Overview

• Under current law employers can unilaterally mandate time off to compensate for overtime if no contract or collective agreement specifies otherwise, even at short notice.
• Overtime comprises any hours worked beyond those agreed in an employment contract, which must either be paid as extra wages or offset with free time.
• Employment contracts and collective agreements can stipulate alternative overtime compensation arrangements, limiting an employer’s unilateral authority on time-off orders.
• The proposed amendments to the Working Hours Act could permit workdays of up to 13 hours to address project-based demands and enhance flexibility.
• Unions such as the DGB have mobilized against the draft reforms, pointing to 53.6% unpaid overtime in 2024 and warning of worker strain and health risks.