What 3G means at work and mandatory home office

More corona protection in the workplace: That is the goal of the new 3G rules.

In addition, more employees should work from home again.

An overview of what applies to companies and employees.

In the fight against the pandemic, stricter rules will soon also apply in the workplace.

“Only for those who have been vaccinated, those who have been tested and those who have recovered” is what the job says.

This has consequences especially for those who have not been vaccinated *.

The goal: The spread of the coronavirus in companies is to be contained.

With the

, there will be significant changes for employers and employees.

3G rule in the workplace for employees

Employees should only have access to a company if they have been

.

Vaccinated and convalescents must prove this - for example with the yellow vaccination certificate, a vaccination certificate via an app or a proof of recovery.

Unvaccinated people who cannot work from home must provide their employer with a daily test (or a maximum of 48 hours old PCR test).

A self-test on site under the supervision of the employer is also possible.

Also read:

Employers need to control 3G rule

Employers are responsible for checking evidence before entering the workplace.

Companies should

the

.

Once the employer has checked and documented a recovery or vaccination certificate, the respective employees can be excluded from the daily checks.

Employers should also

offer

at least

.

Business associations see a lot of effort for companies.

"The new test regime presents our companies with major challenges," says Steffen Kampeter from the employers' association BDA.

The regulations for proving the status created legal certainty.

The envisaged storage option limits bureaucracy.

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Criticism from privacy advocates

The Federal Data Protection Officer Ulrich Kelber advocates 3G in the workplace, but is bothered by the implementation.

“In most cases, it would have been enough to allow employers to

at all.” Instead,

.

"The specifications could have been clearer," says Baden-Württemberg's data protection officer, Stefan Brink.

There is a lot of leeway - for example, whether employers have to check all employees on a daily basis or whether random checks are sufficient.

It is also unclear whether visual checks are sufficient, lists are created or a comparison with the identity card is necessary.

"The lack of clarity is at the expense of the employees," criticized Brink.

A clean implementation by Wednesday would not make sense.

Employers complain about deadlines for implementation

Employers also complain about the implementation deadlines.

"Large-scale controls, for example for shift workers in production, are difficult to implement within a few days," says Kai Beckmann, President of the Federal Chemicals Employers' Association.

“We also want to prevent traffic jams at factory gates that could lead to infections.

At the same time, shifts in production have to be fully occupied. ”He speaks of an“ insane complexity ”.

Everyday hurdles

3G controls on the job become even more complex when they take place away from offices or factories - for example in the trades.

For many rather small businesses, the control effort should remain relatively manageable, says Hans Peter Wollseifer from the ZDH trade association.

"But at the factories as the cleaning of buildings or in the building trade, where most employees go directly to construction sites and then often to daily changing objects and places of work, it would be extremely difficult." Given the obstacles

- so if necessary with a mandatory vaccination at the workplace.

Sanctions: Unvaccinated people without a test are at risk of loss of wages or dismissal

In the event of violations, employees face consequences.

Unvaccinated employees who do not bring valid evidence and refuse to take a test are not allowed to enter the company premises.

says labor lawyer Gunnar Roloff.

also read

DIHK: Corona rules in companies must be practicable

At the workplace, a 3G rule should apply in the future to protect against corona, according to the will of the traffic light coalition.

But how can this be practically implemented?

Essential questions are still unresolved.

DIHK: Corona rules in companies must be practicable

Stricter corona rules apply in Hesse

From this Thursday (November 11th), stricter corona rules apply in Hesse.

They mainly affect people who have neither been vaccinated nor recently survived an infection with the coronavirus.

A rapid antigen test is no longer sufficient for areas or facilities in which the 3G rule applies and thus only vaccinated, convalescent or tested people have access.

Stricter corona rules apply in Hesse

3G on the job: employees have to adjust to this

The corona numbers are rising, politicians are reacting.

This also has consequences for many employees.

What is planned - and what could threaten the unvaccinated if they do not come to work with the latest test.

3G on the job: employees have to adjust to this

The president of the employers' association Gesamtmetall, Stefan Wolf, told the television broadcaster "Bild Live" that if an employee refuses to do so for a longer period of time, he will no longer offer his work as part of his contract.

"Then the employer can

."

Also interesting:

Home office compulsory

In addition, there is an obligation to

: where there are no operational reasons,

made possible.

Such reasons could exist if the operational processes would otherwise be significantly restricted or could not be maintained at all - for example counter services for necessary customer and employee contacts or repair and maintenance tasks.

The employees in turn have to accept an offer from the employer, provided there are no reasons to the contrary on their part.