Anyone in Austria who wanted to catch up on a degree, retrain for a new career, or simply take a year "out of the job and into education" knew about Bildungskarenz — educational leave. For years it ranked among Europe's most generous continuing-education schemes: paid time off, funded through the public employment service AMS, with a legal entitlement and manageable conditions. That era is over. The old model was scrapped as part of Austria's budget consolidation, and from 2026 it has been replaced by the markedly stricter "Weiterbildungszeit" — further-training time. Anyone toying with the idea of an educational sabbatical today should know the new rules inside out, because they differ from the old system in almost every detail.

What disappeared: the end of Bildungskarenz and Bildungsteilzeit

The cut came in early 2025. In March 2025, the National Council — Austria's parliament — voted to abolish educational leave (Bildungskarenz) and part-time educational leave (Bildungsteilzeit) in their existing form. The associated benefits, Weiterbildungsgeld and Bildungsteilzeitgeld, expired on 31 March 2025. According to the federal government and parliamentary documents, the rationale was budget consolidation — the old instrument was considered expensive, and its steering effect was disputed.

Just how expensive became clear in its final year: media reports described a genuine rush on educational leave ahead of the cut-off date, as many employees scrambled to lock in the old, more favourable conditions. As a result, the outgoing scheme cost the federal government more in 2025 than planned. That very effect — high deadweight, hard-to-predict costs — was one of the reasons policymakers overhauled the system in the first place.

Important for anyone who secured leave under the old rules: existing agreements properly concluded before the cut-off date generally remain valid under the terms that applied at the time. Anyone joining only now, however, operates entirely within the new system.

What applies in 2026: the Weiterbildungszeit

Since 1 January 2026, the successor scheme has been the "Weiterbildungszeit" and its part-time variant, the "Weiterbildungsteilzeit". The money that goes with it is now called Weiterbildungsbeihilfe (further-training allowance) or Weiterbildungsteilzeitbeihilfe, and it still comes from the AMS.

A practical note on timing: the technical application process at the AMS was not yet available at the start of the year. According to the AMS, applications can only be submitted from 8 June 2026 — via the MeinAMS online account or the relevant regional office. The earliest funded start of training is also set for that date. So anyone who searched in vain for an online form since the start of the year was not too late — the procedure simply did not open until early June.

Perhaps the most important difference from the old model concerns the basic logic: there is no longer any legal entitlement to the funding. Even if you agree a Weiterbildungszeit with your employer under the AVRAG employment law, the AMS decides case by case whether the plan makes sense in labour-market terms and is therefore worth funding. What was once a quasi-automatic process has become a discretionary decision.

The new requirements in detail

The bar is noticeably higher than before. According to the AMS and the Chamber of Labour (Arbeiterkammer), anyone seeking the further-training allowance must essentially meet the following conditions:

  • Length of employment: at least twelve months of continuous, fully insured employment with the current employer. Special rules apply to seasonal businesses.
  • Minimum duration and workload: a Weiterbildungszeit can be agreed for a minimum of two months and a maximum of one year. As a rule, at least 20 hours of training per week are required — or 20 ECTS credits per semester for university studies. Where no childcare is available, the threshold can drop to 16 hours/ECTS.
  • Mandatory educational counselling: before applying, a counselling session at the AMS is required — particularly for those earning below half the ASVG maximum contribution base of around €3,465 gross (2026 figure).
  • Proof of participation: attendance confirmations must be submitted. If the evidence is missing, the allowance can be reclaimed.

The hours requirement is also framed more narrowly than before: according to the explanatory notes, what counts above all is seminar-style teaching — in-person or live online classes at fixed times, with a trainer and a group. Pure self-study is likely to have a harder time. Anyone using the time out for a regular university degree should also check whether student grants or other funding might be available in parallel.

The amount of the allowance follows an income-based tiered model. According to the available figures, the daily rate starts at €41.49 per day (2026 figure) and, depending on the income bracket, rises to a range around €68. Specific amounts should be checked directly with the AMS in each individual case, as the figures depend on income and the variant chosen.

What employers now pay

One central change concerns companies. While the old educational leave was practically cost-neutral for employers, they must now contribute: if the employee's income exceeds half the maximum contribution base of around €3,465 (2026 figure), the employer covers 15 per cent of the further-training allowance under the current rules. The idea is that businesses too should have a financial stake in ensuring the funded training actually fits the job.

The part-time variant follows its own logic: under the Weiterbildungsteilzeit, working hours must be reduced by at least 25 and at most 50 per cent. The funding period is longer here — according to the Chamber of Labour, up to two years within a four-year window, whereas full Weiterbildungszeit is capped at a maximum of one year per four years.

A legal entitlement has become a discretionary decision — and an almost cost-free instrument has become one that puts employees, employers and the AMS jointly on the hook.

Who falls through the cracks: parents and the budget cap

The sharpest criticism — from the trade union federation ÖGB and the Chamber of Labour, among others — targets two points. First, the capped budget: where estimates once put annual funding at around €600 million, the new model is limited to a maximum of roughly €150 million per year. Critics warn of a de facto "first come, first served" principle: once the pot is empty, everyone else goes away empty-handed — regardless of how worthwhile their plans might be.

Second, the reform hits parents, and women in particular, especially hard. The once-popular option of moving straight from parental leave into educational leave — bridging the baby's second year — no longer exists in its previous form. A period of active employment must now lie between parental leave and Weiterbildungszeit: according to the available information, at least 26 weeks of employment subject to unemployment insurance. For many families, that spells the end of a model that for years served as an extended, meaningfully used break after a birth. Anyone in this situation should seek advice from the Chamber of Labour early on and explore alternatives.

Is it still worth it?

Despite all the tightening, the Weiterbildungszeit remains a serious option for many — just one that demands more planning. Anyone with a clear, labour-market-relevant training goal, the twelve-month tenure and an employer on board can still take funded time out or scale back their hours. The key is to run the numbers early, prepare the application carefully and never assume the funding will come automatically.

For anyone already wavering over whether a full break is the right path, more flexible formats are worth a look. We have pulled together how to organise further training alongside your job — often with less bureaucratic effort. And anyone who wants to use the time out for a genuine fresh start will find guidance in our piece on career change and retraining.

One thing is clear: the new model is no longer a sure thing. Anyone who wants to use it must plan earlier, document more thoroughly and negotiate with the AMS. Binding answers on your own case — amount, duration, eligibility — are available only there and at the Chamber of Labour. This article is no substitute for advice; it is meant to help you find your bearings in a system that looks very different in 2026.