Trust-based working time emphasizes the trust of employers in their employees. There is no continuous monitoring. Nevertheless, working time must be recorded and documented. This only works with a modern working time recording method. The timecard provides the right method for this. 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 hours themselves and to record them correctly. Employees can therefore decide for themselves when they start and finish work. The only requirement for trust-based working time is to adhere to the specific working hours for the day, week or month.
Employees must fulfill the contractually stipulated working hours. In a full-time position with an eight-hour shift, for example, employees must 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 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, there is then no proof. This can be helpful in the event of misunderstandings or problems between employer and employee.
The trust-based working time model 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 due to the fact that work-life balance is becoming increasingly important to employees.
Less control and freedom to organize work promotes productivity. When employees can complete tasks the way they want to, this usually produces better results. An increase in quality is therefore definitely possible when 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.
The improved work-life balance achieved through trust-based working hours also reduces absenteeism. Employees can organize personal appointments better and do not have to take unnecessary days off. There are also generally fewer sick days when working on trust-based working hours.
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 also shadow. For 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 work well. Fixed deadlines and clear guidelines on which tasks have priority can help.
Above all, employees must ensure that they keep to their specified working hours. This means not working 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 may have difficulties with time control. This can lead to problems with regard to the Working Hours Act (ArbZG). Or even lead to individuals’ productivity suffering because they are working at the wrong times. For example, in the evening, after an already busy day. Freedom is therefore not for every employee.
Conclusion
Trust-based working hours can bring many benefits 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. Care should be taken when selecting employees.
