{"id":7371,"date":"2023-06-21T11:41:14","date_gmt":"2023-06-21T09:41:14","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=7371"},"modified":"2026-01-20T10:10:59","modified_gmt":"2026-01-20T09:10:59","slug":"antrag-auf-teilzeit-abgelehnt-was-koennen-arbeitnehmer-tun","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/antrag-auf-teilzeit-abgelehnt-was-koennen-arbeitnehmer-tun\/","title":{"rendered":"Part-time work application rejected \u2013 what can employees do?"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1024x512.jpg\" alt=\"Antrag auf Teilzeit abgelehnt\" class=\"wp-image-7417\" title=\"Application for part-time work rejected\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Part-time application rejected \u2013 what should I do as an employee?<\/figcaption><\/figure><\/div>\n\n\n<p>More and more employees in Germany are feeling the desire to work part-time. The reasons for this are manifold. And fundamentally, you also have a <strong>Right to work part-time<\/strong>However, conflicts often arise after employees have applied for part-time work. The application for part-time work is sometimes rejected by the employer. <strong>rejected<\/strong> \u2013 for operational reasons \u2013 which regularly puts employees in a difficult position.<\/p>\n\n\n\n<p>In this guide we would like to <strong>Your legal options<\/strong> if the employer has rejected your request for part-time work. We will provide you with information, among other things,<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>under which legal conditions part-time work is possible,<\/li>\n\n\n\n<li>whether you have the right to part-time work,<\/li>\n\n\n\n<li>to what extent the employer can reject the application for part-time work,<\/li>\n\n\n\n<li>What legal options you have if your employer has wrongfully rejected your part-time work application.<\/li>\n<\/ul>\n\n\n\n<p>After you have our <strong>well-founded guide<\/strong> After reading this, you&#039;ll know what to do if your employer has rejected your part-time work request. If you still have any questions, please feel free to contact us. The same applies if you require legal assistance.<\/p>\n\n\n\n<p><strong>Important NOTE:<\/strong> It is not uncommon for discussions about termination to arise when part-time or parental leave requests occur. Sometimes employers discuss <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\">Termination<\/a> or offer a <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/aufhebungsvertrag-wertvolle-informationen-fuer-arbeitnehmer\/\">Termination agreement<\/a> with <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\">severance pay<\/a> In such cases, you should contact us directly so we can discuss the matter in detail.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Part-time rejected? <span class=\"orange-accent\">Have your rights checked.<\/span><\/h3>\n\n  <p><strong>We are committed to meeting your working time preferences.<\/strong><\/p>\n  <p><em>We will quickly and reliably clarify whether you are entitled to compensation \u2013 in a free initial consultation.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<div style=\"height:32px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"toc\">\n<h3>Table of contents<\/h3>\n<ol>\n<li><a href=\"#teilzeitarbeit\">What is part-time work?<\/a><\/li>\n<li><a href=\"#voraussetzungen_teilzeitarbeit\">Requirements for part-time work<\/a><\/li>\n<li><a href=\"#fehler_teilzeitantrag\">Proper part-time request \u2013 avoid mistakes<\/a><\/li>\n<li><a href=\"#ablehnung_teilzeitarbeit\">Employer rejects part-time work<\/a><\/li>\n<li><a href=\"#teilzeit_abgelehnt_optionen\">Part-time application rejected \u2013 legal options<\/a><\/li>\n<li><a href=\"#faq\">FAQs \u2013 Frequently Asked Questions<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Was ist Teilzeitarbeit?\">What is part-time work?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1024x512.jpg\" alt=\"Was ist Teilzeitarbeit\" class=\"wp-image-7418\" title=\"What is part-time work\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>The Part-Time and Fixed-Term Employment Act defines <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__2.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 2 paragraph 1 sentence 1<\/a> a <strong>part-time workers<\/strong> as someone<\/p>\n\n\n\n<p class=\"has-text-align-center\"><em>\u201cwhose regular weekly working hours are shorter than those of a comparable full-time employee\u201d<\/em>.<\/p>\n\n\n\n<p>An employee is also considered to be employed part-time if it is a <strong>Marginal employment<\/strong> (\u201cmini-job\u201d).<\/p>\n\n\n\n<p>This shows that there are many opportunities for part-time work. A full-time employee can arrange his or her working hours to <strong>Example<\/strong> from 40 hours to 38 hours. However, he can also reduce his working hours to such an extent that his employment relationship is then only marginal in nature.