In order to reduce the administrative burden on employers, the Law of 5 March 2017 on feasible and workable work has simplified and modernized the formalities for part-time work, which are now the following:
- Fixed work schedules mentioned in the contract do not need to be mentioned in the work rules so long as they are comprised within the fixed work schedule of the company for full-time employees;
- Variable work schedules do not need to be detailed in the contract so long as the contract mentions that the employee is on a variable work schedule determined following work rules;
- Work rules do not need to detail all the variable work schedules so long as they set out a general framework for variable work schedules that meets some basic requirements provided by law;
- Employees on a variable work schedule must be informed, in principle, 5 working days in advance of the applicable work schedule, in writing and following the modalities, electronic or not, determined in work rules;
- The employer does not need to register all the derogations to work schedules in a specific document so long as he sets up a “time tracking system” which meets some basic requirements provided by law;
- Conservation of all the above documents may be done on paper or electronically.
This new regime is applicable as from 1st of October 2017, except for employers who already occupy part-time workers and who are given six months to comply.