According to Udo Dinglreiter, president of the Gesamtmetall employer association, Germany objectively faces a problem with its high rate of sick leave. He stated in an interview with “Redaktionsnetzwerk Deutschland” that abolishing telephone-based sick notes is correct. However, whether a sick certification issued from the very first day will be effective remains to be seen, noting that companies often have their own specific regulations.
Dinglreiter also commented positively on the reform package presented by the social-liberal and conservative coalition, particularly the plan to reform termination protection for high earners. Although he wished for a lower income threshold for this reform, he also welcomed the possibility of longer contract durations.
A key element that the employer association strongly advocated for is a trust-based working time system that does not require time tracking. On the matter of the labor law, the leader of Gesamtmetall criticized the failure of the coalition partners to reach an agreement on specific changes to the working time act, insisting, “We expect what is stated in the coalition agreement to be implemented.”
Overall, Dinglreiter views the coalition agreement positively, praising the fact that the government reached a comprehensive reform package without dispute, noting that it contains many sensible and impactful approaches. He highlighted the regulations aimed at bureaucratic streamlining as the biggest achievement and also commended the changes to termination protection for highly paid individuals.
Despite these positive points, he pointed out several areas that fell short of expectations. The flexibility of working hours is a core priority for employers, yet two essential aspects-a weekly maximum working time without mandatory collective agreement requirements and a trust-based system without time registration-were omitted from the package. He reiterated that the commitments made in the coalition contract must be fulfilled.
Regarding the issue of sick leave, Dinglreiter stressed that while abolishing phone checks is a valid step against potential abuse, addressing the issue requires internal company measures as well.
Concerning EU law, Dinglreiter clarified that the goal is to maintain a trust-based working system without mandatory time recording. He interprets European jurisprudence as allowing this arrangement, which aligns with the coalition agreement.
