Reform des deutschen Arbeitszeitgesetzes: Flexibilität vs. Arbeitnehmerschutz

The debate over reforming Germany's Labor Time Act (ArbZG) has gained momentum at the start of 2026. Saxony's Prime Minister Michael Kretschmer argued that current regulations are outdated and need to be adapted to the digital and globalized work environment. The focus is on whether to maintain daily work hour limits or emphasize weekly work hours.

Currently, the law caps daily work hours at eight, with the possibility of extending to ten hours if the average weekly working hours are respected. Rest periods of at least eleven hours are required, and there are special restrictions on working on Sundays and holidays. Critics argue that this daily structure does not always align with project-based, knowledge work, mobile work, and international collaboration.

Supporters of more flexible work hours argue that rigid daily limits make it difficult to adapt to fluctuating workloads, project sizes, or time zones. They believe a shift towards a focus on weekly hours could allow workers to work longer on busy days and finish earlier on quieter days. Companies could better respond to peaks in work orders, and internationally distributed teams could collaborate more easily across time zones.

This flexibility could also help employees balance family commitments and individual performance patterns. Another argument is competitiveness. Kretschmer warned that rigid regulations could hinder investments or lead companies to relocate projects to countries with more flexible work hour models. Supporters see weekly or yearly work hour models as a way to modernize work organization in Germany.

However, there are risks. Unions, employee associations, and occupational health experts warn of the potential health impacts of longer workdays, including fatigue, reduced concentration, cardiovascular strain, and psychological stress. Simply extending very long workdays does not necessarily offset the effects of consistently long work hours.

The balance of power between employers and employees must also be considered. While flexibility is often touted as a win-win for both parties, there is a concern that it could create informal pressure on employees to work longer to meet expectations or avoid jeopardizing career advancement. Irregular work hours can also complicate childcare, elder care, and family planning.

Simply providing more control over one's time may not materialize, as employees might experience reduced predictability. Regardless of how future legal regulations are structured, precise and transparent record-keeping of work hours remains crucial. Digital solutions can make work patterns more traceable and help balance flexibility with appropriate safeguards.

TimeSpin is one example, documenting daily and weekly activities and presenting work hour distribution in a clear weekly overview. Both employees and managers can track how time is spent, identify stress peaks and quiet periods, and base discussions on actual work patterns rather than assumptions. Digital transparency can help strike a balance between flexibility and protection, ensuring visible patterns of work over the week.