The NEW WORK EVOLUTION for visitors

Around 40 exhibitors from the New Work sector will show you their products and services for innovative working environments and modern corporate culture.

The trade fair is accompanied by an exciting lecture programme with experts on the topic of New Work and numerous best-practice examples as well as networking opportunities.

We have compiled all the information, from ticket prices and travelling to your stay in Karlsruhe, on this page.

The themes of the NEW WORK EVOLUTION

Following the successful launch in 2023, NEW WORK EVOLUTION will be even bigger and more creative in 2024! In addition to the programme on the Main Stage and the exhibitors' presentation areas, there will also be space for workshops. There will also be four Focus Areas: In the Technology area, the focus will be on the potential of AI and co. to make work more efficient. Offices will show the optimal design of spaces in the working world. DE&I (Diversity, equity and inclusion) represents the diversity of New Work and how New Work is possible for everyone. People & Culture puts people and their well-being at the centre.

NEW WORK EVOLUTION is a meeting place for decision-makers from companies such as CEOs, HR managers, facility and infrastructure managers, architects, IT managers, New Work planners and New Work consultants. Here you will find a unique network of partners, experts, multipliers and media partners - the ideal place to make new contacts!

Overview of New Work Evolution ticket prices: Reduced day ticket € 25, day ticket € 59 ,Reduced season ticket € 59 ,Season ticket € 99
Reduced tickets for schoolchildren, students, trainees, people doing community service, jobseekers, pensioners or people with disabilities, employees of public and private universities and colleges and the German armed forces. Verification checks at admission. All prices incl. 19% VAT.

Our services for your trade fair visit

We also offer you full service on site. Here you can find out more about our electronic visitor information system and what information our information desk has for you. In addition, you can find out more about the possibilities of using the internet at our exhibition centre.

At the info point in the action hall you will find information on restaurants and hotels in the area as well as a preview of upcoming trade fairs. At the info counters in front of the halls, they will be happy to help you personally with any questions you may have about the current event.

There is a "toilet for all" on the exhibition grounds that is specially designed for use by people with multiple disabilities. It is also equipped with a lift and an emergency call system. This toilet is open during the respective opening hours of the event on the exhibition grounds.


  • Free service for your visit to the fair. Please contact the colleagues of the DRK on site on the respective day of your visit by calling 0721 3720 5230.
  • A wheelchair (without electric drive) will be brought to you for the duration of your visit to the fair (subject to availability).

Free WLAN access

During the fair, as a registered user, wireless internet access is available free of charge in the hall area of our exhibition grounds.

Free W-LAN on the exhibition grounds

You will need your own WLAN-enabled terminal with a web browser function.

Please note the following information:

  • To use the W-LAN, you need a WLAN-capable end device with the worldwide common WLAN standard IEEE 802.11 n/ac.
  • Area-wide reception may not be guaranteed if there are a large number of users.
  • The maximum bandwidth is 2Mbit/s per end device. Depending on the hall load, the bandwidth may be lower.
  • A user/end device can go online for a maximum of 30 minutes with a mobile end device.
  • Premium Wi-Fi

If you need a higher bandwidth, we advise you to order our Premium Wi-Fi for the highest online demands (without bandwidth limitation) for a fee (buy online or in the Business Center Entrance West).

Messe Karlsruhe provides its visitors with an EC cash machine directly on the exhibition grounds. This is located in the action hall near the main entrance.

Cash withdrawals from these machines are free of charge for Volksbank customers. This also applies to savings bank customers of the city of Karlsruhe-Ettlingen, but not to savings bank customers outside this district and other banks.

On the exhibition grounds, a fee of 2 euros is charged for the use of the cloakroom service for items of clothing and 3 euros for items of luggage. Lockers are available in the basement using a 1 euro deposit coin.

You will find digital lockers in the entrance area (main entrance) on the left-hand side.

12 out of 24 LiveLockers are equipped with the option of charging batteries from mobile devices. After opening the LiveLocker, you will find

  • a 220V/16A socket to connect your own power supply units, e.g. for charging laptops or bicycle batteries and
  • a USB type A and a USB type C socket with a combined output power of 18W.

You can book these in advance for your stay at

There is a charge of 5 euros per day for use.

Visitors to Karlsruhe Trade Fair Centre can use the charging stations for electric vehicles in car park P1, one charge costs 6 euros. A type 2 plug is required. Please note: Vehicular entrance to P1 is subject to a fee.

Die Messe Karlsruhe gestattet keine Tiere auf dem Messegelände.

Ausnahmen sind Führhunde für Menschen mit Behinderungen, Blindenhunde und Diensthunde.

