The 30-hour workweek (also referred to as the 30-hour model or 30h week) could soon become a new standard in the modern workplace. At least, this is one of the future scenarios proposed by the Zukunftsinstitut (Future Institute). Within the megatrend of New Work, this concept is gaining increasing attention—especially as more people want to work less while enjoying more free time.
But what exactly is behind this idea, and what advantages and disadvantages does it bring? This article explores the key aspects of the 30-hour workweek and looks at best practices, including examples from Sweden.

Read more about another compelling New Work concept here: UNLIMITED VACATION – MORE FREEDOM OR RATHER MORE STRESS?

What does the 30-hour workweek mean?

The 30-hour workweek refers to a working time model in which the regular weekly working hours are reduced to 30 hours, usually with the same salary as a 40-hour workweek. The focus is not on the number of hours worked, but on the results achieved. The idea behind this is to maintain performance and quality despite shorter working hours through more efficient work processes.

30-hour workweek: full-time or part-time?

Whether a model with reduced working hours is considered a standard arrangement or rather a part-time job depends largely on the industry, the collective agreement, and the company in Germany. While 40 hours per week is commonly the standard, 37.5 or 35 hours can also be defined as the norm. Legally, employees are classified as part-time if their agreed working hours are below the standard within the same company. Therefore, a 30-hour workweek can also be considered full-time—namely when all employees in the company work no more than 30 hours per week.

How are the 30 hours distributed across the week?

The distribution of the 30 working hours per week can vary and is usually based on the needs of both the company and the employees. There is no fixed model; instead, many companies rely on flexible solutions.

Working hours are often spread across five shorter days, for example with six hours per day. Other models bundle the hours into a four-day workweek, creating an additional day off each week. This four-day concept is considered particularly attractive, as it allows for longer recovery periods and more free time.

Example (flexible 4-day model):
2 days per week with 8 hours each
2 days per week with 7 hours each
1 day off per week

Additionally, flexitime or flexible start times can help integrate the agreed working hours optimally into the daily work routine.

Salary in a 30-hour workweek

The question of salary plays a central role in this new concept. The key factor is whether the reduced number of hours is implemented with or without salary compensation. Both variants exist in practice and differ significantly in their impact on employees and companies.

With or without salary compensation?

In the version with salary compensation, the salary remains at the level of a traditional full-time position despite the reduced number of hours. This means less working time with the same income. The prerequisite is that processes are made more efficient and productivity per hour increases. This approach is often used in pilot projects or within modern New Work concepts.

Without salary compensation, however, the pay is reduced proportionally. In Germany, earnings for a 30-hour workload are usually around 75% of the corresponding full-time salary (based on 40 hours). The reduced working hours therefore lead to lower income, similar to a traditional part-time job. This option is easier for companies to implement, but only offers real added value for employees when time is more important than income.

Example calculation

Leave entitlement and break regulations

Even in a job with 30 working hours, legal regulations regarding leave and breaks still apply. What matters here is not the weekly working time, but above all the number of working days and the daily working hours.

Vacation entitlement formula with calculation examples

For the calculation, the vacation entitlement of a regular employment is converted to the respective working time model. The basis is an assumed full-time vacation entitlement of 30 days with 5 working days per week. The common formula is:
(Annual vacation days ÷ full-time working days) × part-time working days = vacation entitlement

Good to know:
The number of hours worked per day (e.g., 6 or 8 hours) does not play a role in calculating vacation entitlement. The only decisive factor is how many days per week are worked.

Break requirement from 6 hours onward

The statutory break regulations are governed by the Working Hours Act and are based on the daily duration of work, not the weekly number of hours.

• If you work more than 6 hours: at least a 30-minute break is required
• If you work more than 9 hours: at least a 45-minute break is required

It is also important that breaks are scheduled in advance and not moved to the end of the workday. Especially in compact working models with longer working days—such as a four-day workweek—well-planned breaks play a crucial role in maintaining concentration, health, and performance.

Advantages of the 30-hour workweek

The introduction of such a working model offers numerous advantages for both employees and employers alike. For employees, reduced working hours mean more time for personal interests, family, and recovery, leading to a better work-life balance. This additional free time can significantly increase overall well-being and satisfaction. Studies have shown that working less can reduce the risk of burnout and other stress-related illnesses, which in turn contributes to a higher quality of life.

