Working Hours in Germany: Regulations, Breaks, and Overtime
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Working hours in Germany are usually determined by an employment contract, a collective bargaining agreement, or internal company policies. However, the upper limits are set by the Arbeitszeitgesetz—the Working Hours Act. It regulates the maximum length of the workday, mandatory breaks, rest periods between shifts, night work, and work on Sundays or holidays.
For most full-time employees, a typical workweek consists of five days totaling approximately 38–40 hours. This is not a universal legal standard, but rather a common practice. The law is important precisely as a protective framework: even if a contract specifies a different arrangement, the employer must comply with the limits on working hours and rest periods.
Key Facts About Working Hours in Germany
| Question | Basic Rule |
|---|---|
| Usual daily maximum | 8 hours per workday |
| Is it possible to work 10 hours? | Yes, provided the average is still 8 hours over a period of 6 calendar months or 24 weeks |
| Practical weekly maximum | 48 hours on average, since the law assumes 6 workdays of 8 hours each |
| Break after 6 hours of work | At least 30 minutes |
| Break after 9 hours of work | At least 45 minutes |
| Rest between shifts | Usually a minimum of 11 consecutive hours |
| Sundays and Holidays | Work is prohibited, except for exceptions provided by law |
These rules do not replace your employment contract. Your contract, a collective bargaining agreement, or a Betriebsvereinbarung may offer more favorable terms: for example, a 35-hour workweek, more vacation days, or a clear system for compensating overtime.
How Many Hours Can You Work Under the Arbeitszeitgesetz?
According to the Arbeitszeitgesetz, working time is the time from the start to the end of work, excluding breaks. The basic rule is that an employee must not work more than 8 hours per workday. An extension to 10 hours is possible, but only if, over a period of 6 calendar months or 24 weeks, the average working time does not exceed 8 hours per workday.
It’s important to understand that German law uses the term Werktag—a workday from Monday through Saturday. That’s why 48 hours per week is often cited as the upper limit: 6 days of 8 hours each. If you have a five-day workweek, your specific schedule must still comply with your contract, company policies, and legal limits.
Special regulations or exceptions apply to certain sectors and situations. This may apply, for example, to healthcare, caregiving, transportation, agriculture, emergency services, on-call duty, and industries with collective bargaining agreements. If your schedule is non-standard, it’s best to check it not only against the general rule but also against your contract, the collective bargaining agreement, and industry-specific exceptions.
Breaks During the Workday
A break is mandatory if you work more than 6 hours. The minimum break is 30 minutes. If the workday lasts more than 9 hours, the total break must be at least 45 minutes.
Breaks may be split into segments, but each segment must last at least 15 minutes. An employer cannot simply schedule a break at the end of the day in place of a regular rest period: the purpose of the rule is to ensure that employees actually take a break from work during their shift.
Lunch breaks are usually unpaid because they are not considered part of working hours. However, some companies or collective bargaining agreements may have more favorable rules.
Rest Periods Between Shifts
After the end of the workday, an employee must typically have at least 11 hours of uninterrupted rest before the next shift. This rule is particularly important for shift work, late calls, night shifts, and early-start schedules.
In certain industries, the law allows for reduced rest periods, such as in hospitals, care facilities, the food service industry, hotels, transportation, radio, agriculture, and animal husbandry. However, such reductions must be compensated for with additional rest time within a specified period. Therefore, the phrase “that’s just how we do things here” does not, in and of itself, make a shortened rest period legal.
Working on Sundays and Holidays
In Germany, Sundays and public holidays are protected as days off. Generally, employers are not allowed to require employees to work on these days.
There are exceptions for sectors where work cannot be rescheduled to weekdays: for example, healthcare, caregiving, emergency services, public transportation, hotels, restaurants, events, media, security, energy, and certain manufacturing processes. The specific list and conditions depend on the law, the industry, and sometimes on approvals from regulatory authorities.
If an employee works on a Sunday, they are generally entitled to a compensatory day off. For Sunday work, this compensatory day off must fall within the period specified by the Arbeitszeitgesetz. A separate compensation period applies to work on public holidays.
A premium for Sunday or holiday work is not an automatic right for all employees. It may be provided for in an employment contract, a collective bargaining agreement, internal rules, or an established pay system. Separate tax rules apply to certain types of premiums, but these do not mean that an employer is always obligated to pay such a premium.
Night Work and Shift Schedules
Under the Arbeitszeitgesetz, the night period generally runs from 11:00 p.m. to 6:00 a.m. Bakeries and pastry shops have a separate night period: from 10:00 p.m. to 5:00 a.m. A night worker is not just anyone who has stayed late once, but an employee who performs night work within the scope established by law.
