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The reform of notice periods introduces a maximum of 52 weeks in the event of dismissal by the employer for new contracts starting on or after 1 June 2026. In addition, from 1 August 2026, a standard notice period of one week will apply to employees within the first six months.

A comprehensive reform of the voluntary overtime system has been announced, with retroactive effect from 1 April 2026. The federal government has opted for a single, uniform framework designed to offer businesses greater flexibility, while employees can count on a clear and tax-efficient system. Below, we outline the key elements of this reform.

The recently published Administrative Instructions for the third quarter of 2018 show that the NSSO provides an expanded interpretation of the concept of "wages" for the levying of social security contributions. The NSSO fills in the term 'at charge of the employer' more broadly. Advantages that are awarded by a third party, which is not the employer, directly to employees, without any intervention of the employer, can nevertheless be regarded by the NSSO as wages. Hereinafter we outline the terms "wages", "at charge of the employer" and the consequences of the extended interpretation.