Flexible working time – now also legally established freedom to shape working time

On 13 February, amendments to the Employment Contracts Act entered into force, opening the door to more flexible work organisation and providing employees and employers with an innovative opportunity to conclude flexible working time agreements.

A flexible working time agreement allows an employee, in addition to the agreed working hours, to work additional hours up to the full-time workload, if desired – precisely when it suits them best.

The agreement, concluded in written form, divides working time into agreed working hours and additional hours, making it possible to agree on a working time range rather than a fixed number of hours. This provides both parties with greater flexibility when fluctuations in workload or the employee’s personal circumstances so require.

A flexible working time agreement creates a modern and well-considered work arrangement in which:

• the employee can adjust their workload according to their needs;
• the employer can plan workload more efficiently;
• the agreement supports a better work–life balance.

The law provides that a flexible working time agreement must clearly define:

• the number of agreed working hours;
• the volume of additional hours;
• the notice period for additional hours;
• the employee’s right to refuse additional hours and the requirement for written consent each time additional hours are worked.

In addition, the employee’s hourly wage must be at least 1.2 times the statutory minimum wage, ensuring fair remuneration.

Flexible working time is now enshrined in law – a modern solution that provides freedom of choice and strengthens the quality of working life.