Towards a working life that fits means a working life that supports people’s coping, upskilling and the functioning of society. In the current world of work too many people are stressed, their skill potential is not being utilised, management work is undervalued and often under-resourced, and the functioning of the public administration is being tested.
It is possible to influence these challenges: by reforming the structures, leadership and upskilling in working life and by protecting a strong and valued public administration. Solutions that fit can strengthen wellbeing and the sustainability of a democratic society, and they are a prerequisite for increased productivity. Working life cannot solve all these issues, however – decision-makers must also take consistent action.
A working life that fits , please!
We must move towards a three-day weekend. A national research-based pilot for reforming working hours and work rhythms must be prepared and carried out. It must be decreed by law that all employees have the right to employee-led part-time work. The right afforded by the Working Hours Act to those over 55 to shorten their working week must be extended to all employees. The way holiday is accrued must be changed to 2.5 days from the start of the employment contract, and Saturdays will no longer be counted as holiday. The Occupational Safety and Health Act must be clarified so that it takes the mental strain caused by work into account and gives employers a clearer framework to prevent this strain. A tax incentive should be created for employers which supports workplaces in carrying out structural measures to reduce the strain caused by work and improve working hours, the division of labour and leadership.
The legal protection of managers should be strengthened by clarifying their position and responsibilities in law. The role and powers of managers must be defined so that the responsibility is divided in a fair way between the employer and the manager. Employers should be obliged to ensure that everyone in a managerial role is offered sufficient skills and training for their work as a manager. Leadership must become the focus of the national policy for productivity, and a national programme for the development of leadership must be launched. We need systematic, national data and development measures which identify leadership as a structural factor and the responsibility of the entire work community, not just a characteristic of an individual.
Young people must be given a degree promise. There should be a commitment over multiple terms of office to increase the number of young people with a university degree by guaranteeing sufficient funding and intake of new students in higher education, as well as high-quality teaching, and by dismantling the obstacles to further study in secondary education. It must be made possible to study while receiving unemployment benefit without loss of benefits. Individuals must be given a greater right to study while in receipt of unemployment benefit, while still retaining the duty of the unemployed to be at the disposal of the labour market and be able to accept work. Those in atypical employment contracts must also be considered.
Public administration must be allowed to do their work in peace and given sufficient and long-term human resources. The tasks and responsibilities must be dimensioned according to the available resources in order to maintain the quality of the services and the legal protection. It must be ensured that the public administration has sufficient skills to use AI and that reforms are carried out in collaboration with the staff. AI and digitalisation must be used in an ethical and responsible way while ensuring people’s legal protection. People must be in charge of decision-making. The government’s attractiveness and regard as an employer must be safeguarded. The government must be an attractive place to work for top experts in their fields. Long-term investment in the staff and skills ensures an efficient administration and social influence.
