Working time models

Working Time Models: Flexibility and Structure in the Modern Workplace

The design of working time models is an essential component of any organisational structure. They ensure that the hours worked by the workforce are distributed efficiently and systematically, in order to guarantee smooth operations within a company. However, the needs of employees, who are increasingly striving for flexible working time arrangements, must also be considered. Therefore, working time models today are not only contractually defined but are also increasingly customised to ensure a balanced work-life balance.

What Working Time Models Are There?

There is a wide variety of working time models that either offer a fixed structure or allow more flexibility. These models differ in terms of number of hours, flexibility, and work organisation. Here is an overview of the most common models:

1. Full-time

The classic working time model is the full-time position. Employees typically work 35 to 40 hours per week, usually over five days. Full-time remains the standard model in many industries and often serves as a basis for calculating overtime and working time regulations.

2. Part-time

Part-time means a reduction in weekly working hours compared to full-time. Employees may work only 30 hours per week, for example, or distribute their working hours across specific days. In the UK, part-time work rights are protected under employment law under certain conditions.

3. Shift Work

In areas such as production or healthcare, shift work is essential. The working hours are distributed across different groups working at different times (day shift, evening shift, night shift). This model ensures that work performance is delivered around the clock.

4. Flextime

The flextime model allows employees to determine their working hours within a defined framework. A core working time (e.g., from 10 AM to 3 PM) is often prescribed; outside of these times, hours can be planned flexibly. This flexibility promotes accountability and trust between employer and employee.

5. Working Time Account

A working time account allows employees to accumulate overtime or underhours and balance them out at a later date. This provides high flexibility and allows for adjusting working hours according to need without negative impacts on salary.

6. Annual Working Time

In this model, the same working hours are not agreed upon each week, but rather, an annual total working time that varies according to need and season. In sectors with significant fluctuations in demand, such as tourism, this model allows for better planning of working time.

7. Trust-Based Working Time

In trust-based working time, the employer does not directly influence the exact working time. Instead, companies rely on employees to complete their tasks independently and to the required quality. There are no fixed working hours prescribed – only the results count.

8. Home Office and Telecommuting

Working from home has become increasingly popular in recent years, especially through digitalisation. Employees can work in the home office under the same rules as if they were in the office. Telecommuting takes this a step further by providing a complete work performance done outside company premises. Both models require a clear agreement regarding working hours and work organisation to secure productivity.

9. Mobile Work

An even more flexible model is mobile work, where employees can freely choose their work locations. This offers maximum flexibility but can only be sensibly implemented in certain areas.

10. On-Call Duty

In on-call duty, the employee must be prepared to respond quickly in the event of a work assignment. The employee does not need to be present at the workplace but must remain reachable by phone.

11. Lifetime Working Time Account

A lifetime working time account allows employees to save working hours or salary over many years. The credit can be used to retire early or to finance longer breaks, such as a sabbatical or caregiving periods. This is a long-term form of working time design that sustainably improves work-life balance.

12. Sabbatical

A sabbatical is a longer-term break from daily work, which the employee can take under certain conditions in consultation with the employer. During the sabbatical, part of the salary is often retained, even if the employee is not working. It is an opportunity to reorient oneself or pursue personal projects.

Flexible Working Time Models: The Path to the Future

An increasingly important trend in the workplace is flexible working time models, which leave behind the classic 9-to-5 workday. In a world that is shaped by digitalisation and an increasingly global way of working, employees increasingly desire the freedom to design their working hours autonomously. Employers are responding to this demand by offering models that not only benefit employees but also provide advantages to management.

Flexibility in work time design enhances employer attractiveness, as it gives employees more space for a healthy work-life balance. Models such as flextime, trust-based working time, home office, mobile work, and lifetime working time accounts are among the preferred solutions to ensure this flexibility.

The ability to flexibly shape working time does not mean that companies no longer require a clear structure. It is crucial that even with flexible models, certain framework conditions are adhered to, for example, in the form of agreed core times or the documentation of working hours. This transparency and planability is necessary to continue to ensure smooth business operations.

Conclusion

The variety of working time models provides companies and employees with the opportunity to design working hours individually and to adapt them to their needs. While traditional models such as full-time, part-time, and shift work still have their validity, it is increasingly flexible models like flextime, trust-based working time, or home office that are shaping the workplace of tomorrow. The right choice of working time model always depends on the specific requirements of the company and the wishes of the employees – what is crucial is that both sides benefit from the agreement.