Work-life balance is the term used to describe a balance that should be sought between work and career on the one hand and family life, caring for children and people in need of care on the other.

The LKA NRW also enables this balance through the following offers:

Returning to work after maternity or parental leave

For most women, and increasingly men too, having a child means taking a longer break from work. If the job is interrupted for at least one year, you are considered to be returning to work. The employment relationship naturally continues uninterrupted. After returning from maternity leave, parental leave or leave of absence, LKA NRW employees are entitled to an equivalent position. However, this may be in a different area.

Flexible working time models

The time recording system at LKA NRW contains well over 200 types of working time accounts, which reflect a wide variety of models in the system. The majority of these working time models are actually used there. When it comes to flexible working hours, the LKA NRW does not need to shy away from comparison with the private sector.

Reduction of overtime

Both civil service and collective bargaining law stipulate that hours due to increased workloads should be reduced as quickly as possible by taking time off in lieu. The laws and regulations have the health of employees in mind. The time recording system at LKA NRW "warns" employees in good time if they are accumulating too many hours. In addition, we generally have the option of financially remunerating the overtime hours worked.

Telework

Since 2009, the LKA NRW has offered the option of "alternating teleworking". This allows us to offer our employees the opportunity to work partly from home, depending on their role.

Currently, over 600 employees have an approved teleworking workplace. The trend is rising.

Granting days off work in the event of illness of children or relatives

Both civil service law and collective bargaining law provide for paid leave of up to ten days per calendar year in order to provide short-term care for a sick child or relative. In the collective bargaining sector, salary payments are suspended for the period of leave to care for the sick child; the medical certificate for payment of sick pay must be submitted to the relevant health insurance fund.

If, in addition, a corresponding need for care is required, further leave without payment of salary is also provided for.