<\/p>\n\n\n\n<p>It is also possible that you can reduce your working hours <strong>from a 5-day week to a 4-day week<\/strong> This is also part-time work.<\/p>\n\n\n\n<p>The reduction in working hours is <strong>permanently<\/strong>This means that a return to the old working hours is generally no longer possible. An exception applies only to the so-called <strong>Bridge part-time<\/strong> after <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__9a.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 9a TzBfG<\/a>. Under the conditions laid down there, a temporary reduction in working hours is possible.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"voraussetzungen_teilzeitarbeit\">Requirements for part-time work<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1024x512.jpg\" alt=\"Voraussetzungen f\u00fcr Teilzeitarbeit\" class=\"wp-image-7419\" title=\"Requirements for part-time work\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>The good news is: Employees generally have a <strong>Right to work part-time<\/strong>However, some basic requirements must be met. You can use the following list as <strong>Checklist<\/strong> use to determine whether you meet the requirements for part-time work:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You need to <strong>Employees<\/strong> It doesn&#039;t matter what type of employment relationship is involved. This means that, for example, temporary employees, marginal employees, senior managers, or employees with collective bargaining agreements (AT) are generally entitled to part-time work. Freelancers or employees in similar positions have no right to part-time work. The same applies to trainees.<\/li>\n\n\n\n<li>The employment relationship must <strong>longer than 6 months<\/strong> have passed.<\/li>\n\n\n\n<li>The employer (company) usually has to <strong>more than 15 employees <\/strong>be employed \u2013 excluding trainees. What matters is not 15 full-time positions, but only whether the employer employs more than 15 people.<\/li>\n\n\n\n<li>Possibly: The <strong>last reduction in your working hours<\/strong> or justified rejection by the employer was more than 2 years ago.<\/li>\n\n\n\n<li>You have your part-time desire <strong>properly<\/strong> (in due form and within the deadline).<\/li>\n\n\n\n<li>The employer has your <strong>Application for part-time work not rejected<\/strong> or rejected not in due form\/time. <\/li>\n<\/ul>\n\n\n\n<p>As you can probably imagine, the last two points are the legal issues in practice. Employees don&#039;t always have a proper request for part-time work. However, the most common point of contention is the employer&#039;s right to reject a part-time request. Therefore, we will address these two points separately below.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"fehler_teilzeitantrag\">Proper part-time request \u2013 avoid mistakes<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1024x512.jpg\" alt=\"Ordnungsgem\u00e4\u00dfes Teilzeitverlangen\" class=\"wp-image-7420\" title=\"Proper part-time request\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>If you would like to work part-time in the future, you should do your homework. You must <strong>Apply for part-time work properly<\/strong>Otherwise, you risk your employer rejecting your part-time work request. By following just a few simple steps, you can ensure that your part-time work request is legally sound. Here are the key points:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Part-time request at least 3 months in advance<\/h3>\n\n\n\n<p>You must claim your part-time work <strong>at least three months before the desired start of part-time work<\/strong> claim from the employer. <strong>Important NOTE:<\/strong> This isn&#039;t possible during the first six months. This means you can only apply for part-time work after you&#039;ve been working for six months. <\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Example: You started on January 1, 2023. You can apply for part-time employment no earlier than July 1, 2023, for the period beginning October 1, 2023. A shortened part-time employment period is only possible with the consent of your employer.<\/em><\/div>\n\n\n\n<p>If the part-time request is too short, it is only partially harmful. In this case, the part-time request takes effect at the earliest possible time (in three months).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Desired reduction and distribution of working hours<\/h3>\n\n\n\n<p>The law requires you to include in your application for part-time work the <strong>desired reduction in working hours<\/strong> This means that applications such as <em>\u201cI want to reduce my working hours\u201d<\/em> are not sufficient. You must specify the working hours you wish to reduce (for example, from 40 hours to 30 hours per week). Otherwise, your request for part-time work may be rejected.