The right to work part-time in Germany, long considered a pillar of work-life balance, is now under political scrutiny.
The economic wing of the conservative Christian Democratic Union (CDU) party has proposed restricting this right, suggesting it should only apply in special cases such as when workers need to look after children, care for relatives or want to pursue further education.
This move has sparked fierce criticism from Germany's other political parties, and even within the CDU itself, with many arguing that such restrictions would undermine hard-won workers’ rights and ignores the realities of millions of workers.
The debate comes as the number of part-time workers in Germany has reached record levels.
In 2025, the proportion of employees in Germany who work part-time hit 40 percent for the first time, according to figures from the Institute for Employment Research (IAB).
This translates to roughly 17 million people, working on average around 19 hours per week, compared with about 38 hours for full‑time employees.
According to media reports, the rise can be explained in part by the growth in sectors such as nursing and childcare, which have a high proportion of part-time workers.
Who can apply to work part-time?
According to current German labour law, if you’ve worked for your employer for at least six months and your company regularly employs at least 15 people, you have the right to request part-time hours.
This entitlement is set out in Germany’s Part-Time and Fixed-Term Employment Act.
To do so, you’d need to submit your request at least three months before you want to change your schedule, specifying your preferred working hours.
Can my employer refuse to let me work part-time?
Your employer can refuse your request for part-time work if there are significant operational reasons – such as serious disruption to business operations, workflow or safety, or if it would cause disproportionate costs.
If the employer rejects the request, they are obliged inform you with their reasons at least one month before the requested start date.
If the employer does not respond in time, the reduction in hours is deemed to have been agreed by default.
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If your employer does refuse and you believe the refusal isn’t justified, you have the right to seek advice from a legal expert or your local works council.
It’s also worth knowing that you can’t be forced to switch from full-time to part-time or vice versa, and you cannot be dismissed for refusing such a change.
Can I shift to part-time work temporarily?
Since 2019, employees in companies with more than 45 staff have the right to “bridge part-time” – a temporary reduction in hours for one to five years.
In this case you must have been employed for at least six months and apply three months in advance, specifying the period you want to work part-time.
After this period, you’re entitled to return to your previous working hours.
Bear in mind, though, that there is no automatic right to return to full-time work outside of bridge part-time.
If you switch to working part-time on a permanent basis and later wish to return to full-time work, the law only states that you must be given preferential consideration if and when a suitable position becomes available.
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How much of my pay and holiday entitlement will I lose?
German labour law is designed to protect part-time workers, which in practice means that you can’t be treated less favourably than full-time colleagues, except in rare cases where there’s an objective reason.
Pay and holiday entitlement for part-time workers are calculated on a pro-rata basis. For example, if full-time staff receive 30 days holiday for a five-day week, a part-time worker on three days per week would receive 18 days.
Part-time employees keep their rights to continued pay during illness or public holidays, and old holiday entitlements from full-time work cannot be reduced beyond pro-rata calculations when switching to part-time employment.
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Are part-time workers entitled to overtime?
If you’re part-time and work more than your individually agreed hours, you’re entitled to overtime pay – even if you haven’t exceeded the hours of a full-time employee.
This was confirmed by a Federal Labour Court ruling in December 2024, ensuring fair compensation for extra work beyond your part-time contract.
What about tax and social security?
There are no special social security rules for part-time work, but reduced hours may lead to “marginal employment” status (i.e. if you drop below the 'mini-job' threshold), which could affect your tax and social security contributions.
It’s important to check whether your new working hours will change your status and what this means for your take-home pay and benefits.
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