Another advantage is that employers also benefit from this model. Satisfied and balanced employees are often more productive and creative. Reducing working hours can lead to higher efficiency, as employees complete their tasks in a more focused manner and with fewer distractions. In addition, absenteeism decreases, since the risk of sick leave due to stress-related illnesses is reduced. Companies in Germany that offer flexible working models also position themselves as attractive employers in the competition for talent, which makes it easier to retain and recruit employees..

Overall, the 30-hour workweek leads to a win-win situation: employees enjoy a higher level of freedom and quality of life, while employers benefit from increased productivity, reduced absenteeism, and a stronger employer brand.

Disadvantages of the 30-hour workweek

Despite the many advantages that the 30-hour workweek offers, there are also potential disadvantages and challenges that need to be considered. It requires careful planning and adjustments in order to minimize possible risks.

One of the main disadvantages can be an initial drop in productivity, especially in industries that rely heavily on employee presence. Companies may need to adapt their work processes and structures to make efficient use of the reduced working time. This can result in additional effort and costs.

The need for cultural adjustment can also be seen as a potential disadvantage. In many companies, long working hours are still considered a sign of commitment and dedication. The transition to a 30-hour workweek therefore requires a shift in corporate culture and in the mindset of both employees and managers. This can take time and require persistent communication and training efforts.

Furthermore, this working model is not equally suitable for every industry. In highly customer-oriented or production-intensive sectors, it may be difficult to reduce working hours without negatively affecting the quality or availability of services and products.

Company examples from Sweden, New Zealand, and Austria

The reduced-hours working model is already being successfully tested internationally. Sweden is considered a pioneer in this area, while New Zealand and Austria are demonstrating through new company models how working less can function in practice. The following examples provide insight into different approaches and show how companies outside of Germany are dealing with such solutions and restructuring their working hours.

Sweden: Sahlgrenska Hospital in Gothenburg

In a nursing home and a hospital in Gothenburg, the working hours of care staff were reduced to fewer hours. The results were promising: the staff were significantly more satisfied, had more energy, and were able to provide better care to patients. Job performance also improved noticeably. However, additional employees had to be hired to cover shifts, which led to higher costs for the employer. Ultimately, after the trial phase, the institutions returned to the traditional weekly structure.

Despite this shift, the Swedish example clearly demonstrates the potential of such concepts—particularly in the care sector, where there is currently a significant shortage of skilled workers. The noticeable improvement in working conditions and increased leisure time for employees could, in the long run, help make the profession more attractive. Especially in sectors where many people want to work fewer hours, this model can represent a possible solution.

Alternative working time models

In addition to the 30-hour workweek, there are various other models that also have the potential to revolutionize the world of work and meet the needs of the modern workforce. Here are some of the possible approaches:

1. Four-day workweek: In this approach, the week is distributed over four days, usually with a total of around 32 working hours. Studies from various countries, including Iceland and New Zealand, have shown that this model can increase productivity while also improving employee well-being. Companies report lower absenteeism, higher motivation, and a better work-life balance. The four-day model offers the advantage of a longer weekend, giving employees more time for recovery and personal commitments.
2. Flexible working hours: Flexible working concepts allow employees to structure their work within a certain framework. Often, there are fixed core hours while the rest remains flexible. This enables many people to better organize their lives and experience less stress in everyday life. This solution offers clear advantages, especially for parents or individuals with additional responsibilities.
3. Job sharing: In job sharing, two or more people share a full-time position. This approach allows employees to distribute the workload among several individuals while still ensuring that all tasks are fully covered. Job sharing can be a solution for employees who want to work part-time without having to give up their career goals. It can also help alleviate the shortage of skilled workers by enabling more people to remain professionally active.
4. Results-oriented working time models: In this organizational approach, working time is no longer strictly measured in hours, but rather by the results and goals achieved. Employees have the freedom to organize the duration of their work in a way that allows them to reach their objectives efficiently. This model encourages a results-oriented mindset and can increase motivation, as employees are able to determine their own way of working.

Each of these models has its own advantages and disadvantages and can vary depending on the industry, company size, and job requirements. It is important for companies to evaluate the different options and determine which model best fits their specific situation and the needs of their employees. The flexibility and adaptability of these concepts can play a crucial role in creating a balanced and productive work environment.

30-hour workweek and workplace booking: what companies should prepare

When you reduce the number of hours you work, attendance patterns in the office automatically change. Employees are no longer present for five traditional full working days, but instead work more staggered schedules or on different days. This directly affects how office space is used. For example, if the shortened workweek is spread over four working days, the entire team is usually no longer present in the office at the same time.

