{"id":17513,"date":"2024-09-05T13:36:00","date_gmt":"2024-09-05T11:36:00","guid":{"rendered":"https:\/\/deinraum.io\/30-hour-workweek-is-this-the-future-of-work\/"},"modified":"2026-05-15T10:03:46","modified_gmt":"2026-05-15T08:03:46","slug":"30-hour-workweek-is-this-the-future-of-work","status":"publish","type":"post","link":"https:\/\/deinraum.io\/en\/30-hour-workweek-is-this-the-future-of-work\/","title":{"rendered":"30-hour workweek: Is this the future of work?"},"content":{"rendered":"\n
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30-hour workweek:Is this the future of work?<\/strong><\/strong><\/strong><\/h1>\n\n
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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<\/a> (Future Institute). Within the megatrend of New Work, this concept is gaining increasing attention\u2014especially 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. <\/p>\n\n\n\n

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Read more about another compelling New Work concept here: UNLIMITED VACATION \u2013 MORE FREEDOM OR RATHER MORE STRESS?<\/a><\/strong><\/em> <\/p>\n<\/div>\n<\/div>\n\n

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What does the 30-hour workweek mean?<\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

30-hour workweek: full-time or part-time?<\/h3>\n\n\n\n

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\u2014namely when all employees in the company work no more than 30 hours per week. <\/p>\n\n\n\n

How are the 30 hours distributed across the week?<\/h3>\n\n\n\n

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. <\/p>\n\n\n\n

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. <\/p>\n\n\n\n

Example (flexible 4-day model):2 days per week with 8 hours each2 days per week with 7 hours each1 day off per week<\/p>\n\n\n\n

Additionally, flexitime or flexible start times can help integrate the agreed working hours optimally into the daily work routine.<\/p>\n\n\n\n

Salary in a 30-hour workweek<\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

With or without salary compensation? <\/h3>\n\n\n\n

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. <\/p>\n\n\n\n

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. <\/p>\n\n\n\n

Example calculation<\/h3>\n\n\n\n
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30-hour workweek with salary compensation\u2022 Initial situation:40 hours\/week\u20ac50,000 gross per year\u2022 Adjustment:30 hours\/weekSalary remains unchanged<\/p>\n<\/div>\n\n\n\n

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30-hour workweek without salary compensation (proportional)\u2022 Initial situation:40 hours\/week\u20ac50,000 gross per year\u2022 Adjustment:30 hours correspond to 75% of a full-time positionCalculation:\u20ac50,000 \u00d7 75% = \u20ac37,500 gross per year<\/p>\n<\/div>\n<\/div>\n\n\n\n

Leave entitlement and break regulations <\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

Vacation entitlement formula with calculation examples<\/h3>\n\n\n\n

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 \u00f7 full-time working days) \u00d7 part-time working days = vacation entitlement <\/p>\n\n\n\n

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Example 1: 5 days per week with 6 hours eachFull-time vacation: 30 daysFull-time working days: 5Part-time working days: 5Calculation:(30 \u00f7 5) \u00d7 5 = 30 vacation days<\/p>\n<\/div>\n\n\n\n

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Example 2: 4 days per week with 7.5 hours eachFull-time vacation: 30 daysFull-time working days: 5Part-time working days: 4Calculation:(30 \u00f7 5) \u00d7 4 = 24 vacation days<\/p>\n<\/div>\n\n\n\n

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Example 3: 3 days per week with 10 hours eachFull-time vacation: 30 daysFull-time working days: 5Part-time working days: 3Calculation:(30 \u00f7 5) \u00d7 3 = 18 vacation days<\/p>\n<\/div>\n<\/div>\n\n\n\n

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. <\/p>\n\n\n\n

Break requirement from 6 hours onward<\/h3>\n\n\n\n

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.<\/p>\n\n\n\n