Brückenteilzeit (§ 9a TzBfG) allows employees in Germany to reduce their working hours for a fixed period of 1-5 years and then automatically return to their original working hours. The entitlement applies in companies with more than 45 employees after at least 6 months of employment. The application must be submitted in text form at least 3 months before the desired start date.

Definition: What is Brückenteilzeit?

Brückenteilzeit (literally "bridge part-time") refers to the statutory right of employees to temporarily reduce their working hours with a guaranteed right to return to their original working hours. Unlike unlimited part-time work under § 8 TzBfG, the end date of the part-time phase is determined from the outset.

The term "bridge" illustrates the nature of this arrangement: the reduced working hours are only a temporary phase – a bridge between two full-time phases or between different part-time arrangements. The Act on the Further Development of Part-Time Law introduced this regulation on January 1, 2019, to eliminate the so-called part-time trap. Before its introduction, employees who switched to part-time work had no statutory right to return to their previous working hours.

Legal Basis: § 9a TzBfG

The legal foundation for Brückenteilzeit is § 9a of the Part-Time and Fixed-Term Employment Act (Teilzeit- und Befristungsgesetz, TzBfG). This provision supplements the existing entitlement to unlimited part-time work under § 8 TzBfG with a temporary variant.

According to § 9a para. 1 TzBfG, employees may request that their contractually agreed working hours be reduced for a predetermined period. The distinctive feature: after this period expires, they automatically return to their original working hours – without a new application or negotiations with the employer.

The Federal Ministry of Labour and Social Affairs (BMAS) emphasizes that Brückenteilzeit accommodates employees' working time preferences while also providing employers with planning security.

Requirements for Entitlement

Company Size: More than 45 Employees

The entitlement to Brückenteilzeit only exists with employers who regularly employ more than 45 employees. Trainees are not counted in this calculation. This threshold is intended to protect smaller businesses from organizational burdens.

For companies with 46 to 200 employees, a special reasonableness threshold applies: the employer only needs to approve one application per 15 employees (rounded up). A company with 200 employees can therefore reject applications if 14 employees are already on Brückenteilzeit. Important: only employees on Brückenteilzeit under § 9a TzBfG count towards this quota – not other part-time workers.

Length of Employment: At Least 6 Months

The employment relationship must have existed for more than six months without interruption before the application is submitted. The type of employment contract is irrelevant – employees on fixed-term contracts or part-time workers can also apply for Brückenteilzeit.

Duration: 1 to 5 Years

Brückenteilzeit must last at least one year and may last no more than five years. Collective agreements may establish different minimum and maximum limits. Employers and employees can also mutually agree on other periods – as long as this is not to the employee's disadvantage.

Application and Deadlines

Application Deadline: 3 Months Before Start

The application for Brückenteilzeit must be received by the employer in text form at least three months before the desired start date. Text form means: a legible declaration on a durable medium that identifies the person making the declaration. An email is sufficient – a handwritten signature is not required.

Note: The Federal Labour Court (BAG) has ruled that, unlike with unlimited part-time work, there is no scope for interpretation to the next possible date if the deadline is missed (BAG, judgment of September 7, 2021, Case No. 9 AZR 595/20). Anyone who misses the three-month deadline risks having their application rejected.

Content of the Application

A complete application for Brückenteilzeit must include:

• The extent of the desired working time reduction (e.g., from 40 to 30 hours per week)
• The specific date of the start of Brückenteilzeit
• The specific date of return to the original working hours
• The desired distribution of reduced working hours across working days (should be indicated)

Employer's Response Obligation and Deemed Approval

The employer must discuss the application with the employee. The employer must communicate their decision in text form no later than one month before the desired start date.

If the employer misses this deadline, the so-called deemed approval takes effect: the application is considered approved. This regulation corresponds to § 8 para. 5 TzBfG and is intended to protect employees from delaying tactics.

Reasonableness Thresholds and Grounds for Rejection

Operational Grounds for Rejection

The employer may reject an application for Brückenteilzeit on operational grounds. According to § 9a para. 2 TzBfG, these are grounds that significantly impair the organization, workflow, or safety in the company, or cause disproportionate costs.

The burden of proof lies with the employer: they must demonstrate and prove that significant operational reasons argue against the Brückenteilzeit. General assertions are not sufficient.