<\/p>\n\n\n\n<p>In addition, you should also <strong>desired distribution of working hours <\/strong>However, this is not mandatory. You can also leave the distribution of working hours across the weekdays to the employer&#039;s discretion.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Tip: You can always skip specifying the distribution of working hours if the timing of the reduced working hours isn&#039;t important to you. This way, you avoid the risk of your employer rejecting your part-time application solely due to incompatible working hours.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Assertion in text form<\/h3>\n\n\n\n<p>The formal requirements are not particularly stringent. Nevertheless, there are a minimum set of formal requirements in the law. <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__8.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 8 paragraph 2 sentence 1 TzBfG<\/a> you have to express your desire in <strong>Text form<\/strong> What is text form? The text form requires<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a readable explanation,<\/li>\n\n\n\n<li>in which the person making the declaration is named and<\/li>\n\n\n\n<li>which is submitted on a durable medium.<\/li>\n<\/ul>\n\n\n\n<p>In other words: One email is sufficient if you end the email with your name. To avoid any mistakes in the format, we recommend <strong>(1)<\/strong> to print the application <strong>(2)<\/strong> to sign <strong>(3)<\/strong> to scan <strong>(4)<\/strong> to be sent to the employer in advance by email and <strong>(5)<\/strong> to be sent by registered mail in the original by post.<\/p>\n\n\n\n<p>If you do this, you also ensure that the application actually reaches the employer and that you can prove that it was received.<\/p>\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>Rejected part-time? We&#039;ll review your case.<\/strong><\/p>\n\n\n\n<p>Raphael Lugowski and Hamza G\u00fclbas support you in legally enforcing your part-time employment claim \u2013 with a quick initial assessment and a clear strategy.<\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Call now <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ablehnung_teilzeitarbeit\">Employer rejects part-time work \u2013 operational reasons<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1024x512.jpg\" alt=\"Ablehnung von Teilzeit\" class=\"wp-image-7421\" title=\"Rejection of part-time work\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Once the employer receives your application, they must address it. They must discuss your request for part-time work with you with the aim of reaching an agreement. <strong>Employer<\/strong> The following options are generally available:<\/p>\n\n\n\n<p>(1) Approval of the reduction of working hours and the (re-)distribution of working hours<\/p>\n\n\n\n<p>(2) Approval of the reduction of working hours, rejection of the distribution of working hours<\/p>\n\n\n\n<p>(3) Rejection of the application for part-time work in its entirety<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Part-time application must be rejected in due form and within the deadline<\/h3>\n\n\n\n<p>If the employer wants to reject your request for part-time work (or even just the distribution of working hours), they do not have unlimited time to do so. <strong>one month before the start of the desired reduction or distribution of working hours<\/strong> the employer must have rejected the request for part-time work in writing.<\/p>\n\n\n\n<p>And what if the employer fails to meet this deadline? This has severe legal consequences. The law states in this case:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>The reduction and distribution of working hours requested by the employee is deemed to be fixed.<\/strong><\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>In other words, the law treats you as if your employer had agreed to the reduction and distribution of working hours. This constitutes a contractual change by operation of law. The employer then has only limited options to reverse this change.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Required: Conflicting operational reasons<\/h3>\n\n\n\n<p>If the employer has rejected your part-time application in due form and within the deadline, this does not mean that the matter is settled. In fact, the employer cannot simply reject your part-time application. The employer has this legal authority according to <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__8.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 8 (4) TzBfG<\/a> only if <strong>operational reasons<\/strong> oppose this.<\/p>\n\n\n\n<p>Operational reasons are given if the reduction affects the organization, work processes or safety in the company <strong>significantly impair<\/strong> The same applies if this would result in disproportionate costs.