A variable workload is generally realized through an average part-time workload, by which the effective working time fluctuates within a predefined range. Within this framework, employees can arrange their own working week and respond flexibly to changing work requirements and non-work commitments. To ensure compliance with the targeted annual working time on the one hand and the protection of employees on the other, the agreed minimum and maximum should never be exceeded. Electronic time-recording tools help employees to maintain an overview and control of their working hours. Any necessary adjustments to the key data should be addressed at an early stage.
In contrast to hourly paid employment, variable workloads provide a stable income, although working hours can be flexibly managed over longer periods. A variable workload promotes agile working practices and supports employees in balancing their work with non-professional activities. This allows employees with family obligations or voluntary commitments to manage their working time in a self-determined manner and reduces conflicts between different areas of life. By taking individual lifestyles and work patterns into account, employees’ productivity and willingness to take responsibility increases, and with it their innovation potential.