The consequences affect several areas: the actual space requirements change, fixed desks are no longer necessary for all employees, and parking demand also fluctuates more. Without clear regulations, this can lead to uncertainty or inefficient use.

Digital solutions for desk sharing and parking booking help you manage these changing attendance patterns transparently and plan resource usage efficiently. Our desk-sharing software for flexible workplace booking supports you in introducing a hybrid working model. You can now test the DEIN RAUM application free of charge for 30 days at deinraum.io.

It has been scientifically proven that a tidy desk can help reduce visual distractions and support focused work. This insight has led many organizations to introduce a so-called Clean Desk Policy.

But what exactly is behind this concept, and why is it so effective? In this blog post, you’ll learn everything you need to know about the Clean Desk Policy and why implementing it can also be beneficial in your office!

What Is a Clean Desk Policy?

The Clean Desk Policy (CDP) is a company policy that requires employees to completely clear their workstations of sensitive documents, storage devices, and personal belongings when leaving their desks. It defines how workspaces should be organized and left behind, particularly when handling confidential data, documents, and work equipment.

The goal is to keep workstations clean, organized, and secure at all times.

In practice, this means that whenever employees leave their desks whether for a break or at the end of the day no documents, notes, or personal belongings should be left out in the open, ensuring that colleagues find the workspace clean and ready to use.

The Most Important Rules of a Clean Desk Policy

For a Clean Desk Policy to work effectively in everyday business operations, it requires clear rules. While the policy often plays a secondary role in traditional offices with permanently assigned desks, it is almost indispensable in desk-sharing and hybrid work environments. Clear guidelines help ensure that sensitive information remains protected and that workstations can be used by other employees at any time.

What Is the 3P Rule of the Clean Desk Policy?

A simple framework for implementing shared desk guidelines is the 3P Rule. It divides the most important aspects of workplace organization into Plan, Protect, and Pick-up—three key principles for successful implementation.

Plan: Before work begins, only the documents, materials, and work tools that are actually needed should be kept on the desk. A tidy workspace makes organization easier and reduces distractions throughout the workday.
Protect: During work, the focus is on protecting sensitive data and information. Confidential documents should not be left visible, screens should be locked when leaving the workstation, and important records should be stored securely.
Pick-up: After work, all documents, work materials, and personal belongings should be cleared away. This step is particularly important in desk-sharing environments to ensure that workstations remain available for use at any time.

The 3P Rule therefore provides a simple framework for the practical implementation of a Clean Desk Policy and helps organizations combine data protection with efficient workspace utilization.

Key Measures at a Glance

In addition to the 3P Rule, several practical measures can help ensure that the Clean Desk Policy is implemented consistently in everyday work:

– Lock the screen: Lock your computer when leaving your workstation – on Windows using Win + L, on Mac using Ctrl + Cmd + Q.
– Store confidential documents securely: Sensitive documents and files belong in lockable cabinets or mobile pedestals, not left openly on the desk.
– Secure portable storage devices: Never leave USB drives, external hard drives, or company ID cards unattended; store them securely instead.
– Check notes: Avoid sticky notes containing passwords or customer data and dispose of documents that are no longer needed in compliance with data protection regulations (e.g. using a shredder).
– Clear the workstation at the end of the day: Before finishing work, completely remove all unnecessary items from the desk so that the workspace can be used immediately by someone else.

Example from Everyday Office Life

Max works at DEIN RAUM and has booked a workstation for the day. After his final meeting, he puts away his documents, locks his laptop, and takes all of his personal belongings with him.
When Lisa uses the same workstation the next morning, she finds a clean and organized desk and can start working right away.

Clean Desk Policy and Desk Sharing: Benefits and Importance in Shared Workspaces

Workplace organization not only brings more order to the office but also offers many tangible benefits for both companies and employees. The importance of clear workplace guidelines becomes especially evident in modern office concepts such as desk sharing.

Data Protection and Compliance

A key benefit of a Clean Desk Policy is the protection of sensitive data. Open documents, notes, or unlocked computer screens can quickly result in confidential information being viewed by unauthorized individuals. This is a particularly significant risk in open-plan offices or desk-sharing environments, where multiple people use the same workstation. Clear guidelines help ensure that all important documents are stored securely and that no sensitive information is left openly accessible.

This not only helps in day-to-day operations but also supports compliance with legal requirements such as the General Data Protection Regulation (GDPR). As a result, organizations can reduce the risk of data protection breaches and achieve a higher overall level of security.

