NEW REQUIREMENTS FOR EMPLOYERS TO RECORD WORKING HOURS

New Working Time Act from the EU

The EU has made new rules for working hours. In the same way that The new holiday lawThe new Working Hours Act, which comes into force on 1 January 2024, also affects Denmark. However, it should be noted that employers' associations are campaigning for the Working Hours Act not to come into force until 1 June 2024.

New legislation on recording working hours for employees

Whether it's from 1 January or 1 June, the Working Time Act will come into force in 2024, so companies must now prepare for additional administration if they don't already register working hours for all their employees.

It has not yet been decided by the EU or the government how time should be recorded. However, it is clear that employees must have a fixed schedule that specifies their working day. Whether this is a fixed schedule that automatically registers working hours if there are no deviations, or whether the individual employee must actively register when they come and go is not yet decided.

Choose the right time tracking system

With the rule coming into effect in 2024, all organisations need to start looking for a system that can handle time tracking for all employees. This ensures that they have time to implement a system that can handle whatever method of recording working hours is decided.

There are a multitude of registration and time and attendance systems available. That's why we recommend contacting an advisor in the field who can help clarify your exact needs so that you don't pay too much or too little and have to upgrade again later and spend money again.

At Dansk Løn Service, we provide sparring on just such systems and are already helping several companies solve issues related to the new Working Hours Act.

Working Hours Act - working hours, rest time and maximum time

In short, the Working Hours Act is a law designed to ensure that weekly working hours, rest periods and maximum working hours are observed. At the same time, the new law on registration of working hours makes it easier to document compliance with the 48-hour rule. This ensures that an employee does not work for the same employer more than 48 hours per week, based on an average of 4 consecutive months.

Similarly, employee time is also documented in relation to the 11-hour rule, which dictates that employees must have a rest period of at least 11 consecutive hours within a 24-hour period.

The issue of flexible working hours

Many people have such flexible working hours that problems can arise with the 11-hour rule, for example. For example, if an employee is in the office from 8.00 - 12.00 and then works from home from 18.00 - 22.00, the 11-hour rule is not observed if the employee returns at 8.00 the next day.

From this perspective, the new Working Hours Act will, in some areas, make working hours less flexible for the employee. However, the change in the law is essentially there to ensure proper working conditions for employees.

Help with payroll and new rules for working time registration

Do you have further questions about working time registration and the new Working Hours Act - or do you just want to discuss customised payroll solutions for your company? Then don't hesitate to contact us for a no-obligation chat. Our experts are ready to help you navigate the new rules and systems so that together we can find the best solutions for your business.

You can also use our calculator to get an overview of the costs of outsourcing your payroll management. We look forward to assisting you.