Job ad on an advertising screen: does the salary have to be on it?

In short: Yes. In Austria, a job ad on an advertising screen must state the minimum pay that applies to the role under the collective agreement or by law. If you pay more, add that you are willing to pay above it. Section 9 of the Equal Treatment Act (GlBG) has required this since 1 March 2011, whether the ad runs in a newspaper, online or on a screen. On top of that: use gender-neutral wording and do not exclude anyone by age or origin.

In November, many shops in Vienna look for temporary staff for the Christmas season. A screen nearby is an obvious channel: the people walking past live or work in the area. Here is what has to be on the creative so the ad is legally clean, and how it all fits into a few seconds of airtime.

This is a practical overview, not legal advice. It is based on the Equal Treatment Act (GlBG) in the Austrian legal database RIS and the Austrian Economic Chamber's (WKO) guidance on pay information in job ads.

Does the pay rule apply to a job ad on a screen?

Yes. The law applies to the job advertisement, not to the medium. A "We're hiring" creative on a screen is an advertisement just like a newspaper ad.

The duty applies to employers and private recruiters. It covers full-time, part-time and fixed-term jobs, including a six-week Christmas temp. There is no exception for short formats or screens.

What exactly has to be on the creative?

The minimum pay for the role, and a note if you are willing to pay more. Both have to be correct, not just present.

In detail:

1. The amount. The minimum pay from your industry's collective agreement, matching the job's grade. If there is no collective agreement, use what the law or the statutory minimum wage tariff requires.
2. The basis. Gross, per month or per hour. For part-time jobs, state the weekly hours or convert to an hourly rate, otherwise the number is not comparable.
3. The top-up. If you pay above the minimum, say so. A concrete figure is allowed and usually better than the standard phrase.

An example that fits on a creative:

Sales assistant wanted, 20 h/week, from €X gross/month per collective agreement, more possible.

Replace X with the amount from your collective agreement. Your WKO trade group or your payroll provider can tell you the figure.

Is a QR code linking to the salary on a website enough?

The only safe option is to put the pay on the creative itself. The law does not explicitly say whether a link is enough. Do not take a risk you can avoid with one line.

The QR code is still useful, but for everything else: tasks, hours, how to apply. The number goes on the screen, the details on the landing page. How to track a QR code with its own link is explained in UTM links and QR codes for screen advertising.

What must not be in the ad?

Anything that excludes a group without the job requiring it. The GlBG prohibits ads aimed at only one gender and wording that filters by age, ethnicity, religion, belief or sexual orientation.

Typical traps on a short creative (German wording, since the ad runs in Vienna):

Short does not mean sloppy. A six-word creative can discriminate just as much as a full-page ad.

What happens if you get it wrong?

The first time, a warning. After that, a fine of up to €360. That is not much money, but it is an administrative penalty procedure you do not need. Applicants and the Equal Treatment Ombud can file a request.

More important is the effect on applications: without a pay figure, your creative looks like yesterday's ad. With a number, anyone can tell in two seconds whether the call is worth it.

Does the EU directive change anything in 2026?

Possibly. The EU Pay Transparency Directive had to be transposed into national law by 7 June 2026. Check the current status before your campaign starts.

Directive (EU) 2023/970 requires in Article 5 that applicants learn the starting pay or its range before the interview. If you already meet that with a clear number on the creative, you will not have to change anything later. The Austrian duty under the GlBG applies either way.

How does all of this fit into a few seconds?

Three lines and a code. Nobody reads more on a screen.

With adyoutiser you buy a share of airtime, for example 10% = 6 seconds per minute. The message has to land in those seconds:

• Line 1, large: What you are looking for. "Sales temp, start now"
• Line 2: The number. "from €X gross/month per CA, 20 h"
• Line 3: Where. Shop name and address, if the screen is nearby.
• QR code to the application page, large enough to scan from a few metres.

Tips on fonts and formats are in Great content for advertising screens. Every creative is reviewed before it starts, by AI and, where needed, by a person. How that works is explained in Ad creative review and approval.

Which screen suits a job ad?

The one closest to your shop. Applicants for a temp job usually come from the area, so location matters more than size.

In Vienna, 16 screens are bookable today, in the 1st, 2nd, 6th, 8th and 9th districts:

• Donaupier at Handelskai: 10 screens at the boat landing stages in the 2nd district.
• Franz-Josefs-Kai, near Schwedenplatz: for businesses in the city centre and the 2nd district.
• Plankengasse 1: 1st district, city centre.
• Mariahilfer Straße 125: 6th district, for retail on the shopping street.
• Josefstädter Straße 99: 8th district.
• Julius-Tandler-Platz, Franz-Josefs-Bahnhof: 9th district, more in Advertising at Franz-Josefs-Bahnhof.

There are also 3 screens at HUMA 6 in Bratislava and an LED wall in Amstetten. Slovak employment law applies in Bratislava, so check the mandatory details there separately. All locations with photo and price are on the map, more on Vienna under screen advertising in Vienna.

What does a job ad on a screen cost?

From €2. That is the minimum order, and one day is enough. What you actually spend depends on the screen, the share and the duration.

For a temp search, one to two weeks on the screen near you is often enough. Three worked budgets are in Advertising for my shop in Vienna: €100, €300, €1,000, the pricing logic under screen advertising costs. In Austria, the 5% advertising tax is added and shown separately, and VAT comes on top. There is no promise of a number of applications. The screen shows your offer; the number on it decides whether it convinces.

Frequently asked questions

Does a job ad in Austria have to state the salary?

Yes. Since 1 March 2011, every job advertisement must state the minimum pay under the collective agreement or by law, plus a note on paying above it if you do. This also applies to creatives on advertising screens.

Does this apply to temps and part-time jobs?

Yes. There is no exception for short or fixed-term jobs. For part-time, state the weekly hours or give an hourly rate.

Is "pay according to collective agreement" enough?

No. The law requires the minimum pay, which means an amount. "According to the collective agreement" alone does not tell applicants what to expect.

Can I write "Verkäuferin gesucht" (saleswoman wanted)?

No, unless the gender is essential for the job. Write "Verkäufer:in" or add "(m/w/d)".

How quickly does my job ad go live?

After the creative is approved. On screens with our player, a few minutes later; on screens running the operator's own system, with 24 hours' lead time.

Looking for people nearby? Pick the screen next to your shop and book your job ad at adyoutiser.com/book.