Due to today’s conditions, flexible working times are more expedient than conventional rigid and uniform working times for a company’s or administration's entire work force.

Introducing flexible working times enables:

  • the adaption of the personnel capacity to the respective, possibly highly variable work load, e.g. by shifting the weekly hours of work within defined upper and lower limits (= work load-oriented working time)
  • the mobilisation of cost reduction potentials, e.g. through accurate staffing or avoiding overtime (cost-oriented working time flexibilisation)
  • a higher focus on the customer, e.g. through customer-oriented opening and office hours (customer-oriented working time flexibilisation)
  • improvement in adjusting working time regulations to the employee's differentiated desires regarding working times as well as more self-determination and own responsibility for the achieved working time (employee-oriented working time flexibilisation)
  • more appealing company attractivity in the "war for talents" (= personnel marketing-oriented working time flexibilisation) 
  • increased prospects for gender equality ("Gender Mainstreaming") and work-life balance (family-oriented working time flexibilisation)

Problem: balanced consideration of the various demands and interests