The labour deal: impact on wellbeing and the workplace
The labour deal is the symbol of a new era in labour legislation. Since its official entry into force on 10 November 2022, the ambition is to increase employment and provide more flexibility for both employers and employees. How does this transition influence wellbeing in the workplace? Read on for an overview of the challenges and opportunities.
On this page:
- What does the labour deal entail?
- How does the labour deal impact employee wellbeing?
- How can IDEWE assist you?
What does the labour deal entail?
The federal government aims to increase the current employment rate from 71 to 80 per cent by 2030. The labour deal entails major reforms in terms of labour law and regulations, with a clear focus on a good work-life balance on six levels:
- Flexible work arrangements: the introduction of a four-day workweek, a variable weekly schedule, and a timely idea of work schedules.
- The right to disconnect: the right not to be disturbed by work after your working hours.
- Targeted training plans: organisations with more than 20 employees must establish a training plan each year before 31 March so they can invest in the skills and wellbeing of their teams.
- Platform economy: e-commerce is stimulated. As a result, the rules on working between 8 p.m. and midnight are being relaxed. In addition, this also prevents abusive practices and false self-employment in the platform economy.
- Monitoring of diversity and discrimination in the labour market: the National Recovery and Resilience Plan calls for a 'scientific monitoring' of diversity and discrimination in the labour market at sector level in order to involve sectors more closely in this monitoring.
- Monitoring of shortage occupations: every two years, social partners identify shortage occupations, what are the causes of these shortages and what are possible measures for tackling this problem.
How does the labour deal impact employee wellbeing?
Obviously, the new deal has an impact on a number of areas – including changes to the company policy and collective bargaining agreements, but at IDEWE we focus primarily on employee wellbeing.
- Work arrangement
How do you create an environment in which flexible working arrangements have a positive effect on your employees’ wellbeing? We provide a checklist and practical tips so you can make clear agreements. Read all about the four-day working week and the variable work schedule.
- Right to disconnect
Employees are entitled to a clear separation between work and their personal life. We advise you on how to develop a right to disconnect policy that suits your organisation. Read all about the right to disconnect.
- Targeted training plans
Invest in the development of all your employees. A good training plan at every level is not only a legal obligation, but also an opportunity to increase wellbeing in your organisation. Learn how to develop an effective training plan.
- Platform economy
While the rules regarding working in the platform economy are set to be relaxed, there are specific risks in terms of wellbeing that need to be taken into account. Learn how to maintain the balance.
- Monitoring diversity and discrimination
An inclusive workplace benefits your employees’ wellbeing. Learn how you can promote diversity and inclusion.
Monitoring of shortage occupations
Today, there are widespread worker shortages across virtually all sectors. This requires additional attention to wellbeing, health and safety at work. A proactive approach is therefore crucial, especially in sectors with shortage occupations. Find out how you can tackle this effectively.
Evidently, the labour deal also has an impact on the administrative and HR level. For tips and advice on how to deal with this, contact our partner Acerta.
How can IDEWE assist you?
At IDEWE, we believe that a healthy workplace starts with clear agreements and a strong wellbeing policy. Our experts are happy to help you tackle the challenges arising from the labour deal. Some recommendations:
- Draw up a clear policy. Define what is important for your organisation and your employees and communicate this widely.
- Involve and support managers. They play a crucial role in identifying and tackling bottlenecks.
- Invest in training. Make sure your team gets the tools to understand and apply the requirements of the labour deal.
- Create a culture of openness. Encourage employees to give feedback and discuss any issues immediately.