<\/p>\n\n\n\n<p>Employers often justify the rejection of part-time work applications by arguing that a reduction in working hours would significantly impair the organization. However, the employer&#039;s reasoning is not always convincing. Case law examines the <strong>three steps<\/strong>whether there are objective reasons that prevent the request for part-time work.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examination of conflicting operational reasons<\/h3>\n\n\n\n<p>(1) Is there a company organizational concept? If so, what is its structure?<\/p>\n\n\n\n<p>(2) Does the organizational concept actually conflict with the employee&#039;s request for part-time work? Can the organizational concept be harmonized with the employee&#039;s request for part-time work with reasonable changes?<\/p>\n\n\n\n<p>(3) Is the weight of the conflicting operational reasons so great that part-time work significantly impairs the company\u2019s business objectives?<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/9-azr-259-11\/?highlight=9+AZR+259%2F11\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of November 13, 2012 \u2013 9 AZR 259\/11<\/a><\/p>\n\n\n\n<p>The operational reasons claimed by the employer must be <strong>considerable weight<\/strong> be.<\/p>\n\n\n\n<p><a href=\"https:\/\/lexetius.com\/2003,2230\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 18 February 2003 \u2013 9 AZR 164\/02<\/a><\/p>\n\n\n\n<p>Employers are obliged to <strong>Opportunities for operational reorganization<\/strong> and, if necessary, to eliminate or minimize any possible disruptions in the workflow or in the company organization.<\/p>\n\n\n\n<p>Employees benefit from the fact that employers are able to provide operational reasons for rejection <strong>burden of presentation and proof<\/strong> are.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examples of conflicting operational reasons<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Not possible <strong>Divisibility of a full-time job<\/strong> (Exception: Workplace was already \u201cshared\u201d before)<\/li>\n\n\n\n<li><strong>Pedagogical organizational concept<\/strong> with a teacher\/group leader with continuous care of the children by a caregiver<\/li>\n\n\n\n<li><strong>Service concepts<\/strong>that require full-time staffing (customers should always have the same contact person)<\/li>\n\n\n\n<li>Suitable part-time worker is on the <strong>labor market<\/strong> not available \/ ordering overtime not possible (however, the employer must inquire with the employment agency and advertise internally\/externally)<\/li>\n\n\n\n<li>Use of a substitute leads to <strong>disproportionate additional costs<\/strong> (not sufficient: recruiting costs, training costs, higher administrative costs)<\/li>\n\n\n\n<li><strong>Client<\/strong> requires the use of temporary workers with a certain number of weekly hours<\/li>\n\n\n\n<li><strong>Conflicting part-time requests<\/strong> other employees<\/li>\n\n\n\n<li><strong>Refusal of consent by the works council<\/strong> to hire a replacement<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"teilzeit_abgelehnt_optionen\">Part-time work rejected for operational reasons \u2013 Legal options<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1024x512.jpg\" alt=\"Teilzeitantrag abgelehnt: rechtliche M\u00f6glichkeiten f\u00fcr Arbeitnehmer\" class=\"wp-image-7422\" title=\"Part-time application rejected: legal options for employees\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>If your employer has rejected your part-time application, this is obviously a problem for you. However, this does not necessarily mean that the employer has rejected your part-time application for good reason. The question of whether operational reasons preclude your part-time application is subject to judicial review.<\/p>\n\n\n\n<p><strong>The problem:<\/strong> If you do not take action, everything will remain the same. Even though the employer had no reason to reject your request for part-time work, your only option is to challenge the employer&#039;s decision. <strong>judicial review<\/strong> If the employer\u2019s opposing operational reasons are merely pretextual or legally unsound, the Labour Court would order the employer to <strong>Consent to change working hours<\/strong> to explain.<\/p>\n\n\n\n<p>Once the judgment has become final, <a href=\"https:\/\/www.gesetze-im-internet.de\/zpo\/__894.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 894 Code of Civil Procedure<\/a> the declaration of consent is deemed to have been submitted. But that is the catch in the whole story: We need the <strong>Legal force<\/strong>And it may take two instances for this to happen. That&#039;s equivalent to more than a year in labor court proceedings.<\/p>\n\n\n\n<p>One idea would be to <strong>Application for an interim injunction<\/strong> However, the chances of success would be doubtful. A favorable decision by the labor court would preempt the main proceedings. From the perspective of employees, however, there is no alternative to bringing a dispute regarding a rejection of part-time employment promptly before the labor court.