Wage subsidy position

A flexi-job is an offer for those who have a significant and lasting limitation in their ability to work and cannot obtain or maintain employment on ordinary terms in the labour market. Flexi-job employees are covered by the legislation for wage earners, unless the individual laws have exempted flexi-job employees.

When the municipality refers a person for a flexi-job, working conditions are determined in collaboration with the trade unions, employer and employee. As a starting point, working conditions as a flexi-job employee are determined according to the collective agreements in the area of employment, including the social chapters in the agreements. The salary is, as a starting point, determined according to the collective agreement that applies to the area.

When working conditions are agreed on, working ability must be taken into account. The reduced ability to work may mean that the person can only work with reduced efficiency full-time or fully efficiently but only on reduced time. This means, for example, that employees in flexi-jobs may need breaks, leave or periodic (but also more permanent) time off.

The employer receives a public subsidy corresponding to 1/2 or 2/3 of the minimum contractual wage. The size of the subsidy depends on the ability to work at the specific flexi-job.

The subsidy is assessed on an ongoing basis and can be increased, decreased and completely lapse if the ability to work changes. However, the subsidy can be a maximum of 1/2 or 2/3 of the minimum contractual hourly wage in the area of employment, or of the wage that usually applies to similar work.

The subsidy also covers the employer’s contribution to ATP and possibly expenses for other employer contributions directly related to pay. SDU will continue to have 1/2 of the remaining wage costs covered via the state flexi-job scheme.

On 1 January 2013, the new flexi-job reform took effect. Current employees in flexi-jobs are still employed under the old rules as long as they are employed in the same flexi-job.

Temporary flexi-jobs of a period of 5 years have been introduced. The flexi-job employee is paid for his work effort (effective working hours), and the person in question will therefore, unlike before, have a financial incentive to increase the number of working hours if possible. The municipality supplements the person’s salary with a so-called flexible wage subsidy. The number of working hours is determined in collaboration between the job centre, the applicant and the department. SDU does not receive reimbursement from the municipality, but continues to have half of the actual wage cost covered via the state flexi-job scheme.

It is possible to apply for a flexi-job bonus of DKK 25,000 if the flexi-job employment consists of 10 or fewer hours per week for a minimum period of six months. The bonus is a ‘first come, first served’ scheme and at present, funds have been set aside in the years 2013-2015. SDU can apply for a bonus from the date on which the employment contract is signed up to and including 9 months from the date of employment. NOTE: From 24 January 2014, applications for the flexi-job bonus were temporarily put on hold.

Employees who are employed within a collective agreement area can only be employed in a flexi-job at their previous workplace (SDU) when the person in question has been employed at the workplace for at least 12 months under the social chapters of the collective agreement, and the person in question otherwise meets the conditions for flexi-jobs.

With the prospect of a prolonged period of illness, it may be an advantage for the employee to contact his or her home municipality, as the municipalities do not interpret the new rules exactly the same.

Employment in flexi-jobs usually takes place following a dialogue with the municipality, but in principle nothing prevents such a position from being advertised.

Establishment of a flexi-job at the University of Southern Denmark (be it a transition from an ordinary job to a flexi-job or new employment of a person in a flexi-job) is always coordinated with the employee responsible for the inclusive labour market at Human Resource services.

Human Resource services ensures proper procedure with the municipality and trade union. Human Resource services ensures receipt of the permit, on the basis of which the contract is drawn up. A flexi-job at the University of Southern Denmark must always be approved by a union representative, and it is empirically crucial for acceptance of a new employee in a flexi-job that the colleagues have been informed and involved in the solution.

Under no circumstances may a person start in a flexi-job before Human Resource services has received a permit from the municipality and approval from a union representative.