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New regulations for overtime bonuses: This is how security forces benefit!
New collective agreement for security forces in Hesse: Changes to overtime bonuses from June 1, 2025. Details and entitlements.
New regulations for overtime bonuses: This is how security forces benefit!
A new general collective agreement (MTV) for security guards at commercial airports has been in force since June 1, 2025 and brings with it significant changes, particularly in the area of overtime pay. How WASI Hesse reported, this contract now clearly regulates that overtime - i.e. working hours that go beyond the contractually agreed working hours - is fundamentally subject to a surcharge. This is a significant improvement compared to the old regulations, which only provided for surcharges from the 181st hour (EG 1 passenger check) or the 209th hour (EG II to V).
The MTV stipulates that employees receive an overtime allowance of 25% from the 176th hour (EG 1) and 191st hour (EG II to V). This adjustment means that part-time employees are also compensated for the extra work they do much more efficiently, as the requirements for working hours free of surcharge have been reduced. Now the surcharge-free working hours for full-time employees fall to 175 hours (EG 1) and 190 hours (EG II to V).
Important regulations and obligations
The new set of rules not only creates clarity about the bonuses, but also emphasizes how important it is that employees know their entitlements. Employers often try to avoid paying bonuses by referring to “voluntary” overtime. But this trick doesn't work, because the collective agreement stipulates that overtime must always be paid upon order of the employer, as stipulated in Section 13 Paragraph 8. In the case of voluntary contributions for days off, the initiative must come from the employee, otherwise the responsibility for payment lies with the employer.
The regulations in the new MTV also include annual compensation for hours worked from 2026 and the possibility of converting bonuses into free time. This change ensures that employees can receive a fair distribution of their working hours over a 12-month period, while part-time employees are limited to 20% of their individual working hours for overtime.
Impact and support
Given these changes, it is essential for employees to submit their claims in writing, particularly if employers do not pay supplements. A planned dialogue between the collective bargaining parties in the BDLS is being sought to clarify contentious issues. If no agreements are reached, the only option ultimately available is through the labor court to enforce the relevant claims.
As well as Aviation security NRW As pointed out, this new regulation also means that many security employees can now better demand their working conditions and the associated rights. Education about the new collective bargaining standards that can be made binding under labor law is crucial so that employees who are not bound by collective bargaining agreements can also enjoy these protections, according to the Federal Ministry of Labor and Social Affairs.
In summary, it can be said that this new collective agreement not only provides clarity, but also gives employees the opportunity to actively demand their rights. Now it is up to them to put the existing advantages into practice and fight for fair working conditions.