Working time models are agreements between employers and employees that determine when and how long work is performed. The most common models include full-time, part-time, flextime, trust-based working hours, shift work, and job sharing. Flexible working time models are gaining importance as they improve work-life balance and make companies more attractive in the competition for talent.

Definition: What Are Working Time Models?

A working time model describes the framework conditions under which employees' working hours are organized. It defines how many hours are worked per day, week, or year, at what times, and in which locations.

Agreements on working time models are found in employment contracts, collective agreements, or works agreements. The Working Hours Act (Arbeitszeitgesetz/ArbZG) sets the legal framework in Germany. In companies with a works council, the council has a right of co-determination in working time arrangements according to §87 of the Works Constitution Act (Betriebsverfassungsgesetz).

The range extends from rigid models with fixed working hours to flexible arrangements such as remote work, flextime, or the 4-day week. This variety makes it possible to accommodate both operational requirements and employees' personal needs.

Overview: What Working Time Models Exist?

Full-Time and Part-Time

The classic full-time model typically comprises 35 to 40 hours per week, spread over five working days. In part-time work, employees work fewer hours than in a full-time position. The distribution can be across fewer days, shorter daily working hours, or a combination of both.

Bridge part-time (Brückenteilzeit) allows employees to reduce their working hours for a defined period and then return to their original full-time position.

Flextime

With flextime, employees can start and finish work flexibly within a defined time corridor. Core working hours – for example from 9:30 AM to 3:30 PM – ensure shared presence times within the team. Plus and minus hours are documented in a working time account and must be balanced within a defined period.

Trust-Based Working Hours

With trust-based working hours (Vertrauensarbeitszeit), formal time tracking is eliminated. The focus is on goal achievement and employee self-responsibility. Employees determine themselves when they work. Important: Even with trust-based working hours, the collectively agreed weekly working time applies, and since the Federal Labor Court ruling in 2022, employers are required to record working hours.

Shift Work

In shift work, employees work in alternating, time-defined blocks – such as early, late, and night shifts. Distinctions are made between two-shift systems, three-shift systems, and fully continuous shift systems that include weekends. This model is found primarily in production, healthcare, and services with round-the-clock operations.

Job Sharing

In job sharing, two or more people share one full-time position. The participants arrange the division of working hours themselves. This model also works for leadership positions but requires precise coordination and good communication between those involved.

Working Time Accounts and Annual Working Hours

A working time account documents deviations from target working hours. With short-term accounts, balancing occurs within weeks or months. Long-term accounts – also called lifetime working time accounts – enable the accumulation of time credits for a sabbatical, care leave, or early retirement.

With annual working hours, working time is flexibly distributed over a year. During periods of high workload, employees work more; in quieter phases, correspondingly less. Salary remains constant.

Functional Time

Functional time is a variant of flextime without fixed core working hours. Instead, functional times are agreed upon during which certain operational areas must be staffed. The team organizes itself independently regarding who works when.

4-Day Week

In the 4-day week, the weekly working time is distributed over four instead of five days. There are two variants: In the compressed 4-day week, 40 hours are distributed over four days (10 hours per day). In the reduced 4-day week, total working time is decreased, for example to 32 hours.

Flexible Working Time Models: Pros and Cons

Flexible working time models offer significant advantages for both employees and companies. According to a Stepstone study from 2025, 73% of employees would work longer on some days in order to work shorter hours on others. Over 70% would like a 4-day week according to Statista.

Advantages for employees: Better work-life balance, higher satisfaction, less stress, more autonomy in daily scheduling.

Advantages for companies: Higher productivity, better employee retention, increased attractiveness in recruiting, reduction of sick leave.

Potential disadvantages: Challenges in team coordination, unclear availability, risk of blurring boundaries between work and private life. With trust-based working hours, there is also the risk that employees work more than contractually agreed.

Legal Framework: What Does the Working Hours Act Allow?

The Working Hours Act (ArbZG) sets clear limits for all working time models. According to §3 ArbZG, the maximum daily working time is generally 8 hours. It can be extended to up to 10 hours if an average of 8 hours per working day is not exceeded within 6 calendar months or 24 weeks.

Weekly working time must not exceed 48 hours. According to §5 ArbZG, there must be an uninterrupted rest period of at least 11 hours between two working days. For working time exceeding 6 hours, at least 30 minutes of break are required according to §4 ArbZG; for more than 9 hours, at least 45 minutes.

The German federal government is currently discussing greater flexibility: Instead of daily maximum working hours, a weekly maximum of 48 hours could be introduced. This would facilitate longer working days in the 4-day week.

