Family, caring for relatives, further training or simply more time: there are many reasons to reduce working hours or take time off. The law gives employees strong rights to do so – but only if deadlines and formal requirements are met. Employers, in turn, can only refuse a request for part-time work for operational reasons, and strict deadlines apply here too.
Key points at a glance
- Right to part-time work: employment relationship of more than six months, generally more than 15 employees; request in text form at least three months in advance (§ 8 TzBfG).
- If the employer does not refuse in writing at least one month before the start, the part-time request is deemed approved.
- Bridge part-time work allows a temporary reduction for one to five years in companies with more than 45 employees (§ 9a TzBfG).
- Parental leave of up to three years per child; notice seven weeks before the start (up to the child’s 3rd birthday) or 13 weeks (thereafter).
- Special protection against dismissal applies from the time parental leave is requested (at the earliest eight or 14 weeks in advance) and during pregnancy.
Right to part-time work under § 8 TzBfG
Employees whose employment relationship has lasted more than six months can request that their contractually agreed working hours be reduced – permanently and without any particular reason. The prerequisite is that the employer generally employs more than 15 employees (not counting apprentices and trainees).
- Submit the request in text form at least three months before the desired start date, stating the extent of the reduction and, if possible, the desired distribution of hours.
- The employer must discuss the request with you.
- It must decide in writing at least one month before the desired start date. If it fails to do so, the working hours are deemed reduced and distributed accordingly (§ 8 Abs. 5 TzBfG).
The employer may only refuse for operational reasons, for example if part-time work would significantly impair the organisation, the workflow or safety, or would cause disproportionate costs. The courts apply a three-stage test: whether there is a coherent organisational concept, whether it actually conflicts with the part-time work, and whether the impairment is significant. Mere convenience or general references to „customer wishes“ are not sufficient.
Bridge part-time work and returning to full-time
With bridge part-time work (Brückenteilzeit), you can reduce your working hours for a fixed period of one to five years and then automatically return to your original working hours. It requires an employer that generally employs more than 45 employees; with 46 to 200 employees, the employer can refuse if a certain number of employees are already on bridge part-time.
Part-time employees who want to work more hours again must be given preferential consideration when vacancies are filled, provided they are equally suitable (§ 9 TzBfG).
Parental leave
Each parent can take parental leave (Elternzeit) until the child’s third birthday, up to a total of three years. Up to 24 months of this can be transferred to the period between the third birthday and the child’s eighth birthday.
- Notice: seven weeks before the start for parental leave up to the child’s third birthday, 13 weeks before the start for later periods. Since May 2025, text form – such as an e-mail – has been sufficient.
- Commitment: for parental leave up to the third birthday, you must commit to which periods you will take for the first two years.
- Division: parental leave can be divided into three periods; the employer can refuse a third period after the third birthday for urgent operational reasons.
- Annual leave: the employer can reduce annual leave by one twelfth for each full month of parental leave if it declares this.
Part-time work during parental leave
During parental leave, you may work up to 32 hours a week. In establishments with more than 15 employees, there is a right to part-time work of between 15 and 32 hours a week for at least two months (§ 15 Abs. 7 BEEG). If the employer wishes to refuse, it must do so in writing and with reasons within four weeks (if the part-time work starts before the third birthday) or eight weeks – otherwise consent is deemed to have been given.
Maternity protection
Expectant mothers may only work during the last six weeks before giving birth at their own request, and may not work at all for eight weeks after giving birth (twelve weeks in the case of premature or multiple births or if the child has a disability). Since June 2025, staggered protection periods have also applied after a miscarriage from the 13th week of pregnancy. During the protection periods, you receive maternity benefit and an employer’s supplement; in the case of individual or workplace-related employment bans, your previous pay continues to be paid as maternity protection pay.
Dismissal is generally prohibited during pregnancy and for up to four months after giving birth (§ 17 MuSchG). Only in special exceptional cases can the competent supervisory authority give its consent. Preparatory measures for a dismissal, such as looking for a replacement, are also prohibited during this period.
Care leave and family care leave
If a close relative has an acute need for care, you may stay away from work for up to ten working days (§ 2 PflegeZG). In addition, in establishments with more than 15 employees there is a right to full or partial release from work for up to six months (care leave, Pflegezeit), and in establishments with more than 25 employees a right to family care leave (Familienpflegezeit) of up to 24 months with at least 15 hours a week. Special protection against dismissal applies for the duration.
Practical examples
The following cases are simplified, typical scenarios from employment law practice. They are for illustration only; every individual case must be assessed separately.
Part-time request left unanswered
Situation: In March, an office clerk requests by e-mail to reduce her working hours from 40 to 30 hours from July, spread over Monday to Thursday. The employer does not respond.
Legal assessment and course of action: Because no written refusal was given by the end of May, the part-time arrangement, including the distribution of hours, is deemed agreed by operation of law. The employer had to deploy her accordingly from July.
Refusal due to „customer expectations“
Situation: An in-house customer adviser wants to work mornings only. The employer refuses, claiming that customers expect a dedicated contact person all day.
Legal assessment and course of action: The employer was unable to present a viable organisational concept; other teams were already working successfully in tandem. The Labour Court (Arbeitsgericht) upheld the claim for consent to part-time work.
Parental leave and dismissal during the probationary period
Situation: Two months after starting work, a father gives notice of six months‘ parental leave, starting in eight weeks. Shortly afterwards, he is dismissed during his probationary period.
Legal assessment and course of action: From the time of the request – at the earliest eight weeks before the start – special protection against dismissal under § 18 BEEG applies, even during the probationary period. Without a declaration of admissibility from the authority, the dismissal was invalid.
Part-time during parental leave – late refusal
Situation: During her parental leave, an engineer requests 25 hours a week. After five weeks, the employer refuses by e-mail without giving reasons.
Legal assessment and course of action: The refusal was late, not in writing and without reasons. Consent was deemed to have been given; she was able to return on a part-time basis.
Frequently asked questions
Can I return to full-time work after part-time?
With permanent part-time work under § 8 TzBfG, there is no right to return, only a right to preferential consideration. If you want to be sure of returning, you should choose bridge part-time work.
May I work for another employer during parental leave?
Yes, up to 32 hours a week, but only with your employer’s consent. The employer can only refuse in writing within four weeks for urgent operational reasons.
Do I have to tell my employer that I am pregnant?
There is no obligation to do so, but it is recommended so that the protective provisions can take effect. After a dismissal, you have two weeks to do so.
Does the right to part-time work also apply to managers?
Yes. Management positions can, in principle, also be performed part-time. The employer must set out specific operational reasons if it refuses.
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Note: This information provides a general overview of the legal situation (as of November 2026) and does not replace legal advice on your individual case.
This page is a translation of the German original. It is for general information only and does not replace legal advice on your individual case. German version