Our control room collects lost and handed-in items.

Phone: +49 721 3720 5222

If you do not find what you are looking for here, please contact the

lost property office of the city of Rheinstetten, phone: + 49 7242 9514 350.

Or to the

lost property office of the city of Karlsruhe, phone: + 49 721 133 3310.

Business evening

The business evening at the NEW WORK EVOLUTION trade fair and LEARNTEC is the ideal opportunity to find out about the latest developments and innovations in the industry and to make valuable contacts. The event brings together industry leaders, experts and decision-makers from companies concerned with the future of the world of work.

Enjoy the evening in a summery atmosphere in the Atrium (outdoor area of Messe Karlsruhe) with delicious buffet and DJ music in our beautiful outdoor area.

Travelling to the NEW WORK EVOLUTION

Whether by car, local transport, train or plane - this is how you travel comfortably to the New Work Evolution.

From the A5 / A8 motorway:

On the A8 from Stuttgart follow the A5 in the direction of "Basel", there leave the A5 at exit no. 48 "Karlsruhe-Süd" and follow the signs "Messe".

From the A65 motorway:

The A65 becomes the B10. Leave the B10 at exit no. 8 and follow the signs to "Messe".

Parking spaces

On the exhibition grounds you will find a total of 7,000 parking spaces in 2 car parks as well as a car park for VIPs/press. Parking fee: 8,00 €/day. Please use P1 or P2 during new Work Evolution.

On the days of the fair, tickets for tariff zone 100 are valid to the Messe/Leichtsandstraße stop.

By tram

Stop Messe/Leichtsandstraße or also Messe Nord


Line S2 (underground), direction Rheinstetten


  • From the main station, you can take various trains to the city centre to change at the Europaplatz underground station:
    • Line S1/S11 in the direction of Neureut or Hochstetten.
    • Line 2 direction Knielingen Nord
    • Line 3 direction Daxlanden or Rappenwörth
  • At Europaplatz, take the S2 underground line in the direction of Rheinstetten (Messe/Leichtsandstraße stop).

By bus

Bus stop Messe Nord or Messe/Leichtsandstraße


Bus line 106 (direction Neuburgweier Breslauer Str.).

All KVV bus route maps can be found here.


Change at the Silberstreifen stop to bus route 106 in the direction of Neuburgweier Breslauer Str.

Further information on departure times and prices can be found on the KVV website.

A shuttle service (free of charge) between Karlsruhe main station (forecourt) and Messe Rheinstetten (main entrance) will be available during the event.

The journey time in each direction is approx. 20 minutes.

Karlsruhe is a hub for ICE, InterCity, EuroCity and InterRegio connections and lies directly on the ICE route from Hamburg via Frankfurt to Basel. The west-east axis from Karlsruhe via Stuttgart to Munich also starts from here. From Paris, you can reach Karlsruhe in just about three hours by TGV.

Arrive successfully.

From €51.90 (one way) with the event ticket.

In cooperation with Deutsche Bahn, Karlsruher Messe- und Kongress GmbH offers you an exclusive package for your comfortable arrival and departure to trade fairs and congresses in Karlsruhe.

This way, travel time quickly becomes your time. Simply use your outward and return journey to work, read or relax. Whatever you choose, you will always travel with the Deutsche Bahn long-distance event ticket using 100 % green electricity.

The extra for you as a visitor! Your event ticket at a fixed price nationwide, from any DB station.

The price for your event ticket one-way is:

  • With train connection (while stocks last)
    • 2.class 51,90€.
    • 1st class 84,90 €
  • Fully flexible (always available)
    • 2.class 72,90 €
    • 1st class 106,90 €

The offer is valid until 09.12.2023.

Book online now and secure the guaranteed cheapest ticket. We offer you an overview of all rail offers on your desired route.

Make travel time your time and use your journey to work, relax or enjoy yourself - with 100% green electricity on long-distance services.

All information on the DB Event Ticket can be found here.

Further information at

We wish you a pleasant journey.

The Deutsche Bahn event ticket does NOT include the admission ticket to the trade fair or congress.

Messe Karlsruhe can be easily reached via 4 airports:

The flight to Stuttgart from metropolises such as Brussels, Milan and Vienna takes little more than 1 hour.

The excellent rail connections ensure a fast onward journey to Karlsruhe.

From Baden-Airpark you can reach the exhibition centre in just 30 minutes by car.

Via Karlsruhe/Baden-Baden airport (approx. 30 minutes by car) as well as the international airports of Frankfurt, Stuttgart and Strasbourg (50-60 minutes by car).

