MHH is fighting for relief: new agreement for nurses!

MHH is fighting for relief: new agreement for nurses!

On June 11, 2025, the Hannover Medical School (MHH) announced important relief measures for its employees in cooperation with the Verdi union. The new relief agreement (E-VE), which came into force on April 1, 2025, has the goal of sustainably reducing the workload of employees in health care. MHH Vice President Martina Saurin emphasized that the agreement is a sign of appreciation for the employees and makes a contribution to employer attractiveness.

The MHH is faced with a high workload in certain areas, which can lead to performance restrictions. Prof. Dr. Frank Lammert, Vice President of the MHH, reported on a record number of employees in the nursing service and the medical-technical service. Nevertheless, there is a persistent need for new specialists to maintain the quality of care.

regulations of the agreement

The E-VE was concluded as a contract of debt law between the MHH and Verdi and regulates important aspects of staffing and working conditions. In particular, minimum occupations for stations, diagnostics areas and special outpatient clinics are defined. In stressful situations, such as short -term duty roster changes, the employees receive time crims that serve as compensation for the additional loads.

The employees of the university clinics, such as the MHH, also require a collective agreement to determine minimum staff staff to ensure needs -based care and thus to protect the health of the employees. If the agreed minimum occupations have been undercut multiple times, you will receive a load compensation in the form of additional leisure. Specialist nurse Veith Stahlheber described positive experiences with this leisure time compensation, even if the personnel situation in its intensive care unit was not significantly improved.

The pressure on the health system

The increasing pressure on clinics to hire more personnel is reinforced by the humming load compensation. In some teams, such as Stahlhebers, have already accumulated for 100 days in free -time compensation. In order to counteract the shortage of skilled workers, clinics use innovative approaches, such as the University Hospital Mainz, which emphasizes the relief in their advertising to gain and maintain new staff.

After an examination of PWC, an appropriate content is the most important incentive for recruitment in nursing. 68 percent of the unemployed, unemployed and graduates of the past three years stated that the payment was made as a decisive condition for a long -term career in nursing. Better working hours and improved personnel equipment are also essential factors that play a role in the recruitment of specialists.

The MHH and other university clinics in Germany are faced with the challenge of responding to the needs of their employees in order not only to satisfy the existing workforce, but also to attract new specialists. By introducing relief measures and taking into account the working conditions, a step can take place in the right direction.