Trust-based working time places the trust of employers in their employees at the forefront. Continuous monitoring does not take place. Nevertheless, working time must be recorded and logged. This only works with a modern working time recording method. The timecard provides the right solution. In this article, you can find out what else needs to be considered with trust-based working hours.
What is trust-based working time?
Trust-based working time gives employees the confidence to organize their working time themselves and to record it correctly. Employees can therefore decide for themselves when they start work and when they finish. The only requirement for trust-based working hours is to adhere to the specific working hours per day, week or month.
Employees must fulfill the contractually agreed working hours. In a full-time position with an eight-hour shift, for example, employees have to work eight hours a day. However, it is up to them when they do this.
There is no direct legal basis for trust-based working hours. The regulations for this should therefore be set out in as much detail as possible either in the works agreement or in the employment contract. It is also possible to agree trust-based working hours verbally. However, proof is then missing. This can be helpful if misunderstandings or problems arise between employer and employee.
The working time model of trust-based working hours offers the highest degree of flexibility. This ensures a high level of employee loyalty and provides creative options. For example, it is possible to react quickly if orders have to be completed early or employees are absent.
Advantages of trust-based working hours
Trust-based working hours generally have a positive effect on employee satisfaction and employee loyalty. This is because the work-life balance is becoming increasingly important to employees.
Less control and freedom to organize work promotes productivity. If employees can complete tasks the way they like to do them, this usually produces better results. An increase in quality is therefore definitely possible if trust-based working hours are introduced.
In principle, trust-based working hours are a fair trade-off: employers give their employees trust and freedom. In return, employees are more motivated and perform better.
Improving the work-life balance through trust-based working hours also reduces absenteeism. Employees can organize personal appointments better and do not have to take an unnecessary day off. There are also generally fewer sick days when working on a trust-based basis.
A flexible working time model such as trust-based working hours makes a company more attractive to applicants. This can be a decisive advantage, especially with regard to the shortage of skilled workers.
Disadvantages of trust-based working hours
Where there is light, there is usually shadow. Despite all the advantages of trust-based working hours, there are also certain disadvantages.
Employees’ freedoms can make employers feel a loss of control. To combat this, it is important to continue to coordinate and organize the work well. Fixed deadlines and clear guidelines as to which tasks have priority can help.
Above all, employees must ensure that they adhere to their specified working hours. This means not doing too few hours, but not too many either. The legal requirements for overtime must always be observed.
For many employees, this high degree of freedom can also be a disadvantage. If they are not used to working so freely, they will probably have difficulties with time control. This can lead to problems with regard to the Working Hours Act (ArbZG). Or that the productivity of individuals suffers because they work at the wrong times. For example in the evening, after an already exhausting day. So freedom is not for every employee.
Conclusion
Trust-based working hours can bring many advantages to a company. Employees can organize their day better and complete their tasks in their own way. Employers benefit from higher employee productivity and a good image. However, flexible working is not for everyone. This should be taken into account when selecting employees.
