Bridge Part-Time: Finally Out of the Part-Time Trap or Just Grasping at Straws?

Traditional part-time work in Germany often leads to a dead end. Those who reduce their working hours frequently remain part-time permanently and never return to full-time employment. Since 2019, bridge part-time (Brückenteilzeit) has provided a legal instrument designed to prevent exactly that. But how does the model work in practice? What requirements must be met? And what does the regulation mean specifically for HR managers and employees? This article provides answers, legal foundations, and practical recommendations for implementation in your organization.

What Is Bridge Part-Time?

Definition and legal basis

Bridge part-time refers to the temporary reduction of working hours with an automatic right to return to the original number of hours. The legal basis is found in Section 9a of the Part-Time and Fixed-Term Employment Act (TzBfG), which came into effect on January 1, 2019.

The legislature introduced bridge part-time to avoid the so-called part-time trap. Before 2019, employees could reduce their working hours but had no legal right to return to full-time hours. Many employees therefore refrained from reducing their working hours because they feared long-term career disadvantages.

Fixed term as a core element

Unlike traditional open-ended part-time work, bridge part-time is time-limited. The period must be between a minimum of one year and a maximum of five years. After the agreed period expires, the employee automatically returns to their previous working hours. No separate application is required.

This automatic return fundamentally distinguishes bridge part-time from other part-time models and provides both parties with planning certainty. Employees know they will return to their original hours after the fixed-term phase. Employers can better plan for staffing gaps.

The Part-Time Trap in Germany: Facts and Figures

Current statistics on part-time employment

In Germany, 29 percent of all employed persons work part-time. This is significantly above the EU average of 18 percent. The gender gap is particularly striking: 48 percent of women work part-time, while for men the figure is only 12 percent.

While the part-time rate across Europe dropped from 19 to 18 percent between 2014 and 2024, in Germany it rose from 27 to 29 percent during the same period. This trend runs counter to the European trajectory.

The problem of involuntary part-time work

Of all part-time employees in Germany, 4.7 percent work part-time involuntarily. They cited as their main reason that they could not find a full-time position. Among men, this proportion is 6.2 percent, higher than among women at 4.2 percent.

Bridge part-time is designed to address precisely this problem. Those who reduce their working hours on a temporary basis do not risk being permanently stuck in part-time employment.

Who Is Eligible? Requirements at a Glance

Company size as the decisive criterion

A right to bridge part-time only exists in companies that typically employ more than 45 workers. Companies with 45 or fewer employees are not legally required to offer bridge part-time.

This threshold affects a significant portion of German employees. According to an analysis by the Institute of Economic and Social Research (WSI), 40 percent of all employees have no right to bridge part-time because they work in smaller companies.

Reasonableness threshold for mid-sized companies

For companies with 46 to 200 employees, a special reasonableness threshold applies. They only need to grant bridge part-time to one out of every 15 employees. In a company with 200 employees, a maximum of 14 people can be on bridge part-time simultaneously.

This quota applies exclusively to employees on bridge part-time. Employees on traditional open-ended part-time or with other working time arrangements are not counted.

Length of employment and application deadline

The employment relationship must have existed for more than six months at the time of application. The application must be submitted in written form and received by the employer at least three months before the desired start of bridge part-time.

The three-month deadline is a hard limit. If it is not met, the application is invalid. The Federal Labor Court (BAG) has ruled that for bridge part-time, no interpretation toward a later date is possible, as would be the case with open-ended part-time.

Required information in the application

The application must contain the following information:

Desired scope of working hours: The specific number of hours per week must be stated.

Start and end date of bridge part-time: Both dates must be specified exactly. Vague formulations like "early 2026" are insufficient. A correct example would be: "from January 1, 2026 to December 31, 2027".

Distribution of working hours: It should be specified how the reduced working hours are to be distributed across the week.

Rights and Obligations for Employees

Automatic right to return

After the bridge part-time period expires, the employee automatically returns to their original working hours. This right to return is legally guaranteed and requires no separate application.

The employer cannot refuse the return to full working hours. The automatic return takes effect by law. This gives employees confidence that they will not remain permanently in part-time after the reduced phase.