Reasonableness Threshold for Medium-Sized Companies

A special regulation applies to companies with 46 to 200 employees: they may reject Brückenteilzeit if the reasonableness quota is already met at the time of the desired start date. This quota is one employee on Brückenteilzeit per 15 employees (rounded up).

Example calculation:

Blocking Periods and Return

During Brückenteilzeit

During the period of Brückenteilzeit, the employee is blocked from submitting further applications under the TzBfG. This means: neither an application for unlimited part-time work under § 8 TzBfG nor another application for Brückenteilzeit is possible. An early return to full-time work through an extension application under § 9 TzBfG is also excluded.

This regulation serves the employer's planning security: they should be able to rely on the working hours agreed during the Brückenteilzeit remaining constant.

After Return to Full-Time

After the end of Brückenteilzeit and the return to the original working hours, a blocking period of one year applies. Only after this period can a new application for Brückenteilzeit or unlimited part-time work be submitted. This blocking period applies according to § 9a para. 5 TzBfG.

Frequently Asked Questions About Brückenteilzeit

What is the difference between Brückenteilzeit and unlimited part-time work?

With unlimited part-time work under § 8 TzBfG, employees reduce their working hours permanently – without a fixed end date and without a guaranteed right to return. Brückenteilzeit under § 9a TzBfG, on the other hand, is limited from the outset (1-5 years) and ends automatically with a return to the original working hours. This right to return is the decisive advantage of Brückenteilzeit.

Do I need to give a reason for Brückenteilzeit?

No. Unlike parental leave or care leave, no specific reason is required. Whether you need more time for family, further education, a sabbatical, or a hobby – the employer may not ask about the reason. The entitlement exists without cause.

Can I apply for Brückenteilzeit as a part-time employee?

Yes. Even those who already work part-time can further reduce their working hours through Brückenteilzeit – and then return to their previous part-time hours, not necessarily to full-time. However, a switch from unlimited part-time to Brückenteilzeit at the same number of hours is not possible.

What happens if the employer does not respond?

If the employer does not respond in text form at least one month before the desired start date, the application is deemed approved (deemed approval). You can then begin Brückenteilzeit on the requested date.

Can I resign during Brückenteilzeit?

Yes, the employment relationship can be terminated by either party during Brückenteilzeit, subject to the regular notice periods. Brückenteilzeit does not change dismissal protection.

Does Brückenteilzeit also apply when working from home?

Yes. Brückenteilzeit concerns the extent of working hours, not the place of work. It can also be applied for by employees who work fully or partially from home.

What are the financial implications of Brückenteilzeit?

Salary is reduced proportionally according to the reduced working hours. Social security contributions and future pension entitlements are also reduced. Check in advance whether your salary at reduced hours is still above the contribution assessment ceiling and what effects this has on health and pension insurance.

Can civil servants apply for Brückenteilzeit?

No. The TzBfG only applies to employees, not to civil servants. Civil servants are subject to the respective civil service laws of the federal and state governments, which in some cases contain their own regulations on part-time work.

Conclusion

Brückenteilzeit is an important instrument for greater flexibility in working life. It solves the problem of the part-time trap and gives employees the security of being able to return to their original working hours after a temporary phase of reduced working time. For HR professionals, this means: carefully review applications, meet deadlines, and document operational grounds for rejection thoroughly.

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Sources

• Part-Time and Fixed-Term Employment Act (TzBfG) – § 9a. Federal Republic of Germany, current version. https://www.gesetze-im-internet.de/tzbfg/__9a.html
• Questions and Answers on Brückenteilzeit. Federal Ministry of Labour and Social Affairs (BMAS), 2024. https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/Teilzeit/Fragen-und-Antworten-Brueckenteilzeit/faq-brueckenteilzeit.html
• Brückenteilzeit – Overview. Federal Ministry of Labour and Social Affairs (BMAS), 2024. https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/Teilzeit/brueckenteilzeit-artikel.html
• BAG Judgment on Brückenteilzeit. Federal Labour Court, September 7, 2021, Case No. 9 AZR 595/20.
• Brückenteilzeit – Haufe Personal Office Platin. Haufe-Lexware GmbH & Co. KG, 2024. https://www.haufe.de/personal/haufe-personal-office-platin/brueckenteilzeit_idesk_PI42323_HI12145636.html