The right to part-time: Practical implications from the managerial point of view

In 2001 the employee's right to reduce working-time according to their own preferences was implemented in Germany. This legal title hardly effects the slowly but steadily growing number of part-time jobs. Nevertheless, data from the socioeconomic panel suggest that about 25% of employees wish to reduce their workingtime even if this is associated with a loss of income. The HR-manager is seen as a mediator and is expected to play a major role moderating the effect of the legislative implementation. Therefore the HR managers' concepts and attitudes towards part-time as well as the psychological contract are the subject of the presented study. 42 HRmanagers have been interviewed. The data are analysed according to qualitative content analysis. In common use the right to reduce one's working-time is rather seen as a matter of negotiation than an obligation to comply. Indeed, the majority of the HRmanagers express their goodwill but the acceptance of the part-time requests is dependent on general beliefs, work ethic, and role concepts. Regarding the right to parttime, these are indicators for a weak direct impact of labour law on the managerial reality.