Trends 2025/2026: The 4-Day Week and Flexibility

The debate around flexible working time models has gained momentum in recent years. The 4-day week is particularly in focus. According to an analysis by the Bertelsmann Foundation from 2025, however, only about 4% of companies actually implement the 4-day week. In job postings, it is offered in approximately one out of 1,000 advertisements.

"Flexible working time models such as flextime, home office, trust-based working hours, four-day week, or part-time combined with home office are perceived as particularly attractive," explains Ufuk Altun from the Institute for Applied Work Science (ifaa).

The trend is toward more freedom of choice: Employees don't necessarily want to work less, but rather decide more flexibly when they work. Companies that offer this flexibility strengthen their employer branding and position themselves in the competition for skilled workers.

Practical Tips: Which Model Fits Your Company?

The choice of the right working time model depends on several factors:

Industry and job profile: In production or customer service with fixed opening hours, shift models or functional times are often more sensible than fully flexible models. For knowledge-based activities, flextime or trust-based working hours are better suited.

Company size: Smaller teams can often make arrangements informally. Larger organizations need clear regulations and works agreements.

Company culture: Trust-based working hours only work in a culture based on self-responsibility and open communication. Check whether the cultural fit matches the intended model.

Employee preferences: Survey your team about which models are desired. Acceptance increases when employees are involved in the decision.

Frequently Asked Questions About Working Time Models

What working time models exist?

The most common working time models are full-time and part-time, flextime, trust-based working hours, shift work, job sharing, working time accounts, annual working hours, functional time, and the 4-day week. The choice depends on industry, company culture, and employee needs.

What is flextime and how does it work?

With flextime, there are core working hours with mandatory attendance, for example from 9:30 AM to 3:30 PM. Before and after this lies a flextime phase where employees can start and end flexibly. The agreed weekly working time must be achieved overall; plus and minus hours are documented in a working time account.

What is the difference between flextime and trust-based working hours?

With flextime, there are flexible start and end times, but core working hours and time tracking. With trust-based working hours, formal time control is eliminated – the focus is on goal achievement. Employees determine their time completely independently. Important: The working time recording requirement since 2022 also applies to trust-based working hours.

Is the 4-day week permitted in Germany?

Yes, the 4-day week is generally permitted. In the compressed variant, 40 hours are distributed over 4 days (10 hours per day) – the Working Hours Act allows up to 10 hours daily with compensation within 6 months. In the reduced variant, total working time decreases. Currently, only about 4% of companies implement the 4-day week.

What is a working time account?

A working time account documents deviations from target working hours. Plus hours from overtime can later be taken as time off; minus hours must be made up. With short-term accounts, balancing occurs within weeks or months; with long-term accounts, time credits can be saved for a sabbatical or early retirement.

How does job sharing work?

In job sharing, two or more people share one full-time position. The participants arrange the division of working hours themselves. The model also works for leadership positions but requires precise coordination. It enables better compatibility of work and private life and offers companies the advantage of multiple perspectives.

What advantages do flexible working time models have?

For employees, flexible models mean better work-life balance, higher satisfaction, and less stress. For companies, this results in higher productivity, better employee retention, and more attractiveness in recruiting. 73% of employees would work longer on some days to work shorter hours on others.

What legal limits apply to working time models?

The Working Hours Act (ArbZG) sets the framework: Generally maximum 8 hours per day (extendable to 10 with compensation), maximum 48 hours per week on average, at least 11 hours rest between working days, 30-45 minutes break depending on working time. The works council has a right of co-determination in working time arrangements.

Conclusion

Working time models are a central lever for employee satisfaction and employer attractiveness. Whether flextime, trust-based working hours, or 4-day week – the choice of the right model depends on industry, company culture, and employee needs. The trend is clearly toward more flexibility: Those who offer their employees room for maneuver in working time not only strengthen satisfaction but also competitiveness in recruiting.

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Sources

• Working Hours Act (Arbeitszeitgesetz/ArbZG). Federal Republic of Germany, 2024. https://www.gesetze-im-internet.de/arbzg/
• Federal Ministry of Labour and Social Affairs (BMAS). Information on Working Hours, 2025. https://www.bmas.de/
• Federal Institute for Occupational Safety and Health (BAuA). Working Time Report, 2024. https://www.baua.de/
• Institute for Applied Work Science (ifaa). Working Time Research, 2025. https://www.arbeitswissenschaft.net/
• Stepstone. Study: Flexible Working Hours Increasingly in Demand, 2025. https://www.stepstone.de/magazin/artikel/studie-flexible-arbeitszeiten-immer-gefragter
• Bertelsmann Foundation. 4-Day Week: Opportunity for Entry into Flexible Working Time Models, 2025. https://www.bertelsmann-stiftung.de/
• Statista Research Department. Survey: Desire for 4-Day Week, 2025. https://de.statista.com/