Brückenteilzeit: Germany's Bridge Part-Time Right and Its Impact on Leave

Brückenteilzeit is Germany’s “bridge part-time” regulation, introduced in 2019, that gives employees the right to temporarily reduce their working hours for 1–5 years before automatically returning to full-time. It was designed to make part-time work reversible — addressing the long-standing problem in Germany that employees who reduced hours rarely got them back.

For employers, Brückenteilzeit creates specific obligations around leave accrual, pay calculation, and workforce planning that must be managed carefully. For employees, it changes how annual leave, public holidays, and sick pay are calculated during the reduced-hours period.

Key Takeaways

• Employees can request temporary part-time for 1–5 years under Section 9a TzBfG (Part-Time and Fixed-Term Employment Act).
• Applies to employers with more than 15 employees — no qualifying service period required.
• Annual leave is pro-rated to the reduced hours, but the employee receives the same number of weeks of leave as a full-timer.
• The employer can refuse only on defined operational grounds and must respond within 4 weeks (full-time employees) or 8 weeks (part-time employees).

How Brückenteilzeit Works

Under Section 9a of the Part-Time and Fixed-Term Employment Act (TzBfG), an employee who works more than 15 hours per week can request a temporary reduction in working hours. The key provisions:

Provision	Detail
Duration	1–5 years, specified in advance
Minimum hours	15 hours per week
Maximum hours	Less than the employee’s current regular hours
Employer threshold	More than 15 employees
Response deadline	4 weeks (full-time) / 8 weeks (part-time employee)
No qualifying period	Can be requested from day one of employment
Return	Automatic return to original hours at end of period

The employee must submit the request in writing at least 3 months before the proposed start date. The employer must respond in writing within the deadline, and a refusal must include the operational reasons.

The Four Grounds for Refusal

An employer can only refuse a Brückenteilzeit request on the grounds listed in Section 9a(4) TzBfG:

1. Operational grounds (Betriebliche Gründe) — the requested arrangement would disrupt work organisation, workflow, or production
2. Planned measures — the proposed reduction would conflict with planned organisational changes
3. Cost impact — costs would increase disproportionately (e.g., hiring temporary cover)
4. Staffing — the employee’s absence from their current role would endanger the business’s ability to meet its obligations

The employer must provide written justification for the refusal. A vague “we need you full-time” is insufficient — the employer must explain the specific operational impact.

If the employee is dissatisfied with the refusal, they can challenge it through the labour court (Arbeitsgericht). The court will assess whether the employer’s reasons are genuine and proportionate.

Impact on Annual Leave

Brückenteilzeit affects how annual leave is calculated in two ways:

Weeks of Leave Remain the Same

Under the Bundesurlaubsgesetz (Federal Annual Leave Act), every employee is entitled to a minimum of 24 working days of paid annual leave per year (based on a 6-day week). For a 5-day week, this is 20 days.

The number of weeks of leave does not change during Brückenteilzeit. An employee who was entitled to 4 weeks of leave as a full-timer still receives 4 weeks of leave during the reduced-hours period.

Daily Rate Changes

Because the employee works fewer days per week, the daily rate of leave is different. An employee working 3 days a week uses 3 days of leave per week of holiday, not 5.

Working pattern	Leave entitlement	Days used per week of holiday
5 days/week (full-time)	20 days	5
3 days/week (Brückenteilzeit)	12 days	3
4 days/week (Brückenteilzeit)	16 days	4

The employee receives the same time off (4 weeks), but uses fewer days of leave to get it.

Collective Agreement Entitlements

Many German collective agreements (Tarifverträge) provide more than the statutory 20 days — commonly 25–30 days. The Brückenteilzeit reduction applies to the contractual entitlement in the same way: the weeks remain, the days reduce.

Impact on Pay During Brückenteilzeit

During Brückenteilzeit, the employee’s pay is pro-rated to the reduced hours. This affects:

• Monthly salary: Reduced proportionally (e.g., 60% of full-time salary for 60% hours)
• Holiday pay (Urlaubsgeld): If the collective agreement or contract provides holiday pay, it is typically calculated on the pro-rated salary
• Sick pay (Entgeltfortzahlung): Paid at the pro-rated rate during the first 6 weeks of illness
• Pension contributions: Reduced, which can affect long-term pension entitlement

The pro-rating is automatic — the employee cannot negotiate a higher rate during the reduced-hours period.

Return to Full-Time

At the end of the Brückenteilzeit period, the employee has an automatic right to return to their original working hours and, where possible, their original role. The employer cannot:

• Refuse the return
• Offer different terms
• Require a new application
• Delay the return date

If the original position no longer exists (e.g., due to restructuring), the employer must offer a comparable position (gleichwertiger Arbeitsplatz). Failure to facilitate the return is a breach of the TzBfG and can be challenged through the labour court.

Employer Obligations: What to Track

During Brückenteilzeit, employers should track:

1. Leave accrual — annual leave continues to accrue at the full-time rate (in weeks), even though the daily calculation changes.
2. Return date — the exact date the employee returns to full-time must be recorded and communicated.
3. Pro-rated pay — monthly payroll must reflect the reduced hours.
4. Collective agreement compliance — many Tarifverträge have specific provisions for Brückenteilzeit that go beyond the TzBfG.
5. Staffing arrangements — if temporary cover was hired, the transition back must be planned.

Comparison: Brückenteilzeit vs Other Part-Time Rights

	Brückenteilzeit	Regular part-time request	Elternzeit
Duration	1–5 years (fixed)	Indefinite	Up to 3 years
Return right	Yes — automatic	No automatic right	Yes — but less specific
Employer refusal	Only on operational grounds	Broader grounds	Only in first 3 years
Minimum hours	15/week	No minimum	15/week
Applies to	15+ employee employers	All employers	15+ employee employers

Worked Example: Brückenteilzeit Leave Calculation

Stefan is a full-time employee working 5 days per week (40 hours). His collective agreement provides 30 days of annual leave. He requests Brückenteilzeit at 3 days per week (24 hours) for 2 years.

During Brückenteilzeit:

• Leave entitlement: 30 days × (3/5) = 18 days of annual leave

• Each week of holiday uses 3 days (not 5)

• Weeks of leave: 18 ÷ 3 = 6 weeks — the same as before

• Monthly salary: 40 hours → 24 hours = 60% of full-time salary

• Holiday pay: Calculated on the pro-rated salary

• Sick pay (first 6 weeks): Pro-rated rate

At the end of 2 years, Stefan automatically returns to 5 days per week and his original salary.

How Leave Balance Helps

Leave Balance supports Brückenteilzeit by tracking the reduced working pattern, calculating pro-rated leave entitlements, and managing the return-to-full-time date. For German employers, the system applies the correct Bundesurlaubsgesetz minimums and collective agreement entitlements, and flags when a Brückenteilzeit request is approaching the 3-month advance notice deadline.