We recommend that you travel via Frankfurt Airport.

Are you travelling with a motorhome or caravan and would like to stay overnight directly at the trade fair? We offer you the opportunity to do so at our car park P3. Electricity connection can only be guaranteed if ordered in good time.

Please book your parking space using the following form up to 14 days before the start of the fair. Electricity can only be guaranteed if ordered in good time:

Messe Karlsruhe is barrier-free and therefore handicapped accessible. All halls and entrances are at ground level, so there are no access restrictions.

Reserve a wheelchair

  • Free service for your visit to the fair: Please contact the colleagues of the German Red Cross on site on the respective day of the fair under the telephone number: 0721-3720 5230.
  • A wheelchair will then be brought to you for the duration of your visit. Please use the main entrance of the fair.

Parking spaces

  • Parking spaces are available in the first rows in car park P1.

Trade fair shuttle

  • During the event, a barrier-free trade fair shuttle will be available to you free of charge between the main railway station and the Exhibition Centre.
  • Further information on how to get to the fair by local transport can be found here.

Local transport

German Railways

You can also reach the exhibition grounds easily and in an environmentally friendly way with KVV.nextbike - the public bike and e-bike rental system of the Karlsruher Verkehrsverbund (KVV). The rental station near the exhibition grounds is located at the tram stop Messe/ Leichtsandstraße (line S2).

This is how easy it is to use the KVV.nextbike: Select the bike at or at a rental station, scan it and off you go. Please note that the number of KVV.nextbikes available is limited.

Cost of the KVV.nextbike rental bike at the basic rate:

  • 1 € per 30 min (normal)
  • 2 € per 30 min (e-bike)

The exhibition grounds are easily accessible via a well-developed and signposted network of cycle paths:

  • Karlsruhe main station: 5.5 km
  • Karlsruhe city centre: 6.3 km
  • Ettlingen centre: 7 km

Further information at

Bicycle breakdown service

With our bicycle breakdown service, we offer you a basic set of tools and aids for quickly solving a breakdown. Be it a punctured tyre, a defective inner tube, a jammed brake or simply too little air: help can be called up and equipment borrowed via the service hotline 0721 3720-5222.

Your stay at the NEW WORK EVOLUTION

Karlsruhe - the fan-shaped city in the countryside

From the Baden residence to the centre of the TechnologyRegion - the fan-shaped city of Karlsruhe has a lot to offer.Karlsruhe, the fan-shaped city, is a historic and cultural city in the southwest of Germany and is the second largest city in the state of Baden-Württemberg. There are a multitude of sights and attractions in this city. Starting with the castle in the centre of the city, the surrounding gardens, the market square, the shopping street in the centre of the city and the various restaurants. Karlsruhe is a city full of history, art and technology. Situated between the Black Forest, the Vosges Mountains and the Palatinate Mountains on the Rhine plain, Karlsruhe with its more than 310,000 inhabitants is a cultural metropolis, technology region and science centre in equal measure.

The quality of life is high, the region is booming - a city that can be described as a "think tank with a way of life" and that impresses with its many different facets.



Discover delicious restaurants, Karlsruhe's nightlife or the most relaxing places in the area

Karlsruhe CityTour

Karlsruhe CityTour

Karlsruhe CityTour with the HopOn HopOff double-decker bus!

Hop on and discover Karlsruhe's sights.

Karlsruhe | Tourism

Karlsruhe | Tourism

Would you like to learn more about the Baden metropolis?

City Spirit Karlsruhe

City Spirit Karlsruhe

Experience Karlsruhe from a new perspective!


New Work Trends: DE&I

In addition to People & Culture and Technology, the world of New Work is also characterised by other terms that are perhaps not yet so common. DE&I is one of them.

So what can you expect in the DE&I area from 4 to 6 June at New Work Evolution?

Diversity, Equity, Inclusion - what's behind it?

Diversity stands for the variety of different people. This means, for example, gender, ethnicity or nationality.

Equity means that all people are offered the same opportunities and that any barriers need to be adjusted.

The last term, inclusion, is about ensuring that no-one feels excluded in the working environment, with diversity being the primary means of achieving this.

As a member of the Diversity Charter, we would like to take a closer look at the 7 dimensions of diversity. As you can see, the focus is always on people.

Developments and challenges

Not only fuelled by the coronavirus pandemic, the term DE&I rapidly gained popularity and special significance. The recurring issues of racism, injustice and fairness have also become increasingly vocal in the working environment, forcing companies to restructure and develop new initiatives to ensure that all employees continue to feel valued in the future, regardless of their nationality or ethnicity, for example. This approach not only gives companies happier employees, but also promises promising growth potential.