Productivity and Efficiency in the Office

A tidy workspace has a direct impact on the way people work. When unnecessary documents or personal items are not cluttering the desk, it becomes easier to focus on the tasks at hand. Employees spend less time searching for documents and can work in a more organized and structured manner.
At the same time, a clear Clean Desk Policy reduces distractions in the workplace. This not only improves concentration but can also enhance overall performance. Employees who arrive at a neat and organized desk in the morning often start their day feeling more relaxed and become productive more quickly.
In the long term, this leads to more efficient workflows throughout the company and supports better overall management and workplace organization.

A Prerequisite for Modern Workplace Concepts

The CDP is a key prerequisite for modern workplace models such as desk sharing and hybrid work. When employees arrive at a new workstation in the morning, they expect it to be ready for immediate use. A Clean Desk Policy ensures exactly that. Workstations are prepared, clean, and ready to use without any loss of time or the need for additional coordination. This reduces frustration and makes everyday work more efficient overall.

In addition, the policy promotes a respectful team culture. When everyone takes responsibility for maintaining a clean workspace, it strengthens a shared understanding of organization, cooperation, and mutual respect in the office. A tidy and well-structured work environment also conveys professionalism and enhances the company’s image both internally and externally.

Challenges of a Clean Desk Policy in Desk Sharing

The introduction of a Clean Desk Policy offers many benefits, but it can also present companies with several challenges in day-to-day operations. Especially in desk-sharing environments, employees often need to adapt their established work habits. To ensure the policy is successful in the long term, potential obstacles should be identified and addressed at an early stage.

Employee Acceptance

One of the biggest challenges when introducing a Clean Desk Policy (CDP) is gaining employee acceptance. Many employees are accustomed to keeping documents, data, or personal belongings at their workstations on a permanent basis. As a result, the requirement to regularly clear their desks completely may initially be perceived as an intrusion on personal freedom or as a restriction on their preferred way of working

Additional Organizational Effort

The additional effort involved in daily desk clean-up, storing documents, and securing data requires time and discipline. Without clearly defined processes, these activities can be perceived as extra work and may temporarily affect productivity.

Consistent Implementation and Monitoring

Another challenge is that the policy only works if it is consistently followed by all employees. If confidential documents or sensitive information are left exposed on workstations, risks to data protection and information security remain. Organizations therefore face the task of defining clear rules and ensuring their long-term compliance.
This becomes particularly important in desk-sharing environments. Since multiple people use the same workstations, every desk must be left ready for the next user after use. If documents, work materials, or personal belongings are not cleared away, it can hinder the flexible use of workspaces and lead to frustration within the team.
Sensitive data, documents, and work devices must also be protected from unauthorized access outside the office. At the same time, compliance is much more difficult to monitor, as managers and leadership teams cannot directly verify whether the rules are being followed.
The successful implementation of a Clean Desk Policy therefore depends not only on clear guidelines but also on a high level of employee awareness regarding data protection and information security.

Implementing a Clean Desk Policy: How to Ensure Successful Adoption

Implementing a Clean Desk Policy involves more than simply creating a new guideline. For the rules to become part of everyday work routines, employees must understand the objectives behind the policy and be able to apply its requirements consistently.

Step-by-Step Implementation

1. As a first step, companies should define the objectives they want to achieve with the Clean Desk Policy. The focus is often on data protection, information security, desk sharing, or a more efficient use of workspaces.
2. The rules should then be documented in writing and made easily accessible to all employees. The policy should clearly define how documents and sensitive data are to be handled and what requirements apply when leaving a workstation.

3. Another important step is raising employee awareness. Anyone who understands the benefits of the Clean Desk Policy is much more likely to comply with the rules. Therefore, companies should explain the background of the policy and regularly draw attention to topics such as data protection, information security, and the secure handling of confidential information.
4. In order for the implementation to succeed in everyday work, the necessary framework conditions must also be created. These include, for example, lockable cabinets, secure storage options for documents, or clear processes for the data protection-compliant disposal of documents.
Especially in companies with desk sharing and hybrid working models, the Clean Desk Policy should not only apply to the office. Sensitive data and work equipment must also be protected against unauthorized access when working from home, at a client’s premises, or at other workplaces.
5. Managers and leadership should actively support the policy and lead by example. In this way, the Clean Desk Policy becomes a long-term part of the corporate culture and not just another policy on paper.

