Flexible working during and after corona

Can I implement structural teleworking?

Teleworking has become the norm during the lockdown. Even today, it remains the standard guideline and many companies are now considering implementing teleworking on a permanent basis. Working from home assures a better work-life balance for a large number of employees. It can additionally reduce stress and simultaneously increase employee engagement and productivity. However, a rigorous organisational overhaul and mutual trust are essential to its success.

Structural teleworking can be implemented via a ‘teleworking policy’, which must be signed by all employees. It is therefore extremely important to first establish a clear framework. This should explicitly define which functions are eligible, what equipment and facilities can be made available (such as an internet subscription, laptop, mobile phone or a lump sum expense allowance for teleworking) and the number of days per week that employees are permitted to work from home.

You can alternatively opt to implement teleworking on a temporary basis or only 1 day a week in the first instance. This allows your company to evaluate its success and decide whether or not to implement it on a permanent basis or to increase the number of permitted teleworking days.

Can I implement flexitime?

Employers can implement flexitime to prevent employees from all starting and ending their working day at the same time. This ensures an effective distribution of staffing within the company.
Two cumulative conditions must be fulfilled in order to implement flexitime. Implementation can only be achieved via an addendum that is linked to the current employment regulations and the company must also have some form of time registration in place. Following implementation, employees can make free use of the flexible working hours. In other words, they choose themselves to what extent they wish to take advantage of flexitime.
Here too, a temporary trial period can be invoked, allowing you to decide whether you wish to continue using flexitime, even after the corona crisis.

Can I implement flexitime?

Employers can implement flexitime to prevent employees from all starting and ending their working day at the same time. This ensures an effective distribution of staffing within the company.
Two cumulative conditions must be fulfilled in order to implement flexitime. Implementation can only be achieved via an addendum that is linked to the current employment regulations and the company must also have some form of time registration in place. Following implementation, employees can make free use of the flexible working hours. In other words, they choose themselves to what extent they wish to take advantage of flexitime.
Here too, a temporary trial period can be invoked, allowing you to decide whether you wish to continue using flexitime, even after the corona crisis.

Can I reduce employee working hours?

Your company can opt for the ‘limited flexibility’ scheme. This scheme enables you to reduce the number of hours that employees work during off-peak periods. The ‘shortfall’ of working hours, also known as minus hours, can subsequently be compensated with additional or plus working hours during peak times. The minus and plus hours must add up to an average of 38 hours per week over a reference period of a maximum of one year.
Employees retain their normal pay throughout the entire period, without receiving overtime during peak times, for which a 50 or 100 percent supplement is payable. The limited flexibility scheme can be introduced via a company-wide collective labour agreement or an amendment to the employment regulations.

Other options

If your company requires a more flexible solution, you can always enact a temporary change to employee roles and work rosters.