What does the new collective bargaining agreement mean for working hours and overtime?
The new collective bargaining agreement for temporary workers is now in effect and introduces a number of significant changes. One of the key issues addressed in this agreement is how working hours and overtime are handled.
Whereas in the past there was a significant gap between what was on paper and what actually happened, that gap is now being narrowed. The goal is clear: agreements must better reflect reality.
Greater clarity regarding the scope of work
For temporary workers, this means, first and foremost, greater clarity. The number of hours a person works must better align with what is specified in the contract. If someone consistently works more hours than agreed upon over an extended period, this can no longer be allowed to continue tacitly. In such cases, the scope of employment must be revised to reflect the actual hours worked. This ensures:
- greater predictability in planning
- clarity regarding availability
- a fairer and more stable income
Overtime: clearer definition
There have also been significant changes regarding overtime. The new collective bargaining agreement has clarified when work is considered overtime. As soon as a temporary worker works more than the agreed-upon number of hours, this is more readily classified as overtime. This means that extra hours are less likely to be “absorbed” by the flexibility of the work and are more likely to entitle the worker to appropriate compensation or a premium.
This makes the distinction between regular hours and overtime clearer and more transparent
What does this mean for clients?
For you as an employer, this change requires a different approach to staffing. Whereas flexibility used to mean that extra hours could be accommodated relatively easily, the new collective bargaining agreement calls for more forward planning. Periods of consistently high workload or recurring additional staffing needs can no longer be addressed on an ad hoc basis without consequences. Among other things, this means:
- greater focus on workforce planning
- managing resources and capacity more effectively
- early identification of structural workload
At the same time, this also has its advantages. Clearer agreements create a more relaxed and predictable work environment.
The role of UBN
For UBN, this development means that our role is becoming even more important. We ensure that agreements are accurate, that contracts align with real-world practices, and that issues are addressed promptly. By maintaining an ongoing dialogue with both temporary workers and clients, we can quickly adapt when staffing needs change. This helps us avoid surprises and ensures that everyone knows exactly where they stand.
The bottom line: striking a balance between practice and agreements
The essence of this collective bargaining agreement amendment, which will take effect on January 1, 2026, is that permanent positions must be treated as such. This applies not only to their implementation but also, and particularly, to the underlying agreements. While this requires attention and coordination, it will ultimately result in a fairer and more transparent system.
Together, we’ll make sure it works
As always, effective collaboration makes all the difference. By staying focused together on the practical aspects and the agreements that go along with them, we ensure that everything runs smoothly—for the temporary workers, for you as the client, and for us as the staffing agency.