In the future, it will continue to be a challenge for many companies to unite the different generations. Each age group brings different expectations and life experiences to the job, which in turn means that managers need to cater to the individual needs and requirements of each employee. This also means that subconscious prejudices (unconscious bias) towards employees must be avoided in order to prevent potential points of conflict.

Cases of discrimination should be prevented, as the office should represent a safe harbour. In this context, it can also be advantageous to hire diversity professional managers. They take care of all topics relating to leadership and HR and are responsible for ensuring that, for example, action is taken against discrimination, that possible complaints are taken seriously and that gender-neutral language is used. This kind of approach also promotes transparency and a sense of responsibility among employees and improves dialogue so that everyone works together as equals.

In recent months, it has become clear that it can be absolutely beneficial for companies to deal with the areas of DE&I on a larger scale.

The quota woman is a thing of the past; today, larger-scale plans must be pursued.

Since coronavirus, employees have become accustomed to organising their working hours flexibly. The topics of work-life balance and the associated home office have become an integral part of the corporate landscape. Companies also need to address the changing wishes of employees, such as health benefits or gender-neutral toilets.

New Work Trends: Technology

Here you can get a first impression of what to expect from the technology sector next year at the New Work Evolution, which will take place from 4 to 6 June 2024.

Uncomplicated collaboration even outside the office: Team, Slack & Co.

For many companies, the pandemic meant a rapid shift from mostly just working in the office to working from home. This change suddenly raised completely new questions and problems that companies had to deal with quickly. This resulted in a true revolution of technology in the office environment. New conferencing tools were introduced to facilitate collaboration, even across great distances, and these have become a permanent fixture in the working landscape in recent years. Teams and Slack have become as much a part of everyday work as employee education tools.

Improved ability to act and new digital business models

The home office trend, which was greatly accelerated by the pandemic, has shown how easy it can be to implement technical changes without elaborately planned change management. For companies, the crisis has shown that it is also quite possible to maintain their ability to act through new modern tools without any problems and even makes it possible to establish processes in a simpler as well as less complicated way and that there are hardly any limits to creativity.

The future of work: flexibility and self-realisation

The optimisation of modern working through home office has greatly accelerated the developments towards New Work, as it has been proven in practice that innovations can be successfully implemented in a timely manner. For employees, this means more flexibility and self-realisation in the professional environment. For companies, not only money is saved because business trips are no longer as important as they used to be, but also employees are much more satisfied and motivated in the long run. Co-working spaces, transparency and agile project management are no longer foreign words and will, in the long run, change a lot of things in the working world that has been dusty for a long time.

New Work Trends: People & Culture

But what is important in the area of People & Culture in the context of New Work? What is important to employees? And what challenges do current developments pose for employers?

Corona pandemic provides new impetus

At the latest since the Corona pandemic, some ways of thinking are indispensable and developments are new. Much of the focus is increasingly on the employee experience in the company. Management also has to recognise that the top echelon can no longer be as aloof as it used to be. It is about an emotional connection to the company, especially towards the corporate culture. The satisfaction and well-being of employees should come first.

Flexibility, open communication and personal responsibility are the be-all and end-all

Employees attach particular importance to development opportunities within the company and flexible working arrangements. This symbiosis not only promotes a sense of belonging to the company, but also the commitment shown to the company. Equally important are internal offers that promote both physical and mental health.

Open communication and the promotion of employees' personal responsibility increases the sense of community and ensures a positive working environment. However, this goal can also only be achieved if there are regular discussions between employees and management, not only to distribute positive feedback, but also to identify prevailing problems early on and offer proactive support.

Work-life balance, nice offices and team events create more cohesion

In order to prevent physical and emotional exhaustion among employees, supervisors should always encourage their employees to create the ideal arrangement for office days and home office for them personally in order to ensure the best possible work-life balance. In addition, it should be made as easy as possible for employees to obtain the necessary work utensils and to furnish the office with a certain feel-good factor, which automatically also promotes enjoyment at work. Employee events of all kinds can also contribute to this, which can be both within the usual working environment and of an external nature. At the same time, these measures also ensure that employees exchange ideas outside their teams and further soften the boundaries of the outdated mindset of static departments.

Such a profound change on many different levels requires a lot of time and patience, but the integration or consideration of these factors will have an extremely positive effect on the working atmosphere and the success of the company.

What exactly does New Work cover in detail?

