Austria’s coalition government has unveiled the most far-reaching reform of its flagship Red-White-Red Card (RWR-Card) work-and-residence system since the scheme was created in 2011. Speaking after the 10 December cabinet meeting, State Secretary for Cutting Red Tape Josef Schellhorn confirmed that all RWR-Card applications will move to a fully digital, one-stop platform administered jointly by the Austrian Economic Chambers and the Public Employment Service (AMS).
Under the new model, employers will upload contracts, proof of qualifications and salary data to a single portal that automatically routes the file to every authority involved. The government wants to slash end-to-end processing times from the current three-to-six months to a guaranteed eight-week service standard. A rapid-reaction mechanism will also allow sectors facing acute shortages—such as semiconductor plants in Carinthia or alpine hospitality in Tyrol—to petition for temporary fast-track status.
Equally significant is the plan to modernise the points matrix that governs RWR-Card eligibility. Job titles and skills that did not exist when the matrix was written in 2019—DevOps engineers, hydrogen technicians, AI-safety specialists—will finally be recognised, while the shortage-occupation list will be updated on a rolling basis rather than once a year.
![Austria Fast-Tracks Skilled-Worker Immigration With Digital Red-White-Red Card Overhaul]()
For employers and skilled workers seeking practical help with Austria’s shifting immigration requirements, VisaHQ provides end-to-end assistance on visa and residence permits, including the Red-White-Red Card. Their Austria portal (https://www.visahq.com/austria/) hosts current checklists, fee information and submission guidance, simplifying preparation ahead of the new digital filing regime.
Multinational companies welcomed the move, noting that extended processing times have forced them to use short-term Schengen business visas and costly commuter rotations to keep projects on track. The reform promises to reduce those stopgap measures, but HR teams will need to audit their data workflows: authorities expect contracts, pay slips and qualifications to be submitted in machine-readable formats once the portal goes live.
A draft bill will be circulated for public comment in Q1 2026, with implementation pencilled in for the second half of the year. Until then, companies must file under the existing rules but can begin mapping internal systems to the future interface. Salary grids should also be reviewed before the annual indexation on 1 January 2026 to ensure new hires still meet the higher thresholds.
Under the new model, employers will upload contracts, proof of qualifications and salary data to a single portal that automatically routes the file to every authority involved. The government wants to slash end-to-end processing times from the current three-to-six months to a guaranteed eight-week service standard. A rapid-reaction mechanism will also allow sectors facing acute shortages—such as semiconductor plants in Carinthia or alpine hospitality in Tyrol—to petition for temporary fast-track status.
Equally significant is the plan to modernise the points matrix that governs RWR-Card eligibility. Job titles and skills that did not exist when the matrix was written in 2019—DevOps engineers, hydrogen technicians, AI-safety specialists—will finally be recognised, while the shortage-occupation list will be updated on a rolling basis rather than once a year.
For employers and skilled workers seeking practical help with Austria’s shifting immigration requirements, VisaHQ provides end-to-end assistance on visa and residence permits, including the Red-White-Red Card. Their Austria portal (https://www.visahq.com/austria/) hosts current checklists, fee information and submission guidance, simplifying preparation ahead of the new digital filing regime.
Multinational companies welcomed the move, noting that extended processing times have forced them to use short-term Schengen business visas and costly commuter rotations to keep projects on track. The reform promises to reduce those stopgap measures, but HR teams will need to audit their data workflows: authorities expect contracts, pay slips and qualifications to be submitted in machine-readable formats once the portal goes live.
A draft bill will be circulated for public comment in Q1 2026, with implementation pencilled in for the second half of the year. Until then, companies must file under the existing rules but can begin mapping internal systems to the future interface. Salary grids should also be reviewed before the annual indexation on 1 January 2026 to ensure new hires still meet the higher thresholds.
