Debate over reform of Germany’s Working Time Act (Arbeitszeitgesetz, ArbZG) gathered momentum in early 2026. Saxony’s Minister-President Michael Kretschmer argued that existing rules belong to “another era” and should better reflect a digital, global workplace. The central question is whether Germany should retain its daily working-time limits or place greater emphasis on weekly hours.
What Germany’s Working Time Act Currently Requires
The current framework generally limits the working day to eight hours, with an extension to ten hours possible when the statutory average is maintained over the applicable reference period. It also provides for at least 11 consecutive hours of rest in most cases and sets specific restrictions on Sunday and public-holiday work. Critics say this daily structure does not always match project-based work, knowledge work, mobile working and international collaboration.
The Case for More Flexible Working Hours
Supporters of reform argue that fixed daily limits can be difficult to reconcile with work that fluctuates by project, workload or time zone. A stronger focus on weekly hours could let employees work longer on busy days and finish earlier on quieter ones. Businesses could respond more easily to demand peaks, while internationally distributed teams could coordinate across time zones with fewer scheduling constraints. For some employees, that flexibility could also help accommodate family commitments or personal productivity patterns.
Competitiveness is another part of the argument. Kretschmer has warned that rigid rules could discourage investment or encourage companies to move projects to countries with more flexible working-time arrangements. Reform advocates therefore see weekly or annual working-time models as one way to modernise Germany’s approach.
The Risks: Health, Fairness and Family Life
Trade unions, social organisations and occupational-health experts caution that longer working days carry real risks. Fatigue, reduced concentration, cardiovascular strain and psychological stress can rise as the day extends. Keeping the same weekly total does not necessarily offset the impact of repeatedly working very long days.
There is also a power imbalance to consider. Flexibility may be presented as a mutual benefit, but employees could feel pressured to stay longer to meet expectations or protect career prospects. In highly competitive workplaces, this can become an informal expectation to overwork. Variable schedules can also make childcare, caring responsibilities and family planning harder, reducing predictability rather than increasing employees’ control over their time.
How Digital Time Tracking Can Help
Whatever form future legislation takes, accurate and transparent working-time records will remain important. Digital tools can make work patterns easier to understand and help connect flexibility with safeguards.
TimeSpin is one example: it helps document activities over the course of a day or week and presents the distribution of work in a clear weekly overview. Employees and managers can see how time is allocated, identify workload peaks and quieter periods, and discuss actual patterns rather than relying on assumptions. In flexible weekly-hour models, this visibility can help teams recognize potential overload and plan compensatory time off. Time tracking supports better decisions, though it does not replace legal limits or health protections.
A Balanced Path to Reform
The debate is not simply a choice between flexibility and protection. A sustainable reform could give organizations and employees more room to arrange work while preserving clear rest periods, documentation requirements and safeguards against excessive workloads. Digital transparency can support that balance by showing how work is actually distributed across the week.
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