What is a working time model?
A working time model describes, how work is organized in everyday life.
It determines when employees work, how long their working hours last and how they are performed - for example, fixed, flexible or in shifts.
The working time model thus forms the basis for planning, remuneration and legal security. In Austria in particular, its proper design is crucial, as legal requirements and operational reality are closely interlinked.
Background: Working time models in Austria
Working time models are caught between the law, collective agreements and actual practice. They are based on the Working Hours Act (AZG), the Working Hours Rest Act (ARG) and collective agreements.
The aim is to create clear framework conditions - for companies and employees alike. At the same time, working time models are constantly changing, for example due to digitalization, a shortage of skilled workers or the desire for more flexibility.
Questions such as:
Which working time models are legally permissible?
How flexible can a model be?
What are the consequences for overtime, rest periods and pay?
What types of working time models are there?
Working time models are based on different operational and personal requirements. The following forms in particular have become established in practice:
With fixed working hours They create predictability and structure, but offer little flexibility.
The Flexitime model allows flexible working hours within fixed framework and core times. It is one of the most popular models as it promotes personal responsibility.
A Part-time model reduces the weekly working hours and can be either fixed or variable. It is often used in the event of caring responsibilities or during transitional phases.
Shift and alternating shift models distribute working hours over different phases of the day and night. They are typical for industry, care, trade or production companies.
All-in models and trust-based working hours do without a classic hourly logic.
The focus is on results and responsibility - but requires particular care in implementation.
How is a working time model determined?
A working time model is regulated in a binding manner - usually in the employment contract, through a company agreement or on the basis of collective bargaining agreements.
Several factors have to work together:
- Compliance with the maximum daily and weekly working hours,
- legally prescribed rest periods and breaks,
- Regulations on overtime and bonuses
- and the obligation to record working hours correctly.
When is a working time model problematic?
A working time model is only effective if it stands up to reality.
It becomes particularly critical when working hours are not documented or only documented incompletely, rest periods are regularly undercut or overtime becomes the norm on a permanent basis.
Even if the model no longer matches the actual workload, there is a need for legal and organizational action.
What should employees look out for?
Working time regulations should be clearly and transparently formulated in the contract.
It is equally important to consistently document your own working hours, even with flexitime or all-in models. A regular comparison between the agreed model and the actual workload helps to identify undesirable developments at an early stage.
What should companies & HR departments look out for?
Working time models should be regularly reviewed and adjusted if necessary.
Legal and collective agreement requirements must be complied with as well as clear internal regulations. Digital time recording systems such as Personalwolke Time enable companies to record working times transparently, legally compliant and efficiently.
They provide a reliable data basis for HR and managers and support compliance with legal requirements. At the same time, employees benefit from clearly comprehensible working hours - a decisive factor for trust, fairness and modern working time organization.
Why are working time models important?
For employees, well-designed working time models mean
For companies, they create structure, efficiency and legal certainty.
and a stable basis for motivation and long-term loyalty.
