Trust-based working hours and time recording – two opposites?

There has been much talk recently of trust-based working hours. Everyone associates this term with something else. But everyone links the association of the redundant need for working hours to be recorded. But is that really the case?

Wikipedia defines trust-based working hours as follows:

Trust-based working hours is a type of employment system where completion of the designated task is of more importance than the presence of the employee.

– Wikipedia source

Seen as though it is not necessary to record working hours. Nevertheless, there are valid reasons for recording hours worked for trust-based working hours. For example, for the administration of annual leave and sick days. In doing so, the record of hours can be used to clearly show and administer holidays and periods of illness. This creates an atmosphere of equal treatment, also for employees who are not enjoying the privileges of trust-based working hours. As a result, each employee is aware of the fact that trust-based working hours do not mean unrestricted holidays.

But even it is in relation to the topics of stress, being burnt-out or work-life balance, a record of hours work is useful. By recording actual hours worked, it can quickly be determined whether there are constant excessive strains. This can cause stress and, over a longer period of time, can also cause the person to become burnt-out. If detected early enough, the company can make provisions and take countermeasures by unburdening the employee.

The two most important advantages summarised once again:

  • The administration of annual leave and sick days creates a basis of trust for all employees.
  • By recording working hours, exhaustion can be recognised quicker and countermeasures can be taken.

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