The nuclear cabinet reached an agreement on Friday on the final details of the highly controversial labor agreement. This should make it easier to reconcile work and family, better protect employees and make e-commerce more flexible.
After nine months, the federal government has finally reached a final agreement on the employment contract. She outlined the agreement in the preparation of the budget in October last year and the details in February. Subsequently, it turned out that the unions and employers – who had been asked for advice – could not agree on any point. In addition, the Council of State had remarks. As a result, a political battle erupted over the final details, which have now been settled.
Four days working week
To perform a full-time job of four longer days per week instead of five shorter days. It is already possible in some companies, but the new thing is that an employee will now be able to ask his employer. Overtime will be prohibited in this system as the working days are already long and the fifth day must remain free. It’s still a full time job. Anyone who chooses a 4-day week retains the right to all statutory holidays.
There will also be the opportunity to work more one week and less the next. It should provide a respite for divorced parents, who often have to look after their children every two weeks so they can better combine work and family.
Employers are not required to respond to their employee’s request, but in the event of a refusal, they must justify why they reject the request.
Right to be offline
Any company with more than twenty employees must enter into agreements via a collective agreement, an agreement, on the employees’ right to be left alone after working hours. An employer can therefore not expect employees to read emails or text messages in the evenings or on weekends.
Faster informed about variable schedules
Anyone working with variable schedules, such as a cashier at the supermarket, must know that schedule at least seven days in advance. This may be limited to three days in an agreement. Today it is about five days and one day, respectively.
Agreements that now provide less than three days will no longer be able to be invoked after the New Year. However, this transitional arrangement allows for exemptions for driving schools, nurseries, catering and cleaning companies.
Already underway during the cancellation
If you are fired and still have to give notice of termination – ie not if you resign – your employer can offer to start a transition process in another company. This should make the transition to a new job easier. The employee must accept that process.
Softer evening work
E-commerce companies will be able to deploy employees more easily after normal working hours. In our country, work between 20:00 and midnight is considered night work, so the work at that time requires an agreement from the unions. From now on, the green light from one union is sufficient for this.
Companies can also suggest to the employees themselves – ie not to the professional delegations – to start a pilot project on more flexible evening work. The evening work is then carried out temporarily – for a maximum of eighteen months – and on a voluntary basis. On Friday, it was decided that the unions should be involved in the start-up and evaluation of that pilot project.
More protection in platform economy
Those who deliver meals to Deliveroo – or work for another platform company – get a work accident insurance paid for by the company, whether they are self-employed or employed.
In addition, any employee wishing to be unclear about the statute may ask a question to the Employment Regulation Commission, part of FPS Social Security. It is being reformed so that it can also provide binding advice, after consulting both the employee and the employer. The binding advice can still be challenged in labor law.
Five days of training
Each employee is entitled to five days of training per year. In addition, any company with at least twenty employees must submit an annual training plan to the co-operation council or trade union delegation. The plan must include a list of training courses and who they are intended for.
On Friday, it was clarified that the five days are counted in hours and not in days, because digital training rarely lasts a day. In the event of dismissal, the unused training days cannot be paid out. However, they may be required from the next employer later that year.
The adjusted employment agreement will be submitted to the Folketing as a bill before the summer, which will be considered there.