When assessing the personal work relationship in Austria, first the contractual relationship needs to be scrutinised. Following the differentiation between employees, semi-dependent workers (with the sub-category of employee-like working persons) and businesspersons, all, only some, or none, of the statutes and laws falling under the category of ‘individual labour law’ (e.g. Working Hours Act, Holidays Act etc) apply. Collective bargaining agreements, providing, amongst others, for minimum wages (N.B. there is no statutory minimum wage in Austria), can be concluded for employees only, though (with very few and specific exceptions for persons in the media sector). This paper analyses the legal situations of the different categories of working persons and critically assesses the non-application of most labour laws, including collective bargaining agreements, to employee-like working persons. It questions whether, from a teleological point of view, a different assessment would be necessary.

中文翻译：

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奥地利的“个人工作关系”

在评估奥地利的个人工作关系时，首先需要检查合同关系。在区分了雇员，半依赖工人（与雇员类似的工作人员的子类别）和商人之后，所有属于“个人劳动法”类别的成文法和法律中，只有一部分或全部（或没有）（例如《工作时间法》，《假期法》等）。集体谈判协议除其他外，规定了最低工资（注意，奥地利没有法定最低工资），但只能为雇员订立（媒体部门人员很少且有具体例外的情况）。本文分析了不同类别的劳动者的法律状况，并严格评估了大多数劳动法的不适用性，包括与雇员一样的工人的集体谈判协议。它从目的论的角度质疑是否需要进行不同的评估。