Changes to short-time working compensation

• As of July 1, 2021, the "Report of hours lost for economic reasons" was reintroduced. Employees use this form to confirm their hours lost and declare that they continue to agree to short-time working.
• Since the end of September 2021, the summary procedure for the settlement of short-time working compensation is no longer possible. This means that payroll accounting must be carried out "in the traditional manner" again and will be somewhat more complicated and time-consuming.
• Furthermore, the special regulations regarding interim employment and overtime also expired at the end of September 2021. Interim employment will again lead to a reduction in short-time working compensation and overtime must be reduced before short-time working compensation is paid.
• Since the end of September 2021, people on fixed-term contracts, apprentices and employees on call are no longer entitled to short-time working compensation.

It should also be noted that during the coronavirus pandemic, the maximum period for receiving short-time working compensation was increased from 12 to 24 months by means of a special regulation. However, this increase is only valid until February 28, 2022, after which this special regulation will no longer apply. According to the current facts, companies that have been receiving short-time working compensation for more than 12 months will therefore no longer be eligible from the beginning of March 2022.