With the trade fair taking place parallel to LEARNTEC, there was concentrated expertise on the working and learning worlds of tomorrow to discover from 23 - 25 May. What exactly does New Work encompass in detail? Is it just a fruit basket and table football or a completely different approach to retaining employees in the long term? And how can I integrate New Work individually into my company?

The exhibitors gave an insight into their innovative strength in the field of modern work culture and made it clear that companies can make numerous adjustments in order to implement New Work in their company. A perfect match for the trade visitors, who stated in the visitor survey that they were at New Work Evolution to find inspiration (44 percent), to learn about innovations (41 percent) and to get an overview of the topic and further education (both 33 percent). What does Gen Z really want? What should an office look like according to their new ideas? And what role does leadership play in the transformation to the working world of tomorrow? All these questions were discussed in numerous presentations.

The fact that it was a good decision to hold New Work Evolution and LEARNTEC in parallel due to their thematic proximity was also shown by the great interest of LEARNTEC visitors in the new working worlds: Almost 40 percent of them said they would use the new trade fair and the varied programme of lectures at New Work Evolution. Next year, the New Work Evolution will again be held together with LEARNTEC from 4 to 6 June.

Generation Z: Why feedback is crucial

Many people complain about Generation Z, claiming that young people born between 1995 and 2010 are not ready to get down to business and at the same time have far too high expectations. Generation Z expert Felix Behm explains in the following interview what moves the young generation, what needs to be changed to meet their expectations, and what employers have to do to retain young talents in the long term.

Are there any prejudices against Generation Z that can't bear anymore?

Felix Behm:

I often hear that Generation Z is leisure-oriented, demotivated and unqualified. That's something I can't hear anymore because it's simply not true. In my podcast, a lot of young people have their say, and they prove exactly the opposite.

Generation Z is very demanding and says things that previous generations also thought - but would never have dared to say. They can do this because they are so few in comparison, and this bitterly offends some of the older generations. Because for the older ones, the guiding principle was still more like, "Be glad you have a job at all." That's different now, but it has nothing to do with the fact that the young are supposedly unqualified or unmotivated.

Felix Behm: Keynotespeaker for the New Work Generations

What options do employers have to make attractive offers to Generation Z and retain young employees in the company for the long term?

Felix Behm: I'll sum it up in three words: Meaning with prospects. Of course, it's possible to believe that every job makes sense in some way - but that's no longer enough. Today, meaningfulness also means: Is this company addressing sustainability or climate change, for example? These are the issues that are shaping Generation Z today. Almost one in four wouldn't work for a company that wasn't concerned with sustainability. In addition, it is also important that employees really feel part of the company and not just a number - then they also recognize their perspective. This is helped by structures that allow employees to actively involve themselves and help shape the work process.

What aspects of the feedback culture need to change to make digital natives feel more comfortable on the job?

Felix Behm: The scary thing is that in many companies there is no feedback culture at all. That makes it all the more important to take a look at what the reality of Generation Z's life looks like: Many are on their smartphones and social networks for six to eight hours a day. You constantly get feedback in the form of likes. And one Like is not enough. No, ten likes, 50 likes, that's the feedback many are looking for. And in the working world, if I only get a good word from my employer once every two years, that's simply not good enough for many Z-ers. My advice is therefore: Regular development meetings must be included. It doesn't cost much to have a five-minute feedback meeting every week. And the second task is to approach this discussion in the right way: Criticism must be packaged in such a way that it is accepted, and praise must not be lacking either.

How will the working world change in the future when Generation Z takes over the management posts of the previous generation?

Felix Behm: We get a good perspective by looking at many startups. Young companies are already trying out many things. Some ideas work better, some less so. Some companies, for example, do without a fixed management position: Here, everyone is allowed to be the boss. It sounds like a crazy idea, but it has already worked. Ultimately, however, one trend will prevail above all others: the elimination of unnecessary hierarchical levels. I recently spoke with an entrepreneur whose company manufactures trucks. When a wrench needs to be ordered in the workshop, five employees from five hierarchical levels fill out a form one after the other. As a result, it takes three months for the wrench to arrive. Companies like this will hardly exist in the future, because the younger generation wants to work independently and demands this vehemently.


The high level of employee dissatisfaction that has persisted for decades, combined with the increasing willingness to quit in the post-Corona era, is costing companies a lot of time and money. "New Work could change that," says communications and organizational consultant and author Saskia Eversloh. She is giving the keynote in the "New Work Stories" thematic block and revealed to us in an interview what she understands by "New Work" and what is particularly important.

NWE: Why is it essential for companies today to open up to New Work?

