The second type of working arrangement is part-time work. In this arrangement, employees regularly work fewer hours than comparable full-time staff. Women with children in particular benefit from part-time work. There are just under 9 million people in part-time jobs. Of these, almost 80 % are women.
A topical issue is the passing of the law introducing what is known as ‘bridging part-time work’. Employees who agree to work part-time after 1 January 2019 are affected by this provision.
However, the right to transitional part-time work applies only to companies with more than 45 employees. Only then can an application be made for a fixed-term period of part-time work lasting between one and five years. Yet just under 15 million people are already employed in companies with fewer than 45 employees. The new rules do not apply to this group at all.
Employees working for companies with up to 200 staff are also affected by a specific rule. For every 15 employees, only one must be granted the right to bridging part-time work.
The new law on bridging part-time work does not, therefore, apply to all employees. And for most people, the „part-time trap“ remains. Whilst the bridging part-time scheme is well-intentioned, the law was watered down too much during the negotiations.
It is clear that new ideas and laws relating to working hours are constantly emerging. However, it always takes a while before they can actually be implemented.
About the author
After completing his degree in Automotive Engineering and Industrial Engineering, he began his career in the automotive industry in the fields of sales, development and marketing, and also spent a year in Japan working for one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he served as a marketing officer responsible for product marketing in Japan and South America, and as a marketing officer responsible for marketing strategy in North and South America.
In 1994, he decided to set up his own business and founded a recruitment consultancy in Munich, which he has been developing and expanding for over 20 years. As managing director, his main areas of focus are, naturally, the automotive sector and mechanical and plant engineering.
His PhD in the field of aptitude assessment perfectly complements his areas of expertise, particularly with regard to HR and management consultancy. His thesis focuses on identifying and demonstrating typical personality traits among engineers, as well as defining areas for development to ensure a successful career.
These are scientifically derived and presented in the book *Aptitude Testing in Practice*.
At the same time, his focus is on building networks and cooperation models, as well as the ongoing development of systems and processes in HR consultancy.
Over the past 20 years in the field of HR consultancy, he has developed several brands that continue to operate successfully in the market to this day.
