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Admittedly: There are now many recruitment consultancies. But only a few focus on certain specialist areas and therefore do not know the market and the industry well enough. That's what sets us apart!
An all-in contract is an agreement between the employer and the employee on total remuneration, which also includes a flat-rate compensation for overtime. An agreed amount of overtime is already included in the total remuneration of an all-in contract and is therefore already compensated.
Let's assume your regular monthly salary is 3,000 euros gross for a 40-hour work-week. Your all-in contract could stipulate that this salary not only covers your 40 hours per week, but also overtime up to a certain limit. For example, an additional 10 hours could be covered. This means that you will still receive the 3,000 euros, even if you work up to 50 hours per week. The exact number of overtime hours included can vary from contract to contract.
All-in contracts also have a maximum workload. This means that overtime cannot go on indefinitely. Once a year, the total number of overtime hours you have worked over the year is checked by your employer (cover check). Any overtime worked that is not included in the all-in contract must be paid out. Therefore, it is important that you document your working hours, despite an all-in agreement. Incidentally, this is also mandatory under labor law.
To come back to our example: Your all-in contract covers 10 hours of overtime per month. However, if you work more than these 10 hours over a longer period of time (usually a year), this is considered additional overtime that must be compensated separately, either at a higher flat rate or calculated individually according to working hours.
If you work less or no overtime, this is generally not a problem. Your salary may not be reduced as a result. The total salary must therefore be paid regardless of the actual number of overtime hours worked.
Suppose you only work 5 hours of overtime in a given month. According to your contract, you should have been paid for these additional 5 hours of overtime. As you have worked less than agreed, your salary will not be reduced. You will continue to receive the total remuneration specified in your all-In contract, regardless of whether you have reached the maximum overtime or not.
Transparent agreements are essential in an all-in contract: the remuneration for regular working hours and the extent of payment for overtime must be clearly defined. In addition, the overpayment for the included overtime must not be less than an individual compensation of the overtime actually worked.
The agreed total remuneration must not be less than the minimum salary threshold stipulated in the collective agreement and the total agreed all-in remuneration must be paid 14 times a year (Christmas and vacation bonus).
The high total remuneration often only seems attractive at first glance. You should always check the salary offered in the all-in contract carefully. How high is the salary for normal working hours (excluding overtime)? Is the offer still attractive? If not, it may be worth renegotiating with the employer to ensure a fairer payment.
What distinguishes us as a recruitment consultancy? Our clear specialization in the finance, IT and real estate sectors. Plus: All of our consultants have industry-specific training and professional experience - because experts like to communicate at eye level.
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Dr. Rita Niedermayr
Managing Director Controller Institute
"Due to their special professional competences in controlling, finance and accounting, the consultants of Schulmeister Management Consulting understand the needs of companies and candidates in this field to a particularly high degree."
Christiane Tusek
Vice Rector for Finance
"In the meantime we have 5 first-class colleagues in our team. Schulmeister always supported us in the best and most competent way during the search, recognised the requirements and our needs excellently and implemented them quickly. We are more than satisfied with our new employees and can highly recommend Schulmeister."
Hannes Gruber
Head of HR Global Headquarters
"We really appreciate professional cooperation with Schulmeister. Thanks to their support, we were able to successfully fill both expert and management positions. We would like to emphasise the way in which they thought their way into the position to be filled during the clarification of the assignment, the apt pre-selection as well as the professional candidate presentation on a global level."
An all-in contract is an agreement between the employer and the employee on total remuneration, which also includes a flat-rate compensation for overtime. An agreed amount of overtime is already included in the total remuneration of an all-in contract and is therefore already compensated.
Let's assume your regular monthly salary is 3,000 euros gross for a 40-hour work-week. Your all-in contract could stipulate that this salary not only covers your 40 hours per week, but also overtime up to a certain limit. For example, an additional 10 hours could be covered. This means that you will still receive the 3,000 euros, even if you work up to 50 hours per week. The exact number of overtime hours included can vary from contract to contract.
All-in contracts also have a maximum workload. This means that overtime cannot go on indefinitely. Once a year, the total number of overtime hours you have worked over the year is checked by your employer (cover check). Any overtime worked that is not included in the all-in contract must be paid out. Therefore, it is important that you document your working hours, despite an all-in agreement. Incidentally, this is also mandatory under labor law.
To come back to our example: Your all-in contract covers 10 hours of overtime per month. However, if you work more than these 10 hours over a longer period of time (usually a year), this is considered additional overtime that must be compensated separately, either at a higher flat rate or calculated individually according to working hours.
If you work less or no overtime, this is generally not a problem. Your salary may not be reduced as a result. The total salary must therefore be paid regardless of the actual number of overtime hours worked.
Suppose you only work 5 hours of overtime in a given month. According to your contract, you should have been paid for these additional 5 hours of overtime. As you have worked less than agreed, your salary will not be reduced. You will continue to receive the total remuneration specified in your all-In contract, regardless of whether you have reached the maximum overtime or not.
Transparent agreements are essential in an all-in contract: the remuneration for regular working hours and the extent of payment for overtime must be clearly defined. In addition, the overpayment for the included overtime must not be less than an individual compensation of the overtime actually worked.
The agreed total remuneration must not be less than the minimum salary threshold stipulated in the collective agreement and the total agreed all-in remuneration must be paid 14 times a year (Christmas and vacation bonus).
The high total remuneration often only seems attractive at first glance. You should always check the salary offered in the all-in contract carefully. How high is the salary for normal working hours (excluding overtime)? Is the offer still attractive? If not, it may be worth renegotiating with the employer to ensure a fairer payment.
