A flash poll conducted by news channel exxpressTV on 24 January reveals overwhelming public resistance to adopting a ‘jus soli’ (right-of-soil) model in Austria. Of 2,522 viewers who responded during a live broadcast, 97 % rejected the idea that every child born in Austria should automatically receive Austrian citizenship; only 3 % supported it. The result comes just weeks after the governing three-party coalition confirmed plans for a broader citizenship-law overhaul in the first half of 2026.
Austria currently relies on ‘jus sanguinis’, granting citizenship primarily through descent. Naturalisation ordinarily requires ten years’ residence, language proficiency at B1 level and proof of stable income (currently €1,274 net for singles). Draft reforms would raise the language bar to B2, introduce mandatory integration courses and, according to NEOS parliamentary leader Yannick Shetty, lower the income threshold to make naturalisation “merit-based rather than income-based”.
For companies or individuals needing clarity while those reforms take shape, VisaHQ can simplify the process of securing Austrian visas and residence permits. Its dedicated Austria portal (https://www.visahq.com/austria/) offers real-time guidance, document checklists and expert support, helping travellers and employers stay compliant today while positioning themselves for any future citizenship changes.
![Survey Finds 97 % of Austrians Oppose Automatic Citizenship by Birth]()
The exxpress poll suggests lawmakers will face significant push-back if they try to add birth-right citizenship to the package. For corporate-mobility specialists, the political mood matters: broader eligibility rules could eventually shorten the path from temporary work-permit holder to citizen, making Austria more attractive for long-term assignments. Conversely, public opposition may compel the coalition to tighten, rather than loosen, access in order to secure parliamentary approval.
Employers should track the legislative timetable (expected Q2 2026) and consider submitting industry feedback during the consultation phase. Sectors with chronic skills shortages—engineering, IT, life sciences—stand to benefit if naturalisation becomes easier for long-term key staff, but the debate remains finely balanced.
In the interim, HR teams should continue planning around the existing ten-year rule and ensure that foreign employees maintain uninterrupted residence status to preserve future citizenship options.
Austria currently relies on ‘jus sanguinis’, granting citizenship primarily through descent. Naturalisation ordinarily requires ten years’ residence, language proficiency at B1 level and proof of stable income (currently €1,274 net for singles). Draft reforms would raise the language bar to B2, introduce mandatory integration courses and, according to NEOS parliamentary leader Yannick Shetty, lower the income threshold to make naturalisation “merit-based rather than income-based”.
For companies or individuals needing clarity while those reforms take shape, VisaHQ can simplify the process of securing Austrian visas and residence permits. Its dedicated Austria portal (https://www.visahq.com/austria/) offers real-time guidance, document checklists and expert support, helping travellers and employers stay compliant today while positioning themselves for any future citizenship changes.
The exxpress poll suggests lawmakers will face significant push-back if they try to add birth-right citizenship to the package. For corporate-mobility specialists, the political mood matters: broader eligibility rules could eventually shorten the path from temporary work-permit holder to citizen, making Austria more attractive for long-term assignments. Conversely, public opposition may compel the coalition to tighten, rather than loosen, access in order to secure parliamentary approval.
Employers should track the legislative timetable (expected Q2 2026) and consider submitting industry feedback during the consultation phase. Sectors with chronic skills shortages—engineering, IT, life sciences—stand to benefit if naturalisation becomes easier for long-term key staff, but the debate remains finely balanced.
In the interim, HR teams should continue planning around the existing ten-year rule and ensure that foreign employees maintain uninterrupted residence status to preserve future citizenship options.
