Part-time work

Part-time work is possible from at least one third of a full-time job, with pay and rights pro rata: holidays, year-end premium and pension are calculated proportionally. Your schedule must be fixed in writing, and those wanting more hours have priority for vacant full-time hours with their own employer.

The rules

A part-time employment contract must be in writing, containing the agreed regime and schedule; weekly working time is in principle at least one third of full-time (deviations possible through collective agreement) and each work period at least three hours. With variable schedules your employer must announce your rosters in advance within the term set by the work regulations. If you regularly work additional hours, you are entitled to a pay supplement for those extra hours above a credit.

What does it mean for your rights?

Everything based on working time follows pro rata: statutory holidays, holiday pay, year-end premium, meal vouchers per day worked and the accrual of your statutory pension. Your notice period in weeks remains the same as with full-time work. For health insurance and unemployment, minimum thresholds apply; those working very few hours should check with their mutual insurance that all rights remain covered.

Part-time in industry

In shift systems part-time is often organised as fewer shifts per cycle rather than shorter days. Those wanting to work less temporarily without changing their contract should look at time credit or parental leave: a benefit stands against it and your contractual working time is retained. A structural switch to part-time is more definitive: from then on you accrue everything pro rata.