Part-time employment exists when an employee's regular weekly working hours are shorter than those of comparable full-time employees in the company (§2 TzBfG). In Germany, around 29% of all employed persons worked part-time in 2024 – for women it's 49%, for men 12%. Employees have a statutory right to reduce their working hours under certain conditions; employers can only refuse for operational reasons.
Definition: What is Part-Time Employment?
Part-time employment is an employment relationship in which employees regularly work fewer hours than comparable full-time workers in the same company. According to the German Part-Time and Fixed-Term Employment Act (TzBfG – Teilzeit- und Befristungsgesetz), an employee is considered part-time when their regular weekly working hours fall below the standard full-time hours in the organization.
Important: There is no fixed hourly threshold. If full-time in a company means 40 hours per week, even 39 hours constitutes part-time employment. The OECD commonly uses 30 hours as a benchmark – employees working less than 30 hours weekly are classified as part-time workers.
Distinction from Mini-Jobs
Mini-jobs (marginal employment) are a special form of part-time work. They are capped at €556 monthly income (2025) and are exempt from social security contributions for employees. According to §2 Para. 2 TzBfG, mini-job workers are also classified as part-time employees.
Legal Framework for Part-Time Work
The Part-Time and Fixed-Term Employment Act (TzBfG)
The TzBfG has been in effect since January 1, 2001, implementing the EU Part-Time Work Directive (97/81/EC). Its objectives include:
- Promoting part-time employment
- Preventing discrimination against part-time workers
- Establishing conditions for fixed-term contracts
Core principle: Part-time employees must not be treated less favorably than full-time employees unless objective reasons justify different treatment (§4 TzBfG).
Non-Discrimination Requirement
The non-discrimination principle in §4 TzBfG has significant implications for HR practice:
- Equal pay: Part-time workers are entitled to proportional remuneration
- Equal benefits: Access to company benefits, training, and career opportunities
- Overtime premiums: According to Federal Labor Court rulings, overtime premiums apply from the first hour exceeding the individual's agreed working time – not only after exceeding full-time hours
Part-Time Working Models
Classic Part-Time
Daily or weekly working hours are permanently reduced. Common arrangements include 20, 25, or 30 hours per week, distributed across three to five working days.
Bridge Part-Time (§9a TzBfG)
Since January 1, 2019, employees have a right to temporary part-time work with a guaranteed return to their previous working hours:
- Duration: 1 to 5 years
- Requirement: Company must have more than 45 employees
- Advance notice: Request must be submitted at least 3 months before start date
- Advantage: Automatic return to original working hours after the agreed period
Near Full-Time Part-Time
Part-time arrangements with at least 30 weekly hours. Employees work only slightly below full-time capacity while still benefiting from increased flexibility.
Parental Leave Part-Time
Under the Federal Parental Allowance and Parental Leave Act (BEEG), parents can work up to 32 hours per week during parental leave. Employers can only refuse for unavoidable operational reasons.
Job Sharing
Two or more employees share one full-time position, dividing tasks and responsibilities. This model requires strong coordination but offers maximum flexibility.
Right to Part-Time: Requirements and Process
Permanent Part-Time Under §8 TzBfG
Employees can request a permanent reduction of their working hours when:
Bridge Part-Time Under §9a TzBfG
Additional requirements for temporary part-time:
When Can Employers Refuse?
Employers may only reject part-time requests for operational reasons, such as:
- Significant impairment of work organization
- Significant impairment of operational workflow
- Disproportionate costs
- Safety concerns
Important: The employer must provide written justification for refusal. "Inconvenient" or "unusual" are not sufficient grounds.
Part-Time in HR Practice
Calculating Vacation Entitlement
Part-time employees retain the same vacation entitlement in weeks as full-time workers. The number of vacation days adjusts based on working days per week:
Calculation formula:
Part-time vacation days = (Part-time days per week ÷ Full-time days per week) × Full vacation entitlement
Example: Full-time employees working 5 days receive 30 vacation days. Part-time employees working 3 days receive: (3 ÷ 5) × 30 = 18 vacation days
Overtime and Premium Pay
According to Federal Labor Court rulings, part-time workers are entitled to overtime premiums from the first hour exceeding their contracted hours – not only after exceeding full-time thresholds. Equal treatment with full-time employees is mandatory.
