employment imbalances and wage gaps, apart from higher wage cost support for women with disabilities as part of the „Inclusion Support Plus“ programme (Inklusionsförderung/InklusionsförderungPlus: https://www.wko.at/service/arbeitsrecht-sozialrecht/inklusionsfoerderung-inklusionsfoerderungplus.html). There are no specific labour market policy measures for women with disabilities (wage subsidies: Website of the Social Ministry Service: https://www.sozialministeriumservice.at/Finanzielles/Foerderungen/Lohnfoerderungen/Lohnfoerderungen.de.html). 

Progress: No progress

Make sure that people with disabilities are not being classified as „unable to work“

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

The current approach to promoting the participation of people with disabilities and their representative organisations has significant weaknesses. These weaknesses result from various factors, such as an inadequate understanding of full and effective participation and the insufficient provision of resources for participation processes. In addition, political participation in Austria is highly formalised and has grown historically, which gives advantages to already established and politically networked civil society organisations. However, not enough systematic attention has been paid to carrying out targeted capacity building in accordance with the requirements of the UN CRPD.   It would be desirable if a process similar to the participatory drafting of the 2nd Adult Protection Act had been set up by the Ministry of Justice in 2016 (Justice website: https://www.bmj.gv.at/themen/Zivilrecht/Erwachsenenschutz/Das-neue-Erwachsenenschutzrecht-im-%C3%9Cberblick.html). In fact, from the perspective of civil society, the NAP II cannot yet be considered a sufficient success because it does not sufficiently realise the goal of effective social integration of people with disabilities. 

Progress: No progress

Give effective access to education and teaching for asylum seekers, including those who are no longer minors

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

In order to ensure, in line with international best practice, that the Criminal Code does not provide for penalties for defamation, the current section 111 of the Austrian Criminal Code needs to be reviewed. This paragraph makes it a criminal offence to publicly accuse someone of a contemptible quality or attitude in a way that is perceptible to third parties or to accuse someone of dishonourable conduct that is likely to disparage the person concerned in the public opinion. The penalty for such an offence may include a prison sentence of up to six months or a fine of up to 360 daily rates (see: oesterreich.gv.at/.syndication?pageId=f0ee9eb0-2af6-49a6-a86f-2f80eb3d37bc).   To meet international standards, a review and possible amendment of this paragraph may be necessary to ensure that it does not conflict with freedom of expression and adequately protects the rights of citizens. This could include adjusting the definition of defamation and the associated penalties to ensure a balanced and appropriate legal basis;

Progress: No progress

Give access to the labour market for asylum seekers at the latest six months after the asylum application has been lodged, in order to enable them to make an independent contribution to financing their lives

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

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