Role of Tools and Software

The implementation of a Clean Desk Policy is significantly facilitated by digital tools. Especially in desk-sharing environments, desk booking systems help manage workspaces flexibly and make them transparently available to all employees.
Our desk-sharing software DEIN RAUM for flexible workplace booking supports you in complying with the Clean Desk Policy in your daily work.

You can now test the DEIN RAUM desk-sharing software free of charge for 30 days at deinraum.io.

How can desk sharing be organized so that it really works—for all employees?
Hybrid work is becoming increasingly common. But along with this flexibility comes a new challenge: organizing workspaces efficiently and fairly. Anyone introducing desk sharing needs a solid plan—and the right software. After all, desk sharing can only be successfully established within a company through clear rules, transparency, and digital tools.

In this post, we’ll show you how to organize desk sharing —with 8 proven rules and practical tips from real-world experience.

Still not sure if desk sharing is right for you? Learn more about the concept and the right software here: Desk Sharing: The Pros and Cons of the Concept

What is desk sharing?

Desk sharing refers to a workplace model in which employees no longer have a fixed desk but instead book an available space or choose one flexibly as needed. This means that no one has “their own” desk—instead, the workspace is shared and reassigned daily. This principle enables a more efficient use of office space because a permanent seat does not have to be reserved for every person.

A key feature of desk sharing is the use of digital tools for booking and managing workspaces—often in combination with concepts such as working from home, remote work, or hybrid work models.

8 Rules & Tips for Desk Sharing

Desk sharing can be a real game-changer—if you approach it thoughtfully. The following tips will show you what really matters when putting it into practice.

1. Space for personal belongings

Even in a flexible office, people need a sense of familiarity. So create personal storage space —such as lockers, rolling cabinets, or shelving units. This keeps desks tidy while still making employees feel like they belong.

2. Design all workstations identically

Nothing is more frustrating than ending up at a different workstation every day. Having a standardized setup with monitors, docking stations, keyboards, and mice is essential. This way, everyone can get to work right away—no matter where they’re sitting.

3. Provide office supplies

Pens, notepads, hole punches: small items, big impact. Set up central stations for office supplies or distribute them evenly throughout the room. This saves everyone time—and stress.

Important: Make it clear that any items taken must be put back. Keeping things tidy is a team effort.

4. Designate rooms for phone calls and meetings

Desk sharing only works if consideration is built into the system. Designate specific areas for virtual meetings and phone calls —such as focus zones or phone booths. This helps keep the open-plan office pleasantly quiet.

5. Implement a clean desk policy

The golden rule of the shared desk model: Leave your workspace just as you would like to find it yourself.
Mugs, food scraps, or personal notes have no place there. Clear rules help ensure the long-term success of desk sharing.

6. Observe data protection regulations

Whether it’s printed documents or sensitive conversations, data protection remains a top priority even in a flexible office environment.
Make sure you have lockable compartments or encrypted digital storage—and ensure your software is GDPR-compliant when making your selection.

7. Implement DeskSharing software

Smart desk-sharing software takes a lot of the organizational burden off your hands. Employees can easily book their desks online, keep track of their schedules, and plan their office hours flexibly.

DEIN RAUM is a smart, intuitive desk-sharing software that focuses on what matters most: organizing workspaces quickly and easily. The solution is GDPR-compliant, works across devices, and offers all the features needed for a seamless booking system—from user roles to clear analytics.

8. Integrating desk sharing into a modern office concept

Desk sharing creates space—in the truest sense of the word. When fixed workstations are eliminated, space becomes available that you can rethink. Take this opportunity to turn your office into a place where people enjoy meeting, working creatively, and finding peace. Whether it’s a working café, a focus zone, or a meditation room: the possibilities are virtually endless.

Office furniture suppliers such as designfunktion Group help you develop a customized concept that fits your teams and your company’s goals.

Conclusion: Desk sharing requires structure—and trust

Desk sharing is much more than simply sharing workspaces. It changes routines, fosters personal responsibility, and puts employees’ needs first. For this transition to succeed, it requires clear rules, transparent communication, and digital tools that work seamlessly—without being overwhelming.

If you implement desk sharing thoughtfully, it can lead to a genuine cultural shift: toward greater flexibility, more opportunities for collaboration, and a stronger focus on what really matters—effective teamwork.

And last but not least: This transition can also pay off financially. After all, using space more efficiently can lead to significant savings—in rent, equipment, and energy consumption.

To calculate the potential savings for your business in just a few clicks, you can use our DEIN RAUM savings calculator for free .

You can now try the desk-sharing software for free for 30 days at deinraum.io