More money or more time? This year, 260,000 workers in the metal and electrical industries would rather take eight additional days off than receive more money. This is shown by the results of a recent IG Metall survey of works council members from over 2,600 companies.
The option to choose time over money was introduced by the metal industry collective bargaining agreement of February 2018: Employees who care for children, provide care for relatives, or have worked shifts for many years can convert a portion of the new, annually paid collective bargaining bonus—amounting to 27.5 percent of a monthly salary—into eight additional days off.
“We’re pleased that the new collective bargaining provision has been so well received by employees,” explains Jörg Hofmann, President of IG Metall. “Clearly, the new options for self-determination regarding working hours meet the specific needs of employees. We’ve really struck a chord with the times.”
Eight days off for childcare, caregiving, and shift workers
Based on feedback from 2,600 surveyed companies, the following trends are evident so far: 55,000 applicants want to use the new provision to spend more time with their children. Additionally, 17,000 employees who care for family members are seeking relief through the eight additional days off.
Most applications to convert pay into time off were submitted by 170,000 shift workers. “We’re not surprised by the high level of interest among shift workers in additional days off. Especially in sectors with rigid shift systems, the strain caused by overtime and special shifts has increased significantly in recent years. Our colleagues urgently need more free time—also to maintain their health,” Hofmann emphasized.
In addition to the eight days, IG Metall has also enshrined in the collective bargaining agreements the right for all employees to temporarily reduce their weekly working hours to up to 28 hours. According to survey results so far, around 8,000 employees plan to take advantage of this “short full-time” option next year.
Employers Must Find Solutions with the Works Council
According to the collective bargaining agreement, employers are obligated to work with works councils to find solutions for practical implementation. Hofmann pointed out that there are numerous options available to companies for compensating for the lost working hours—for example, through the use of work-time accounts, training, and employee development. This requires a forward-looking human resources policy, Hofmann emphasized. “Any employer that wants to be attractive to skilled workers must offer work schedules that fit into employees’ lives—just as we agreed in the collective bargaining agreement.”
Flexibility must no longer be a one-way street, Hofmann affirmed. “When orders come in, companies are as flexible as they want to be. That must also apply when employees ask for more time off.” He urged employers to carefully consider how they intend to address their employees’ needs. “Anyone who rejects employees’ requests for more time off today cannot expect their colleagues to show up for an extra shift tomorrow.”
