The discussion around working time models is more relevant than ever. While the Labor Code allows for an individual approach to working time arrangements, many companies are once again leaning towards the “back-to-office” trend. A clear contradiction that presents HR and leaders with exciting questions.
What Employees Truly Value
Numerous employee conversations make it clear: flexible working time is a true benefit.
It is seen not only as an organizational advantage but also as an expression of trust and appreciation.
In addition, it becomes evident that:
- Flexible models foster lived diversity.
- They reflect the corporate culture.
- They give employees the opportunity to work in alignment with their personal beliefs.
Example Case:
An international team faced the challenge of accommodating the very different religious beliefs and nationalities of their colleagues when it comes to national and religious holidays, like Christmas or Nationalfeiertag. The company responded flexibly: employees can choose whether to observe these holidays or celebrate on another day.
The result: colleagues feel respected and taken seriously, and the team benefits from better coverage of working hours.
Note: In Germany, working on holidays is officially prohibited with few exceptions.
Employer Branding with Impact
Flexible work models are long past being a “nice-to-have.” They are a powerful instrument in employer branding and send a clear message to talent: “Here, you can work in a way that fits your life.”
Of course, flexibility also carries risks – both organizational and cultural. But experience shows: those who dare win. Taking risks pays off – for companies as well as for employees