No further adjustments during bridge part-time

During an ongoing bridge part-time period, employees cannot request any further reduction or extension of their working hours under Section 9a para. 4 TzBfG. This applies to both open-ended part-time applications and further bridge part-time applications.

The Hesse Regional Labor Court (LAG) clarified in a ruling dated December 2, 2024 (Case No. 16 GLa 821/24): An application for open-ended part-time during an ongoing bridge part-time period is inadmissible, even if the open-ended part-time is only intended to begin after the bridge part-time ends.

An early return to the original working hours is also not possible during bridge part-time. The agreed duration remains binding.

Waiting period after return

After returning from bridge part-time, a one-year waiting period applies. Only after that period can a new application for bridge part-time or open-ended part-time be submitted.

This regulation serves the employer's planning certainty. They should be able to rely on the fact that the working hours agreed during bridge part-time remain constant and that they can count on the employee's full capacity after their return.

Impact on salary, vacation, and social insurance

Salary is paid proportionally to the reduced working hours. Someone who reduces from 40 to 30 weekly hours receives 75 percent of their previous salary. Vacation entitlement decreases accordingly. With 30 days of annual vacation at full-time, 75 percent working time results in an entitlement of 22.5 days.

Social insurance contributions are based on the reduced income. This can affect future pension entitlements. Those who work part-time for extended periods accumulate correspondingly fewer pension points.

Protection against discrimination

The Part-Time and Fixed-Term Employment Act prohibits discrimination against part-time employees. This also applies to employees on bridge part-time. They must not be treated less favorably than full-time employees when it comes to promotions, training, or other career-relevant decisions.

What Must Employers Consider?

Workforce planning during bridge part-time

Employers must compensate for the reduced working hours. The Institute for Employment Research (IAB) found that companies with bridge part-time hired more staff. The use of bridge part-time led to approximately 10,000 additional hires.

Other compensation methods such as increased overtime, fixed-term contracts, or temporary agency work were not used significantly more often. This is also due to the overall restrained use of bridge part-time.

Documentation and meeting deadlines

Employers should carefully document all bridge part-time applications. This particularly concerns:

Date of receipt of the application: The three-month deadline must be verifiable.

Review of requirements: Company size, length of employment, and reasonableness threshold must be checked.

Discussion meeting: The law provides that the employer must discuss the part-time request with the employee. The goal is to reach a mutual agreement.

Rejection decision: If the application is rejected, the reasons must be communicated in writing and within the required timeframe.

Grounds for rejection under part-time law

The employer can reject bridge part-time for operational reasons. These must be specifically named and demonstrated. Recognized grounds include:

Significant disruption to organizational operations: The reduction in working hours would substantially disrupt workflows.

Significant impairment of workplace safety: The reduced working hours would compromise safety standards.

Disproportionately high costs: Compensating for the missing labor would cause disproportionate additional costs.

The employer bears the burden of presentation and proof for these grounds. General references to overall operational difficulties are insufficient.

Risks of incorrect decisions

If the employer wrongfully rejects an application, the requested reduction in working hours is deemed approved. This results from the legal fiction of Section 8 para. 5 TzBfG, which also applies to bridge part-time. The employee can then enforce the reduced working hours through the courts.

Employers should therefore seek legal advice in cases of uncertainty before rejecting an application. An incorrect decision can lead to protracted labor court disputes.

Bridge Part-Time vs. Traditional Part-Time: Key Differences

Comparison table

Which model suits whom

Bridge part-time is suitable for:

Employees who need temporary relief, for example for further education, caring for family members, or personal projects. The automatic right to return provides the assurance of being able to work full-time again afterward.

Traditional part-time is suitable for:

Employees who want to permanently reduce their working hours, for example due to ongoing caregiving responsibilities or a desire for long-term work-life balance. However, there is a risk of not being able to easily return to full-time.

Applying for Part-Time: Step-by-Step Process

Step 1: Check deadlines

Check whether your employer has more than 45 employees. Make sure you have been employed at the company for at least six months. Calculate the desired start date and count back three months. That is the latest date for submitting your application.