Enhanced protections apply to night work: the average working time for a night worker must not exceed 8 hours per workday. An extension to 10 hours is possible only if a shorter balancing period is observed than for regular daytime work. Medical examinations and compensation for night work—through additional pay or extra time off, unless otherwise regulated by a collective bargaining agreement—are also important for night workers.
Overtime: When It Must Be Paid
In Germany, there is no simple rule that “any overtime is always paid at a separate premium.” First, you need to review the employment contract, the collective bargaining agreement, the Betriebsvereinbarung, and the employer’s actual practices.
There are three common models:
- Overtime is paid in cash;
- Overtime is compensated with time off (Freizeitausgleich);
- A limited amount of overtime is already included in the salary if such a provision is formulated specifically and in accordance with the law.
Even if overtime is permitted under the contract, it does not override the limits set by the Arbeitszeitgesetz. Consistently working beyond the permitted limits is a reason to review your schedule, contact HR, reach out to the Betriebsrat, or seek legal advice.
Tracking Working Hours
Employers in Germany are required to set up a system for tracking working hours. This obligation stems from occupational safety requirements and case law. However, the specifics of implementation—whether using paper records, an electronic system, an app, a terminal, or self-reporting by the employee—depend on the company and future legislative clarifications.
In practice, employees should keep their own records, especially if they work overtime, have a rotating schedule, work from home, go on business trips, or are involved in a dispute over overtime. It’s helpful to note the date, start and end times of work, breaks, the reason for the overtime, and who assigned or approved it in your personal notes.
Vacation, Sick Leave, and Mutterschutz
Working hours are closely linked to other labor rights, but they are governed by different laws.
Minimum Vacation
The minimum paid vacation under the Bundesurlaubsgesetz is 24 working days for a six-day workweek. For a five-day workweek, this usually corresponds to 20 working days. Many employers offer more—for example, 28–30 days—but this is subject to the terms of the contract, collective bargaining agreement, or company policy.
More about vacation: Vacation days in Germany.
Sick Leave
If an employee falls ill and meets the conditions for Entgeltfortzahlung, the employer typically continues to pay wages for up to 6 weeks for the same illness. After that, Krankengeld may kick in under public health insurance. Its duration and amount depend on insurance rules and the specific situation, so in the event of a long-term illness, you should check with your Krankenkasse.
More information: Sick leave in Germany.
Mutterschutz
Pregnant employees are covered by Mutterschutz. The standard protection period begins 6 weeks before the expected due date and lasts for 8 weeks after the child’s birth. Following a premature birth, a multiple pregnancy, or the birth of a child with a disability, the postnatal period may be longer. Parental leave (Elternzeit) and parental allowance (Elterngeld) are regulated separately.
Related content: A Guide to Maternity Leave in Germany in English.
What to Check in Your Contract
Before starting work or when your schedule changes, check the following points:
- How many hours per week are specified in the contract;
- how workdays are structured: 5 or 6 days, shifts, on-call duty, weekend work;
- How the start and end of the workday and breaks are recorded;
- Who can assign overtime and how it is compensated;
- whether there is a collective bargaining agreement or a Betriebsvereinbarung;
- How many days of vacation are provided in addition to the legal minimum;
- What rules apply to working from home, business trips, and travel time.
If a contract contradicts basic protective regulations, this does not always mean that the entire agreement is invalid, but such a clause should be reviewed separately.
Frequently Asked Questions
What time does the workday usually start in Germany?
There is no standard start time. In office jobs, the workday often begins between 8:00 a.m. and 9:00 a.m.; in manufacturing and healthcare, early or shift schedules are common; and in retail and the food service industry, the start time depends on the establishment’s hours of operation. The legal issue is not when the workday begins, but whether working time limits, breaks, and rest periods between shifts are observed.
Is it possible to work 10 hours a day?
Yes, but this should not become the permanent norm without compensation. The law permits an extension to 10 hours, provided that the average working time over a period of 6 calendar months or 24 weeks does not exceed 8 hours per workday.
Is there a 35-hour workweek in Germany?
Yes, a 35-hour workweek is common in some industries and companies, especially where it is stipulated in collective bargaining agreements. However, this is not a universal standard for all employees. For many full-time employees, a 38–40-hour workweek is more typical.
What should you do if your schedule seems illegal?
First, document the facts: your schedule, time records, overtime reports, breaks, and days off. Then you can contact HR, your manager, the Betriebsrat, or seek advice from a labor law specialist. In complex cases, it’s important not to rely solely on general provisions, but to check your contract, the collective bargaining agreement, and any applicable exceptions.