Saskia Eversloh: The most urgent reason at the moment, apart from demographic change and the international war for talent, is the increasing number of voluntary redundancies, the key words being "big quit" and "great resignation," to use the New Work wording. So it's not just a question of attracting new employees, but above all of retaining existing employees in the company. One third of specialists and managers change jobs after just two years and take their knowledge with them; this applies in particular to younger academics.

Incidentally, the costs of fluctuation, sick leave and internal resignation have been enormously high for 20 years, but are currently reaching a new high (see info box) - and this despite the fact that a lot has been invested in New Work in the meantime. Of course, this makes you wonder: What's wrong?

NWE: What do you see as the most important starting points?

Saskia Eversloh: It is crucial to enter into a real dialog! Meaningful New Work projects can only be developed by reconciling management goals and employee concerns. It is important to unleash the potential of all generations so that they can stay with the company longer and make the best possible use of their manpower - which pays off in terms of corporate success and innovation.

In the past, change processes often originated in management and were pushed through - many things did not necessarily fit the employee, but also did not fit the company. Before Corona, many people jumped on the loft office hype and agency feeling with ball pools, fruit baskets and e-bikes: What is New Work beyond office design and home office? What does it mean in terms of work, especially in terms of good work? That has to be worked out together, because it's different everywhere.

NWE: Do you remember any particular "aha" moments from your practice?

Saskia Eversloh: I don't want to get too biblical, but it's not for nothing that they say, "In the beginning was the Word"! Surprisingly, I experience again and again that the meaning of communication is not really grasped. Accordingly, it is then exactly the decisive point where things are usually not right between management and employees.

It's actually quite simple to simply ask: What do employees need in order to do their work well and with pleasure - and thus ultimately advance the company? That's why we've started our NewWorkPlaybook right there, using the 7x7 methodology to guide employees in seven steps through seven areas of action, from corporate and leadership culture to agile collaboration and autonomous working, right through to flexibility in terms of time and place and work-life balance. New Work is much more than a designer's office and a home office, if only because it is not possible for all industries and professions.

The crucial thing is not only to present New Work externally - the keywords here are employer branding - but above all to live it within the organization. Otherwise, it's the same as with sustainability and green washing - here as there, people quickly notice whether the efforts are meant seriously or are just for marketing purposes.

NWE: What challenges does New Work bring with it in practice?

Saskia Eversloh: One important point that must always be considered is the organization of work. In times of remote work and home offices, new questions arise: To what extent do teams organize themselves, what does leadership look like today? The remote share for office jobs is now consistently around 50 percent, and at more and more companies even up to 100 percent. The only pain point is that while the technological prerequisites have been created, there are usually no new rules and structures for collaboration - or, for that matter, for social cohesion, a factor that is often underestimated.

NWE: Which common myths regarding New Work do you encounter again and again?

Saskia Eversloh: It's often said that Generation Z just wants to have fun. But why does this generation want more free time and a sense of purpose? I'd like to say this: Young people do their internships while still in school, then take a shortened Abitur if necessary, and have their Bachelor's degree in their early 20s. So they start working much earlier today - and the workload, personal responsibility and information overload have never been as high as they are today, in an agile working world. That, too, is New Work.

An office job 20 years ago was very different than it is today. This is true for all generations, of course, but the labor market is changing from an employer's market to an employee's market, and younger generations have learned not only to "perform" earlier, but also to articulate and advocate for their concerns.

The shortage of skilled workers is also a myth in many areas - in quite a few industries, we have more of a trend toward the low-wage sector and relocation abroad. There is a real shortage of skilled workers only in selected areas such as healthcare and transportation - and that is a big problem, because these are areas that are relevant to society as a whole, even against the backdrop of the energy transition and demographic change. Another reason why New Work is so important.

Tip for media professionals: On Wednesday, May 24 at 9 a.m., Saskia Eversloh will be a guest at the press talk on "New Work - a brave new world of work for everyone?" together with Kay Mantzel, New Work Ambassador workingwell GmbH, Marcus Fränkle, Managing Director of Der Blaue Reiter, and Brigitte Emmerich, Head of HR Messe Karlsruhe. Information and registration with press officer Katrin Wagner


NWE: In what way corporate culture and New Work are connected with each other?

Lysander Weiß: Culture includes all aspects that currently make up the working environment in a company. New Work, on the other hand, deals with the question: What changes are currently taking place in the world of work and which of them do I want to use as a company? This may then have an influence on my culture. So you could say that the corporate culture is possibly being changed by New Work. Whereby the corporate culture is of course only one aspect of the changing work environment.

