{
  "id": 9312725,
  "title": "Urteil: Wann der Arbeitgeber Teilzeit ablehnen darf - und wann nicht",
  "url": "https://urgent.news/2026/09/23/urteil-wann-der-arbeitgeber-teilzeit-ablehnen-darf-und-wann-nicht",
  "topic": "business",
  "section": "Business",
  "published": "2026-09-23T09:58:12.000Z",
  "source": {
    "name": "Handelsblatt",
    "slug": "handelsblatt",
    "url": "https://www.handelsblatt.com/politik/deutschland/urteil-wann-der-arbeitgeber-teilzeit-ablehnen-darf-und-wann-nicht/100256856.html"
  },
  "original_language": "de",
  "account": "The court ruled that an employer may refuse a request for part-time work only when there are clear operational reasons against it. The argument that the employer cannot find a replacement worker is not sufficient. The employer must prove the actual efforts made to enable part-time work. The German Trade Union Federation's Labor Law Working Group notes this in the context of a decision by the Higher Regional Court of Cologne (case number: 7SLa 387/25). For employers, this means they must reasonably examine whether the tasks could be taken over internally. The specific case involved a woman who, after several temporary part-time requests, asked for a permanent reduction in her working hours. She needed more time to care for her children. The employer denied this request. Her reason: several employees had left the personnel department, a reduced workload could not be filled, and suitable replacement workers were not available on the labor market. Additionally, previous temporary part-time agreements triggered a statutory waiting period that precluded a new application. The employer could not demonstrate sufficient reasons. The Higher Regional Court of Cologne upheld the previous judgment. All conditions for the entitlement to permanent part-time work were present. The rules require that the employment relationship last longer than six months and that the company employs more than 15 people. The application must also be submitted at least three months before it begins. The employer may refuse the request if it provides sufficient operational reasons. However, the court noted that the employer had not shown any sufficient operational reasons. It had to search for replacement workers not only on the labor market but also within the company, for example by posting an internal job advertisement or considering a redistribution of tasks. The presumed waiting period was also not a valid reason, according to the court. Voluntary agreements on temporary part-time work would not preclude a later application for a permanent reduction in working hours.",
  "summary": "Sind die formellen Voraussetzungen für Teilzeitarbeit erfüllt, darf ein Arbeitgeber das Gesuch nicht einfach so ablehnen. Auch nicht, wenn angeblich kein Ersatz aufzutreiben ist.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}