Trust-based working hours: A conclusion
Flexibility is the buzzword of the hour these days, including when it comes to working hours: Flexible working time models, often in combination with hybrid and remote work, are becoming increasingly the norm. One of these models, from which companies and their employees can benefit, is trust-based working hours.
With trust-based working hours (also known as flexitime), it is not determined in advance when and how long employees will work, but they can decide this freely within a certain framework - the main thing is that they complete all the agreed tasks. The goals are greater self-determination, personal responsibility and productivity. The focus of this working time model is therefore on what employees achieve, not on their time presence, and on a culture of trust rather than control. In most cases, however, it is not the case that employees can decide how long they work in total: the total volume of weekly or monthly working hours to be worked is still determined by the employer, but employees are free to decide how they distribute these hours and when they start and end the working day. They can often singapore telegram data choose their place of work freely. In some companies, certain time blocks are set as core working hours, during which all team members must be present (physically or virtually): This gives enough time for discussions and meetings and strengthens team cohesion.
In all of this, the provisions of the Working Hours Act must be observed: a maximum of 8 hours of work per day may be worked (or 10 hours if an average of 8 hours per working day is not exceeded within 24 weeks), a break of at least 30 minutes must be taken after 6 hours and 45 minutes after 9 hours, and there must be a rest period of at least 11 hours between two working days. The rules for trust-based working hours should be set out by the company in a works agreement or in the employees' individual employment contract.