NWE: What does this mean in practical terms for the introduction of New Work?

Lysander Weiß: The initial question my co-authors and I ask in the NewWorkPlaybook is: How can I create an optimal working environment? What we know is this: An optimal work environment ensures that the most satisfied employees possible can develop their potential as well as possible, which gives the company the best possible productivity - in other words, a real win-win situation. The best way to achieve this is to first look at where the company currently stands in terms of employee needs. Based on research results, we have defined seven dimensions that serve as a guide - for example, leadership culture, cooperation with others, one's own working patterns. In each dimension, we have developed questions that help to carry out and define a target-performance comparison: How much New Work do we really need? This is a great way to identify possible gaps in action and to know specifically which adjustments need to be made in order to increase employee satisfaction and thus productivity.

NWE: Are there often concerns from the management before such a step?

Lysander Weiß: The good thing is that both the goal and the current status are determined individually. We do not prescribe what the optimal environment should look like. It hardly ever happens that the conditions in a company and the needs of the employees differ completely in all dimensions. Nevertheless, management must of course be fundamentally open to such a process - or it is forced to open up to it, for example, due to a shortage of skilled workers.

NWE: Which common myths regarding New Work do you repeatedly face in everyday practice?

Lysander Weiß: One myth is that you can transform to New Work once and the process is finished. But if you define New Work the way we do, it is not done with one change. Things have to be reviewed and adapted again and again. Of course, for many people this implies the fear: "Once I start, there's no end to it." But we can easily refute that, because there are always very specific points that can be worked on concretely in order to get into a continuous optimisation process, which does not always trigger a huge change process. A huge change is usually necessary precisely when there has been no change at all for a long time. Continuous renewal of the working environment is therefore also advantageous in this respect.


Once again this year, the online format LEARNTEC xChange inspired more than 2,300 registered participants with lectures and panel discussions on new forms of learning in schools, universities and companies. Wednesday morning was dedicated to the new exhibition New Work Evolution, which will take place alongside LEARNTEC from 23 to 25 May in the halls of Messe Karlsruhe.

Frank Roth, CEO of AppSphere AG, gave the introductory lecture on the topic of "Workation" - and comprehensively covered the challenges and opportunities of working from abroad. Especially in industries where skilled workers are highly competitive on the labour market, home office and workation offers of a company are important arguments in the job interview. "The pictures on social media, laptop on your knees, feet up with a view of the sea - these are often images of freelancers," says Roth. "With employees, it's not quite so simple. There we talk about tax, social security and health aspects, workplace equipment, occupational health and safety and data security that need to be taken into account."

In general, workation is easier in European countries, but there are also pitfalls within Europe. In countries such as Belgium, for example, the tax obligation for employees applies from the first day, so that employees may be subject to double taxation. In Portugal, Portuguese labour law applies after a certain period of residence and thus reduced protection against dismissal. In Switzerland, a work permit would be required in any case. Data security and the equipment of the workplace must also be taken into account. "With a distance of thousands of kilometres, a malfunctioning laptop cannot be quickly replaced by the in-house IT department," says Roth.

In any case, Frank Roth recommends a supplementary workation agreement to the employment contract that covers all these points. For his company AppSphere, the CEO and a lawyer have screened 20 countries for relevant tax, health and safety and insurance regulations.

But why, despite all these challenges, workation still is a welcome offer to employees? Better coverage of school holidays, work-life balance, more time with the family, longer visits to relatives abroad or, last but not least, a massive increase in the attractiveness of a company in the war of talents are many good reasons that speak in favour of workation, says Roth.

Changing work culture

In the subsequent panel discussion, Roth, together with Götz Pasker, specialist lawyer for labour law at Dennig & Kollegen in Karlsruhe, and Elke Manjet, Global Head of Talent Attraction, SAP in Walldorf, shed light on the topic. SAP allows its employees to work abroad for up to 30 days a year. According to Elke Manjet, this is based on the company's internal initiative "Pledge to Flex" with the goal of flexible and trust-based working.

According to Frank Roth, employees who are interested in workation can inform themselves about tax law on the website of the Federal Ministry of Labour and Social Affairs, but a call to the BG is also important: "The fact is that companies and technology make a lot of things possible when it comes to workation, but on the other hand, the legislator is still far behind with regulations on the subject." Lawyer Pasker added that a stay of up to two weeks is in most cases without problems in terms of tax and social security law. Longer stays would have to be examined on a case-by-case basis.

