New worktime models can be introduced from an employer's point of view for many reasons. They can extend operational time for better utilization of expensive equipment, provide customer-oriented service hours, adjust operational time to the varying needs of personnel, adhere to a given operational time despite a reduction in workhours, avoid dismissals, or improve job attractiveness for qualified personnel. On the other hand, there are also many reasons for changing traditional worktime models from an employee's point of view. For example, new models can help fit private needs to occupational demands, change worktime according to life's phases, provide more autonomy for the organization of worktime or the choice of worktime model, and allow for reduced capacity due to illness or age. The paper primarily presents examples of innovative worktime models (eg, annual worktime, time-autonomous group, variable worktime, choice between different worktime models) but also discusses the possible negative effects of new worktime arrangements.