Impact on Social Security and Pension
- Health, pension, unemployment insurance: Full social security coverage applies when income exceeds €556/month
- Pension points: Based on contributions paid – lower income means fewer pension points per year
- Long-term impact: Extended part-time employment can result in reduced retirement benefits
- Mitigation: Child-raising periods provide pension credits
Part-Time in Germany: Current Statistics 2024
According to the Federal Statistical Office (Destatis), part-time employment has reached new highs:
Notable development: For the first time, more women work part-time (50.3%) than full-time (49.7%) according to the Federal Employment Agency.
Germany has the third-highest part-time rate in the EU – only the Netherlands (43%) and Austria (31%) have higher rates.
Frequently Asked Questions About Part-Time Employment
How many hours per week is considered part-time?
There is no fixed hourly threshold. What matters is the comparison with full-time employees in the same company. If full-time means 40 hours, any lower amount is part-time. The OECD typically uses 30 hours as a benchmark. The average for part-time workers in Germany is 21.8 hours per week (2024).
When do I have the right to part-time work?
You have a statutory right to part-time when: your employment has lasted at least 6 months, your employer has more than 15 employees, you submit your request at least 3 months before the desired start date, and you haven't had a request rejected or withdrawn within the past 2 years.
Can my employer refuse my part-time request?
Yes, but only for operational reasons. Examples include significant impairment of work organization, operational workflow, or safety. "Disproportionate costs" alone is not a blanket rejection ground. The employer must provide written justification.
What's the difference between regular part-time and bridge part-time?
Regular part-time (§8 TzBfG): Working hours are permanently reduced with no automatic right to return to full-time. Bridge part-time (§9a TzBfG): Temporary reduction for 1-5 years with guaranteed return to original hours. Bridge part-time requires companies with more than 45 employees and has been available since January 2019.
How is vacation calculated for part-time employees?
Vacation entitlement in weeks remains the same as full-time. The number of days adjusts based on weekly working days. Example: 5-day full-time workers get 30 days → 3-day part-time workers get 18 days. The calculation is proportional to actual working days.
Must employers advertise positions as part-time?
Yes, according to §7 Para. 1 TzBfG. Every position suitable for part-time work must also be advertised as such – for both internal and external job postings. Employers must also discuss working time preferences with part-time employees.
Do part-time workers receive overtime premiums?
Yes, from the first hour exceeding their agreed working hours – not only after exceeding full-time thresholds. Federal Labor Court rulings require equal treatment with full-time employees. Exceptions apply only where objective reasons justify different treatment.
How does part-time affect my pension?
Pension points are based on contributions paid. Lower income means fewer pension points per year. Long-term part-time employment can lead to reduced retirement benefits. Child-raising periods can provide partial compensation.
Conclusion
Part-time employment offers flexibility for employees and employers alike, but requires careful attention to legal requirements. The Part-Time and Fixed-Term Employment Act (TzBfG) provides comprehensive protection against discrimination and establishes clear procedures for reducing working hours.
For HR professionals, key priorities include: processing requests within legal deadlines, documenting rejections with valid operational reasons, ensuring equal treatment in compensation and benefits, and accurately calculating vacation entitlements.
With bridge part-time since 2019, employees now have better options to temporarily reduce hours while securing their return to full-time work – an important tool for balancing career and family responsibilities.
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Sources
- Part-Time and Fixed-Term Employment Act (TzBfG). Federal Ministry of Justice, 2001 (current version 2024).
https://www.gesetze-im-internet.de/tzbfg/ - Microcensus 2024 – Initial Results on Employment. Federal Statistical Office (Destatis), 2025.
https://www.destatis.de/DE/Presse/Pressemitteilungen/2025/05/PD25_175_13.html - Women in the Labor Market – Employment Statistics 2024. Federal Employment Agency, 2025.
https://www.arbeitsagentur.de/presse/2025-10-frauen-auf-dem-arbeitsmarkt - Part-Time Employment EU Comparison 2024. Federal Statistical Office / Eurostat, 2025.
https://www.destatis.de/DE/Presse/Pressemitteilungen/2025/06/PD25_N033_13.html - EU Directive 97/81/EC on Part-Time Work. European Union, 1997.
https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A31997L0081 - Part-Time Employment – Labor Market Policy. Federal Agency for Civic Education (bpb), 2021.
https://www.bpb.de/themen/arbeit/arbeitsmarktpolitik/329120/teilzeitbeschaeftigung/
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