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A Rejection Letter formally communicates a negative decision to someone who applied for a job, contract, or business proposal in Austria. It politely informs the recipient that their application wasn't successful while protecting employers from potential legal challenges under Austrian labor laws.

Austrian companies use these letters to maintain professional relationships and comply with equal treatment regulations. A well-written rejection letter helps avoid discrimination claims by stating objective reasons for the decision, following guidelines set by the Austrian Equal Treatment Act (Gleichbehandlungsgesetz). Many organizations keep copies for their records to demonstrate fair hiring practices.

Send a Rejection Letter promptly after making your hiring decision to maintain professionalism and protect your organization. Austrian employers must issue these letters within a reasonable timeframe to comply with fair recruitment practices and avoid potential legal complications under employment regulations.

The timing matters most when dealing with internal candidates, government positions, or roles with many applicants. Austrian labor laws require clear communication about hiring decisions, so use rejection letters immediately after selecting your final candidate. This helps prevent misunderstandings and shows respect for applicants' time while creating a documented trail of your hiring process.

• Job Rejection Letter: Standard format for declining job applicants, focusing on maintaining professionalism while protecting the employer legally
• Decline Proposal Letter: Used for rejecting business proposals or vendor offerings, emphasizing diplomatic relationship maintenance
• After Accepting Job Offer Can Reject: Specialized format explaining withdrawal from a previously accepted position
• Thank You After Rejection Letter: Candidate's response to maintain professional connections after receiving a rejection
• Decline Job Offer After Signing Contract: Formal withdrawal from signed employment agreements, addressing legal obligations

• HR Managers: Draft and send most Rejection Letters, ensuring compliance with Austrian labor laws and equal treatment regulations
• Hiring Committees: Review and approve rejection content in larger organizations, particularly for senior positions
• Legal Departments: Provide templates and review sensitive rejections to minimize discrimination risks
• Department Heads: Contribute specific feedback and technical reasons for rejection in specialized roles
• Job Applicants: Receive these letters as formal notification of non-selection, with rights to request additional feedback under Austrian employment law
• Works Councils: May review rejection processes for internal candidates to ensure fair treatment

• Candidate Details: Gather accurate name, application date, and position applied for
• Selection Process: Document key reasons for non-selection, focusing on objective qualifications
• Legal Requirements: Review Austrian equal treatment laws and industry-specific regulations
• Timing Check: Ensure the letter goes out promptly after the decision
• Template Selection: Use our platform's Austrian-compliant templates to generate legally sound rejection letters
• Internal Review: Have HR or department head verify content accuracy
• Documentation: Save a copy for your records, noting date sent and delivery method

• Basic Information: Company letterhead, date, recipient's full name and address
• Position Reference: Specific job title and application date
• Clear Decision Statement: Direct but polite notification of rejection
• Objective Reasoning: Brief, non-discriminatory explanation aligned with Austrian equal treatment laws
• Data Protection Notice: Statement about handling personal information under GDPR
• Future Applications: Optional invitation to apply for other positions
• Contact Details: Company representative's name, position, and signature
• Document Storage: Statement about retention period of application materials

A Rejection Letter differs significantly from an Employment Offer Letter in both purpose and legal implications within Austrian employment law. While both documents are part of the hiring process, they serve opposite functions and carry different legal weights.

• Legal Purpose: Rejection Letters communicate a negative hiring decision without creating legal obligations, while Offer Letters establish preliminary employment terms and can create binding commitments
• Content Requirements: Rejection Letters focus on diplomatic declination and equal treatment compliance, whereas Offer Letters must detail specific employment terms, compensation, and conditions
• Timing and Duration: Rejection Letters typically end the relationship immediately, while Offer Letters initiate an ongoing employment relationship
• Legal Risk Profile: Rejection Letters primarily manage discrimination risks, but Offer Letters must address comprehensive employment rights and obligations under Austrian labor law