Step 2: Draft the application

Your application should follow this structure:

"Dear Sir or Madam,

I hereby apply, pursuant to Section 9a TzBfG, for a temporary reduction of my working hours from the current 40 hours per week to 30 hours per week.

Period: April 1, 2026 to March 31, 2028. Desired distribution: Monday to Wednesday, 10 hours each.

I kindly ask for prompt confirmation and am available for a discussion meeting at your convenience."

Step 3: Conduct the discussion meeting

The employer is obligated to discuss the application with you. Prepare for this meeting. Consider what flexible solutions could work for both sides. Show willingness to compromise on the distribution of working hours.

Step 4: Document the agreement in writing

Agree on the details with your employer. Document all points in writing: scope of working hours, start and end dates, weekly distribution, and overtime regulations.

Practical Examples from Companies

Typical use case scenarios

Further education and studies: A project manager reduces their working hours to 30 hours for two years to complete a part-time master's degree. After graduation, they automatically return to full-time.

Caring for family members: An employee reduces her working hours for three years to support her mother who requires care. The time limit allows her to fully re-enter professional life after this intensive phase.

Parental leave transition: After the parental allowance period, a father uses bridge part-time for one year at 25 hours per week. This allows him to gradually re-enter work without being permanently stuck in part-time.

Sabbatical preparation: A manager works part-time for one year to pursue a personal project in the form of a sabbatical. The automatic right to return secures their position in the company.

Adoption across different industries

The IAB analysis shows that bridge part-time is used primarily in the public sector, in health and social services, and in education and teaching. Adoption in private-sector companies is lower.

In companies with more than 200 employees, usage stands at 1.0 percent of the workforce. Interestingly, small businesses without a legal obligation also use bridge part-time, though on a voluntary basis.

Restrained overall adoption

Overall, bridge part-time is used rather sparingly. Only 15.7 percent of all fixed-term part-time agreements are bridge part-time arrangements. This is partly because 40 percent of all employees work in companies with fewer than 46 employees and therefore have no entitlement.

Practical Implementation with Digital Tools

Working time planning software

Modern PSA systems like ZEP support the management of various working time models including bridge part-time. They automatically record the reduced working hours and proportionally calculate vacation, salary, and overtime.

An integrated time tracking system documents the actual hours worked and reconciles them with the agreed part-time ratio. This creates transparency for both parties and prevents misunderstandings.

Capacity planning in project-based work

For project-based companies, capacity management during bridge part-time is particularly relevant. Digital tools show at a glance which employees are available and to what extent. This enables realistic project planning and prevents overloading.

Automated resource planning takes the reduced availability into account and suggests alternative staffing. This allows bottlenecks to be identified early and balanced through new hires or redistribution.

Documentation for compliance

Complete documentation of all bridge part-time agreements is important not only for internal organization but also for compliance with legal requirements. Digital systems store applications, agreements, and meeting notes centrally and in an audit-proof manner.

During audits or labor law disputes, all relevant documents can be produced quickly. This protects employers against unfounded claims and safeguards employees in their rights.

Conclusion: Bridge Part-Time as an Instrument for Modern Working Time Design

Bridge part-time offers employees the opportunity to temporarily reduce their working hours without falling into the traditional part-time trap. The automatic right to return provides security and makes the model attractive for various life stages.

For employers, bridge part-time means predictable flexibility. They know exactly when employees will be available at full capacity again. The reasonableness thresholds for mid-sized companies and clear grounds for rejection create a balance between employee and employer interests.

The restrained adoption shows, however, that untapped potential remains. 40 percent of all employees have no entitlement due to the company size threshold. The BMAS evaluation report critically discusses this limitation in scope.

Despite these limitations, bridge part-time represents an important building block of modern working time policy. Companies that offer flexible working time models position themselves as attractive employers. Digital tools support practical implementation and make managing various working time models feasible.

HR managers who establish clear processes for bridge part-time benefit from more satisfied employees, better predictability, and lower turnover. The investment in transparent processes and suitable software pays off in the long run.