Availability and accessibility of FWAs in cross-national perspective, 2020
| Spain | Slovenia | Netherlands | ||
|---|---|---|---|---|
| Availability | Dominant mechanism of provision (national, sectoral, organizational, individual) | Sectoral; by collective agreement. National regulation sets basic conditions of working time distribution | Individual in practice. National regulation sets basic conditions of working time distribution, which can be improved by collective agreement | National; nationally-set labor market regulations can be improved by collective agreement |
| Legislative scope (universal, conditional, anti-discriminatory) | Conditional to care/family responsibilities | Conditional to care/family responsibilities or disability | Universal | |
| Accessibility | Tenure | Not specified | No requirements (eligible at the start of employment) | 26 weeks with the same employer |
| Time frames | Not specified. Employees must inform the employer about the extent and period of the working time reduction If the reduction of working hours is through leave schemes (leave to care for dependents), the maximum extension is 2 years (private sector), 3 years (public sector), or until the child turns 12 or 18 (for children with a disability) (parents) | Not specified. Employees must agree with the employer on the duration of the teleworking period. Parents can reduce working hours until the youngest child completes first grade of primary school or turns 18 for children with a disability | Not specified. Request for adjustment must be done at least 2 months in advance. A new request can be submitted one year after the employer has granted or rejected a previous request | |
| Contractual hours | If the reduction of working hours is carried out through leave schemes, the reduction of working hours cannot be less than 12.5% or exceed 50% of full-time | Reduction of working hours cannot be more than 50% of full-time hours (minimum 20 h per week) | Not specified | |
| Firm size | Not specified | Not specified | 10 or more employees |
| Spain | Slovenia | Netherlands | ||
|---|---|---|---|---|
| Availability | Dominant mechanism of provision (national, sectoral, organizational, individual) | Sectoral; by collective agreement. National regulation sets basic conditions of working time distribution | Individual in practice. National regulation sets basic conditions of working time distribution, which can be improved by collective agreement | National; nationally-set labor market regulations can be improved by collective agreement |
| Legislative scope (universal, conditional, anti-discriminatory) | Conditional to care/family responsibilities | Conditional to care/family responsibilities or disability | Universal | |
| Accessibility | Tenure | Not specified | No requirements (eligible at the start of employment) | 26 weeks with the same employer |
| Time frames | Not specified. Employees must inform the employer about the extent and period of the working time reduction | Not specified. Employees must agree with the employer on the duration of the teleworking period. Parents can reduce working hours until the youngest child completes first grade of primary school or turns 18 for children with a disability | Not specified. Request for adjustment must be done at least 2 months in advance. A new request can be submitted one year after the employer has granted or rejected a previous request | |
| Contractual hours | If the reduction of working hours is carried out through | Reduction of working hours cannot be more than 50% of full-time hours (minimum 20 h per week) | Not specified | |
| Firm size | Not specified | Not specified | 10 or more employees |
Source(s): The Netherlands: den Dulk and Yerkes (2020), Wet Aanpassing Arbeidsduur (2000), Wet Flexibel Werken (2016). Slovenia: Stropnik (2020), Zakon o Delovnih Razmerjih (2016), Zakon o Spremembah in Dopolnitvah Zakona o Starševskem Varstvu in Družinskih Prejemkih (2018), Spain: Meil et al. (2020), Estatuto de los Trabajadores (2015), Ley de Medidas Urgentes Para Garantía de La Igualdad de Trato y de Oportunidades Entre Mujeres y Hombres En El Empleo y La Ocupación (2019), Ley de Medidas Urgentes Para La Reforma Del Mercado Laboral (2012) and Ley de Trabajo a Distancia (2020)
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