Right to part-time work - bridging part-time work, parental part-time work and your entitlements

Whether following the birth of a child, to care for relatives, or to achieve a better work-life balance — many employees wish to reduce their working hours. German employment law offers various options for this. This guide explains what entitlements you have and how to submit an application.

Entitlement to part-time work under Section 8 of the Part-Time and Fixed-Term Employment Act (TzBfG) — permanent part-time work

The Part-Time and Fixed-Term Employment Act (TzBfG) gives employees a legal right to reduce their working hours under certain conditions.

Requirements:

Important: The employer may only reject the application on operational grounds — for example, if it would significantly disrupt the organisation, workflow or safety within the company. The requirements for rejection are strict.

Disadvantage: Part-time work under Section 8 of the TzBfG is open-ended. There is no automatic right to return to the original working hours. Many employees refer to this as the ‘part-time trap’.

Bridge part-time work under Section 9a of the TzBfG — part-time work with a right to return

Since 2019, there has been what is known as bridging part-time work: a temporary reduction in working hours with a guaranteed return to the original number of hours.

Requirements:

Reasons for refusal: In addition to operational reasons, there is a safeguard against excessive workload for smaller companies (46–200 employees): for every 15 employees or part thereof, a maximum of one employee may be on bridging part-time. If this quota is exceeded, the employer may refuse.

Advantage: Once the agreed period has expired, you automatically return to your previous working hours — without having to apply or obtain approval.

Part-time work during parental leave

During parental leave, you have a separate entitlement to part-time work under Section 15(7) of the Federal Parental Leave Act (BEEG).

Requirements:

Working part-time during parental leave has a particular advantage: you retain the special protection against dismissal that comes with parental leave, and once it ends, you automatically return to your original employment contract.

Comparison of the three part-time models

How to submit your application correctly

1. Written application: Set out your request in writing — by letter or email. State from when and to what extent you wish to reduce your working hours.

2. Specify the desired distribution: State precisely how the reduced working hours are to be distributed across the days of the week. This strengthens your negotiating position.

3. Meet the deadline: The request must be received by your employer at least three months before the desired start date. Shorter deadlines apply for parental part-time work.

4. Wait for the employer’s response: The employer must reject the application no later than one month before the desired start date (under Sections 8 and 9a of the TzBfG). If they do not do so, the part-time arrangement is deemed to have been approved.

What to do if your application is rejected?

If your employer rejects your part-time request, you should examine the reasons carefully. General references to ‘operational reasons’ are not sufficient — the employer must specifically explain why part-time work would significantly disrupt business operations.

If the refusal is not sufficiently justified, you can enforce your claim before the employment tribunal. In many cases, however, a solution can also be found through discussion.

Frequently asked questions (FAQ)

Can my employer simply reject my request to work part-time?

Only for operational reasons, which they must specify in detail. Blanket refusals are not permitted. If the employer does not respond within the specified time limit, the part-time arrangement is deemed to have been approved.

Am I really entitled to my old hours after the bridging part-time period?

Yes. You will automatically return to your original working hours once the agreed period has ended — without having to submit a new application.

Can I work part-time during parental leave?

Yes, provided you wish to work between 15 and 32 hours per week and the company has more than 15 employees. You are also entitled to this with another employer if your current employer agrees.

What is the so-called ‘part-time trap’?

In the case of permanent part-time work under Section 8 of the Part-Time and Fixed-Term Employment Act (TzBfG), there is no automatic right to return to full-time work. Once you have reduced your hours, you must rely on your employer’s consent or hope for a vacant full-time position. The bridging part-time arrangement solves this problem.

What is the minimum number of hours I must work?

There is no minimum number of hours for bridging part-time work and permanent part-time work. For parental part-time work, the minimum is 15 and the maximum is 32 hours per week.

This article is for general information purposes only and does not replace individual legal advice. Every case is different — if you have specific questions, we recommend seeking legal advice at an early stage.