What is trust-based working time?
Trust-based working time refers to a working time model in which employees organize their working hours independently, without the start and end times being strictly recorded. The focus is on results orientation rather than compulsory attendance.
Companies trust that the agreed tasks will be completed to a high standard and on time, while employees can plan their work flexibly.
This model is particularly attractive for experienced specialists, project teams and knowledge workers, as it combines self-determination, personal responsibility and work-life balance.
Background: Trust-based working hours in Austria
Trust-based working hours are becoming increasingly popular in Austria, especially in agile, digital or creative working environments.
It offers advantages, but requires Clear agreements on goals, scope of work and achievability.
Typical questions:
How much freedom does trust-based working time really offer?
How is performance measured if no fixed working hours are recorded?
What legal framework conditions must be observed?
What are the objectives of trust-based working time?
Trust-based working time aims to achieve this, Motivation, personal responsibility and efficiency to increase:
Increase flexibility
→ Employees can adapt their working hours to suit their private needs.
Strengthen trust
→ Personal responsibility is encouraged, managers delegate results instead of monitoring presence.
Promote productivity and focus on results
→ Focus on goal achievement instead of time control.
Improve work-life balance
→ Employees can achieve a better work-life balance and reduce stress.
Increase employee loyalty
→ Satisfaction and loyalty grow when employees can work independently.
How does trust-based working time work?
The implementation comprises several elements:
- Target agreements: Clearly defined tasks, deadlines and results to be achieved.
- Transparent communication: Regular coordination of priorities, projects and expectations.
- Performance controlling: Results are checked, not the number of hours worked.
- Digital tools & time recording: Systems like Time personnel cloud can optionally be used to record tasks, projects and absences without losing control over daily working time.
- Feedback & reflection: Regular discussions about successes, challenges and the need for adjustments.
When is trust-based working time particularly useful?
This model is particularly suitable if:
- Employees can work independently
- Projects are clearly structured and measurable
- Agile working or flexible team structures exist
- Work-life balance and motivation should be increased
What should employees look out for?
Employees should work on the basis of trust:
- Tasks and deadlines Document and communicate clearly
- Taking personal responsibility seriously and delivering results
- Managing the balance between work and relaxation yourself
- Seek regular feedback to align expectations
What should companies & HR departments look out for?
Companies should:
- Define clear goals, results and responsibilities
- Ensuring transparent communication
- Schedule regular feedback and reflection meetings
- Optional digital tools such as Time personnel cloud to efficiently record tasks, projects and working hours
- Trust-based working hours as part of a modern, results-oriented corporate culture establish
Well-implemented trust-based working hours increase Motivation, personal responsibility and efficiency, without losing control over results.
Why is trust-based working time important?
For employees:
→ It promotes self-determination, flexibility and work-life balance, increases motivation and satisfaction.for companies:
→ It increases productivity, strengthens trust, retains talent and supports a modern, agile working culture.
