Many Indian workers arrive in Germany after years in Gulf workplaces where ten- or twelve-hour days, six days a week, were normal. Some will volunteer for the same in Germany because they want to earn and send money home. German law does not permit it, and an employer who lets it happen carries the risk. Clear rules, explained early, protect both sides.
Daily and Weekly Limits
The Working Hours Act (Arbeitszeitgesetz) sets a basic limit of eight hours of work per working day. This can be extended to ten hours, provided the average over six calendar months or 24 weeks does not exceed eight hours per working day. Because Saturday counts as a working day, the legal weekly maximum on average is 48 hours. Collective agreements may allow certain variations, but within limits set by the law.
Breaks
Work must be interrupted by breaks set in advance:
- At least 30 minutes for a working day of more than six and up to nine hours
- At least 45 minutes for more than nine hours
- Breaks may be split into blocks of at least 15 minutes
- No one may work more than six hours in a row without a break
Rest Between Shifts
After the end of the daily working time, workers must have an uninterrupted rest period of at least eleven hours. In certain sectors — hospitals, care, hospitality, transport and agriculture among them — this can be reduced by up to one hour if the reduction is compensated within a set period. Quick-return rosters, such as a late shift followed by an early shift, are where most breaches happen.
Night Work
Night time under the Act generally runs from 23:00 to 06:00, with an earlier window for bakeries. Night workers have specific protections: the right to regular occupational health examinations, a transfer to day work in certain circumstances, and an appropriate number of paid days off or a reasonable supplement for night hours. Most collective agreements specify supplements. Supplements for night, Sunday and holiday work can, within limits, be paid free of income tax, which raises take-home pay.
Sundays and Public Holidays
Work on Sundays and public holidays is prohibited in principle, with exceptions for sectors that need continuous operation — care, hospitals, hospitality, transport, some production processes and others. Even where Sunday work is allowed, at least fifteen Sundays a year must remain work-free, and a substitute rest day must be granted.
Recording Working Time
Following a 2022 ruling of the Federal Labour Court, employers are obliged to have a system for recording working time. In some sectors — including those covered by the minimum-wage documentation rules, and the meat industry, which requires electronic recording — the obligations are stricter. Accurate records protect you in an inspection and are the simplest proof that the contract is being honoured.
Explaining the Rules to New Arrivals
Workers who do not understand the rules may try to work around them — swapping shifts informally, taking second jobs without telling you, or skipping breaks. A short briefing in the first week prevents most problems:
- Show the roster rules in English as well as German
- Explain that extra hours are limited by law, not by the employer's preference
- Explain how overtime is paid or compensated with time off
- Clarify that a second job must be notified and must fit within the legal limits across both jobs
Our onboarding guide includes this briefing in the arrival week.
Works Councils and Shift Plans
Where a works council exists, it has co-determination rights over the start and end of daily working time, breaks and the distribution of hours across the week. New shift models for incoming crews must therefore be agreed with it. See our works council guide.
Sector Rules
Truck and bus drivers are also subject to EU driving and rest-time rules, recorded by tachograph. Care, hospitals and hospitality frequently operate under collective agreements with their own shift arrangements. Check which apply before designing rosters for a new cohort.
The Business Case for Compliance
Overwork drives accidents, sickness absence and early resignations. Workers who understand that German rules protect them, and see the employer applying those rules consistently, tend to trust the employer on everything else. Fines for breaches can be substantial, and repeated violations can affect your ability to obtain BA consent for future hires.
Next Step
If you are planning a shift model for a new cohort, we can review the proposed roster against the visa contract before filing. Start with our Germany hiring page or read about employer obligations.