For Elke Manjet, it is also crucial to create the right corporate culture in which workation is possible. "Managers felt uncomfortable at the beginning of the pandemic when everyone went to the home office. There was uncertainty to what extent the same performance would be achieved in home offices. That is why a culture of trust is important," Manjet said. Even in the office, people work at different levels of productivity. For Manjet, the issue of performance in the home office is now positively supported by figures: At home, employees are less likely to get caught up in unforeseen conversations and are less distracted.

Roth addressed the other side, the mindset of the employee. "As a company, could I allow one employee to workfrom abroad and not another, because he or she might not have the necessary mindset?" For specialist lawyer Pasker, this is a difficult situation: "There is no claim to workation, but the principle of equal treatment applies. The employer needs a convincing reason for a rejection."

Host Corona Feederle, Managing Director of office equipment supplier feco-feederle, added that home office has also led to a redesign of corporate workplaces. The order of the day is to equip an office attractively and with a high quality of stay, so that employees are happy to swap the comfort of home for their office again.

However, workation and home office also have limits, according to the experts, precisely because there is no longer a clear line between working time and free time. For Elke Manjet, it is clearly the manager's task to make it clear that bosses' emails do not have to be dealt with directly in the late evening, because "my working time is not your working time". Employees must be encouraged to manage themselves and their working hours in order to remain healthy in the long term.

There will be more exciting lectures and panels on New Work at the new trade fair New Work Evolution: interested companies can find more information for exhibitors HERE.

New Work goes LEARNTEC xChange

LEARNTEC xChange - three days of concentrated learning, education and networking in in-depth online lectures and discussion rounds on all aspects of education in companies, universities and schools. The second day of the event, 1 February, is all about New Work.

The event will start with the lecture "Workation - The new way of life and work? (10 am)". Speaker Frank Roth, AppSphere AG, will shed light on what the younger generation in particular expects from their workplace: Workation, i.e. alternating work from the office, from home or even from the city park. Following the lecture, a panel of experts will discuss the aspects that need to be taken into account here (10.45 a.m.) and how companies can respond to the expectations of their employees.

You can find the entire programme and the registration form HERE - participation in the live streams is free of charge.

Save the date: New Work Evolution

New Work is more than a fruit basket and table football, more than stylish offices and beanbags! New Work is a new form of work culture that centres on people - and has become a cornerstone of corporate culture for more and more employees and employers. With the launch of New Work Evolution, Messe Karlsruhe is now expanding its portfolio to include an exhibition showcasing this red-hot topic in its entire spectrum: from smart hardware and software solutions that promote collaboration, to office and furniture design, to consulting and coaching.

Vom 23. bis 25. Mai 2023 findet die New Work Evolution nun als eigenes Event parallel zur LEARNTEC, Europas größter Veranstaltung für digitales Lernen in Schule, Hochschule und Beruf, in der Messe Karlsruhe statt.

Mit dabei:

  • rund 30 Ausstellende aus dem Themenbereich New Work mit Produkten und Dienstleistungen für innovative Arbeitswelten und moderne Unternehmenskultur,
  • ein internationales Fachpublikum,
  • ein spannendes Vortragsprogramm mit Expertinnen und Experten zum Thema New Work und zahlreichen Best-Practice-Beispielen sowie Networking-Möglichkeiten, und
  • vier Themenwelten: „New Work Stories“, „New Work Generations“, „New Work Culture“ und “New Work Innovations“

Stell auch Du Dein Unternehmen in diesem innovativen Umfeld vor oder sei als Fachbesucher oder Fachbesucherin mit dabei!

Weitere Infos für Ausstellende...

Weitere Infos für Fachbesuchende...

2022 saw the first
New Work Evolution

At the last LEARNTEC - Europe's largest event for digital education in schools, universities and work - New Work Evolution celebrated its premiere as part of a special exhibition. In cooperation with AppSphere AG, which had previously organised the New Work Evolution as Southern Germany's leading congress on modern work concepts and corporate culture, new forms of work could be experienced. More than 11,000 attendees of LEARNTEC were not only able to get to know collaborative office furniture and new room concepts, but also to try out various methods of creative processes directly in LEGO Serious Play. Experts, including Mirjam Lapp, Senior Manager Organisational and People Development at the German Football Association DFB, provided valuable insights into their practical experience with new working environments in keynote speeches.

From 2023 you can experience New Work Evolution from 23 to 25 May 2023 for the first time as an independent event running alongside LEARNTEC. Around 30 exhibitors from the New Work sector will present their products and services for innovative working environments and modern corporate culture to trade visitors. The exhibition will be accompanied by an exciting presentation programme with New Work experts and many opportunities to exchange ideas and network in a productive environment.