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">FAQs \u2013 Frequently Asked Questions about the Part-Time Application<\/h2>\n\n\n\n\n<div id=\"smart-column-block_60377d63265f0ad64340835be912f9fe\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full p-1\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Do employees generally have a right to part-time work?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Yes. According to the Part-Time and Fixed-Term Employment Act, there is generally a right to part-time work, provided the legal requirements are met. If the application is nevertheless rejected, legal advice should be sought early on to assess the chances of success in enforcing the right to part-time work.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What happens if the employer does not reject the part-time work request in time?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    If the employer does not reject the request in writing at least one month before the desired start date, the working hours are automatically considered reduced by law. In this case, no objection from the employee is required.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What form must a valid part-time application take?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The application must be submitted in written form, for example by email or letter. For evidentiary purposes, written proof is recommended. Any questions regarding the correct language and wording can be clarified legally beforehand.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What role does data protection play in a part-time application?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    In connection with part-time work applications, personal data may only be processed to the extent necessary. Violations of data protection regulations may have consequences under labor law and data protection law.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Can a part-time work application have an impact on pension or rehabilitation?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A permanent reduction in working hours can affect future pension entitlements. In individual cases, pension entitlements, pension insurance contributions, or rehabilitation measures must also be taken into account, particularly if the desire for part-time work is due to health reasons.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What options do employees have after an unjustified rejection?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    If the application is wrongly rejected, the only effective recourse is to pursue the claim through legal action. Prior out-of-court consultation can help to realistically assess the right time and the chances of success of a lawsuit.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Which authorities are responsible for resolving conflicts concerning part-time work?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Only employees as defined by the Works Constitution Act (BetrVG) are eligible to vote. Senior executives are excluded and are treated separately, even regarding issues such as occupational safety or company organization. Correctly defining these categories is crucial for the election process.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Which authorities are responsible for resolving conflicts concerning part-time work?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The labor court has primary jurisdiction. Depending on the circumstances, external authorities or social security institutions may also be involved, for example, in cases of overlap with pension or rehabilitation issues.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Can employees request information from their employer?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Employees have the right to transparent information regarding the rejection of their part-time work application. In exceptional cases, questions of freedom of information may also arise, for example, if company policies are cited as the reason for rejection.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                How can employees stay informed about employment law issues?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Many law firms regularly provide information on current employment law topics, for example through a newsletter or press publications. This can help to react to changes in part-time employment law at an early stage.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Haben Arbeitnehmer grunds\u00e4tzlich einen Anspruch auf Teilzeitarbeit?