Flexitime means an arrangement in which the employee may, within agreed limits, determine when to start and when to finish work on a daily basis. The employer may not order the employee to use flexitime. Most experts and managerial employees use flexitime at work.

Introduction of flexitime requires a contract

Using flexitime requires a contract between the employer and the employee. In the contract, the core period of work, i.e. when all employees have to be present in the workplace, must be established. In addition, flexitime before and after that core period, a maximum length of 3 hours each, have to be agreed upon. Also the timing of breaks and the maximum accrual of flexitime must be defined. The maximum staturory accrual of flexitime is +/- 40 hours.

The parties can also agree that the accrued excess is balanced by compensatory leave. Even in flexitime arrangements, overtime shall be compensated according to the Working Hours Act. Flexitime allows for flexibility at both ends of the working day but does not exclude accumulation of overtime. Work which is ordered by the employer and performed beyond regular working hours, as defined in the Working Hours Act, is considered as additional work or overtime.  

Working Hours Act does not prescribe how overtime in flexitime arrangements is determined. Therefore, the method of calculating overtime should be agreed upon as soon as flexitime arrangements are introduced.