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An Equal Employment Opportunity Request is a formal application made by Austrian employees or job seekers who believe they've experienced workplace discrimination. It lets people seek help from the Equal Treatment Commission (Gleichbehandlungskommission) when they face unfair treatment based on gender, age, religion, ethnicity, or disability.

Under Austria's Equal Treatment Act (Gleichbehandlungsgesetz), these requests trigger an official review process. The Commission investigates the complaint, mediates between parties, and can issue binding recommendations to employers. This system helps ensure fair workplace practices and protects workers' rights across all Austrian business sectors.

File an Equal Employment Opportunity Request immediately when you experience discrimination at work in Austria. Common triggers include being passed over for promotion due to gender, receiving lower pay than colleagues of different backgrounds, facing harassment based on religion or ethnicity, or being denied reasonable accommodations for a disability.

Time matters - Austrian law requires filing within three years of the discriminatory incident. Document specific examples, dates, and witnesses while events are fresh. The sooner you submit your request to the Equal Treatment Commission, the stronger your case and the faster you can access protection under Austria's anti-discrimination laws.

• General Discrimination Request: Filed when facing broad workplace discrimination, detailing specific incidents and evidence.
• Equal Pay Investigation Request: Focuses on wage discrimination cases, requiring salary comparisons and job role documentation.
• Harassment Re����ֱ�� Request: Addresses workplace harassment or bullying based on protected characteristics.
• Disability Accommodation Request: Specifically for cases involving denial of reasonable workplace adaptations.
• Promotion Discrimination Request: Used when unfair treatment occurs in career advancement decisions.

• Employees: Anyone who has experienced workplace discrimination can file an Equal Employment Opportunity Request, including current staff, job applicants, and former employees.
• Equal Treatment Commission: Reviews requests, investigates complaints, and issues binding recommendations to resolve discrimination cases.
• Legal Representatives: Lawyers specializing in employment law who help draft and submit requests on behalf of affected individuals.
• Employers: Must respond to requests, provide evidence, and implement recommended changes to ensure workplace equality.
• Works Councils: Support employees in filing requests and monitor workplace compliance with equal treatment laws.

• Document Incidents: Record dates, times, and details of discriminatory events while memory is fresh.
• Gather Evidence: Collect emails, witness statements, performance reviews, and any relevant workplace documentation.
• Personal Details: Prepare your employment history, job title, and department information.
• Timeline Creation: Build a chronological sequence of events showing discriminatory patterns.
• Specific Impact: Note concrete examples of how discrimination affected your work or career.
• Previous Actions: List any prior attempts to resolve the issue through HR or management.

• Personal Information: Full name, contact details, and current employment status with the company.
• Discrimination Grounds: Specific protected characteristic(s) under the Equal Treatment Act being violated.
• Incident Details: Precise dates, locations, and descriptions of discriminatory actions.
• Supporting Evidence: List of attached documents, witness statements, or relevant correspondence.
• Requested Remedy: Clear statement of desired re����ֱ�� or compensation.
• Declaration: Signed statement confirming the information's truthfulness under Austrian law.
• Consent Section: Authorization for data processing by the Equal Treatment Commission.

An Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy. While both documents address workplace discrimination, they serve distinct purposes in Austria's employment law framework.

• Purpose and Timing: A Request is reactive, filed after discrimination occurs to seek remedy, while a Policy is proactive, establishing preventive guidelines and company standards.
• Legal Status: Requests trigger official investigations by the Equal Treatment Commission, whereas Policies are internal documents that outline company commitments.
• Content Focus: Requests detail specific incidents, evidence, and desired outcomes, while Policies broadly define prohibited behaviors and protection mechanisms.
• Enforcement Power: Requests can lead to binding recommendations and sanctions, but Policies mainly serve as preventive guidelines and compliance documentation.