The second form of working time is part-time work. In this case, employees regularly work shorter hours than comparable full-time employees. Women with children in particular benefit from part-time work. There are just under 9 million people in part-time jobs. Almost 80% of them are female.
A current topic is the decision on the law introducing so-called bridge part-time work. Employees who agree to work part-time after January 1, 2019, are affected by this regulation.
However, the right to bridge part-time work only applies to companies with more than 45 employees. Only then can a temporary part-time phase of between one and five years be applied for. However, almost 15 million people already work in companies with fewer than 45 employees. The new regulation does not apply to this group at all.
Employees who work for companies with up to 200 employees are also affected by a special rule. Only one in every 15 employees must be granted the right to bridge part-time work.
The new law on bridge part-time work is therefore not applicable to all employees. And the "part-time trap" remains in place for most people. Although bridge part-time work is well-intentioned, the law was watered down too much during negotiations.
It is clear that there are always new ideas and laws relating to working hours. However, it always takes time for these to be implemented.
About the author
After completing his studies in automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development, and marketing, and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm in Munich, where he has been driving development and expansion for over 20 years. As managing director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
