Category: FAQ
Excerpt: Compliance with labor law requirements and collective bargaining agreements is crucial in order to avoid legal consequences. A WFM system automates this process and ensures compliant personnel planning through functions such as automatic working time checks, rest period management, overtime calculation and collective agreement adjustments.
How WFM software automatically takes working time laws and collective agreements into account
Violations of labor law regulations can lead to legal consequences and high fines. It is therefore important that companies ensure that their personnel planning complies with the applicable legal framework at all times. A WFM system supports companies in automatically complying with these labor law regulations and collective agreement requirements. Typical legal requirements include:
- Maximum working hours per day and week: Laws stipulate the maximum number of hours an employee may work. There are often different requirements depending on the type of employment (e.g. full-time, part-time, shift work).
- Rest periods: Statutory rest periods must be observed between two shifts. These requirements vary depending on the industry.
- Minimum breaks: Employees are entitled to breaks during their working hours, and these must be scheduled when planning shifts.
- Overtime regulations: Certain collective agreements or national labor laws stipulate when and how overtime must be paid or compensated by time off.
- Collective agreements: In many sectors, collective agreements apply that include, for example, bonuses for night work, Sunday work or public holidays.
The manual consideration and planning of these parameters is prone to errors, as it is often based on outdated data or does not take short-term changes into account. Furthermore, laws and collective agreements can change, which creates additional uncertainties for personnel planners. A breach of the aforementioned requirements can not only lead to legal problems, but also to a loss of trust on the part of employees.
opcycWFM automates compliance with these complex legal and collective agreement requirements. Our software supports HR departments in easily and reliably integrating labor law regulations into their planning processes. Important functions are taken into account:
- Automatic check of working time specifications: Automatic check of whether planned shifts are in line with statutory working time requirements. In the event of a potential violation, such as exceeding the maximum weekly working hours, planners receive a warning and can react accordingly.
- Consideration of rest periods and breaks: Ensuring that the required rest periods between shifts are observed and that employees receive the prescribed breaks during their working hours. This is done, for example, by automatically scheduling break times and rest periods between shifts.
- Overtime management and surcharge calculations: Automatic recording and calculation of overtime, taking into account bonuses for night work, public holiday work or Sunday work.
- Adjustments to collective agreements: Integration of specific requirements of a collective agreement.
- Automated documentation: Storage of all relevant working time data for complete documentation of working times. This is particularly helpful during audits or in the event of legal disputes.
Experience the benefits live now
opcycWFM offers a solution that adapts optimally to the specific requirements of companies. It automatically integrates all relevant regulations into the planning process and warns of potential violations before they occur. In this way, our WFM ensures that all shift schedules are compliant and that the needs of employees are optimally taken into account.
Would you like to find out more about how opcycWFM can help your company comply with labor law? Then book a no-obligation demo and let us convince you of our best practices.