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ja. Nach dem Teilzeit- und Befristungsgesetz besteht grunds\u00e4tzlich ein Anspruch auf Teilzeitarbeit, sofern die gesetzlichen Voraussetzungen erf\u00fcllt sind. Wird der Antrag dennoch abgelehnt, sollte fr\u00fchzeitig Beratung in Anspruch genommen werden, um die Erfolgsaussichten einer rechtlichen Durchsetzung zu pr\u00fcfen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was passiert, wenn der Arbeitgeber den Teilzeitantrag nicht rechtzeitig ablehnt?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Lehnt der Arbeitgeber den Antrag nicht sp\u00e4testens einen Monat vor dem gew\u00fcnschten Beginn in Textform ab, gilt die Arbeitszeit kraft Gesetzes als reduziert. In diesem Fall ist kein Widerspruch des Arbeitnehmers erforderlich.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Form muss ein wirksamer Teilzeitantrag haben?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Der Antrag muss in Textform gestellt werden, etwa per E-Mail oder Brief. Aus Beweisgr\u00fcnden empfiehlt sich ein schriftlicher Nachweis. Fragen zur richtigen Sprache und Formulierung lassen sich vorab rechtlich kl\u00e4ren.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt der Datenschutz beim Teilzeitantrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Im Zusammenhang mit Teilzeitantr\u00e4gen sind personenbezogene Daten nur im erforderlichen Umfang zu verarbeiten. Verst\u00f6\u00dfe gegen den Datenschutz k\u00f6nnen arbeitsrechtliche und datenschutzrechtliche Konsequenzen nach sich ziehen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Kann ein Teilzeitantrag Auswirkungen auf Rente oder Reha haben?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine dauerhafte Reduzierung der Arbeitszeit kann sich auf sp\u00e4tere Rentenanspr\u00fcche auswirken. In Einzelf\u00e4llen sind auch Bez\u00fcge zur Rente, zur Rentenversicherung oder zu Ma\u00dfnahmen der Reha zu ber\u00fccksichtigen, insbesondere bei gesundheitlichen Gr\u00fcnden f\u00fcr den Teilzeitwunsch.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche M\u00f6glichkeiten haben Arbeitnehmer nach einer unberechtigten Ablehnung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wird der Antrag zu Unrecht abgelehnt, bleibt als wirksames Mittel die gerichtliche Durchsetzung des Anspruchs. Eine vorherige au\u00dfergerichtliche Beratung kann helfen, den richtigen Zeitpunkt und die Erfolgsaussichten einer Klage realistisch einzusch\u00e4tzen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Stellen sind bei Konflikten rund um Teilzeit zust\u00e4ndig?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wahlberechtigt sind ausschlie\u00dflich Arbeitnehmer im Sinne des BetrVG. Leitende Angestellte sind ausgeschlossen und werden auch bei Themen wie Arbeitsschutz oder betrieblicher Organisation gesondert behandelt. Die korrekte Abgrenzung ist zentral f\u00fcr das Wahlverfahren.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Stellen sind bei Konflikten rund um Teilzeit zust\u00e4ndig?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Zust\u00e4ndig ist in erster Linie das Arbeitsgericht. Je nach Sachverhalt k\u00f6nnen auch externe Beh\u00f6rden oder Sozialversicherungstr\u00e4ger eingebunden sein, etwa bei \u00dcberschneidungen mit Renten- oder Reha-Fragen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"K\u00f6nnen Arbeitnehmer Informationen vom Arbeitgeber verlangen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Arbeitnehmer haben Anspruch auf transparente Informationen zur Ablehnung ihres Teilzeitantrags. In Ausnahmef\u00e4llen k\u00f6nnen sich auch Fragen der Informationsfreiheit stellen, etwa wenn betriebliche Konzepte als Ablehnungsgrund angef\u00fchrt werden.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wie bleiben Arbeitnehmer zu arbeitsrechtlichen Themen informiert?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Viele Kanzleien informieren regelm\u00e4\u00dfig \u00fcber aktuelle arbeitsrechtliche Themen, etwa \u00fcber einen Newsletter oder Ver\u00f6ffentlichungen in der Presse. Dies kann helfen, fr\u00fchzeitig auf \u00c4nderungen im Teilzeitrecht zu reagieren.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>\n\n\n\n\n\n<div class=\"cta-1\">\n  <h3>Problems with the <span class=\"orange-accent\">Enforce your part-time wishes?<\/span><\/h3>\n\n  <p><strong>We help you enforce your rights to part-time work \u2013 legally and efficiently.<\/strong><\/p>\n  <p><em>Whether you were rejected by your employer or are unsure about your application, we will examine your case and show you the best way forward.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>More and more employees in Germany are expressing a desire to work part-time. The reasons for this are varied...<\/p>","protected":false},"author":1,"featured_media":7417,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-7371","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Antrag auf Teilzeit abgelehnt - Was k\u00f6nnen Arbeitnehmer tun?<\/title>\n<meta name=\"description\" content=\"Der Arbeitgeber hat den Antrag auf Teilzeit abgelehnt. 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