Part-time is a right, not a favour
Many employees in Germany believe part-time is a voluntary concession by the employer. That is not true. The Part-Time and Fixed-Term Employment Act (TzBfG) gives you a legal right under certain conditions, both to permanent part-time and to temporary bridge part-time. This article explains both routes, the deadlines and the grounds on which your employer may refuse.
Permanent part-time under Section 8 TzBfG
You are entitled to reduce your working hours if two conditions are met:
1. You have been employed for more than six months.
2. Your employer usually employs more than 15 people. Trainees do not count.
You must make the request in text form at least three months before the desired start. An e-mail is therefore enough. You should also state how the hours are to be distributed, for example four days of 7.5 hours or five days of 6 hours.
Your employer must discuss the request with you and aim for an agreement. They may only refuse if operational reasons stand in the way. The law gives as examples a significant impairment of the organisation, workflow or safety in the business, or disproportionate costs. General statements such as "part-time does not suit us" are not enough.
Deemed consent: silence counts as yes
The employer's deadline is particularly important. They must inform you of their decision in text form at least one month before the desired start. If they do not, your working hours are automatically reduced to the extent you requested. The same applies to the distribution of hours. So keep proof that your request was received.
If your request was justifiably refused or the employer agreed, you can request a further reduction after two years at the earliest.
Bridge part-time under Section 9a TzBfG
Since 2019 there has also been bridge part-time (Brückenteilzeit). You reduce your working hours for a fixed period and then automatically return to your original hours. You do not need a special reason such as childcare or caring for a relative.
The conditions at a glance:
1. You have been employed for more than six months.
2. The employer usually employs more than 45 people.
3. The requested period is at least one and at most five years.
4. As with Section 8, the request is made in text form at least three months in advance.
During bridge part-time you can neither request a further reduction nor an extension or early return. So plan the period carefully. After returning to your old hours, you can apply for a new bridge part-time after one year at the earliest.
The quota for medium-sized companies
Employers with 46 to 200 employees may also refuse bridge part-time if enough colleagues are already on it. With 46 to 60 employees the limit is four people, and it rises by one person for every further 15 employees started. If your request is refused for this reason, you can submit it again after one year at the earliest.
More hours later: Section 9 TzBfG
If you want to increase your hours again after permanent part-time, you have no unconditional right to your old number of hours. Under Section 9 TzBfG, however, your employer must give you preference when filling a suitable vacancy, unless urgent operational reasons or the wishes of other part-time employees stand in the way. If you definitely want to return, bridge part-time is the safer choice.
Part-time during parental leave
Parents have a separate route: during parental leave you may work up to 32 hours a week under the Federal Parental Allowance and Parental Leave Act. Separate deadlines and company-size rules apply to this parental part-time. When parental leave ends, you are entitled to return to your previous working hours.
Before you apply: do the maths
Before you submit the request, you should know what part-time means financially. The part-time calculator shows gross pay, net pay and holidays for any number of hours. How the reduction affects your net pay and why it falls less than your hours is explained in our guide calculating part-time pay. This overview does not replace legal advice; in case of dispute, a works council, trade union or employment lawyer can help.