Applying for parental part-time: How hours, schedule and deadlines fit together

Parental part-time can significantly ease the return to work and the care of a child. However, the decisive step is not only the desired number of weekly hours. Start, duration, extent and timing of working hours must fit together. Whoever writes only "I want to reduce to 25 hours" leaves open which days will be worked, how long the model should apply and whether a statutory entitlement or only an agreement is at stake.

This guide shows how employees in Austria apply for parental part-time, what requirements apply and how a viable weekly plan can be prepared. The information corresponds to the status of August 2026 and provides general orientation. In the case of disputed deadlines, a rejection or a planned termination of employment, individual advice from the Chamber of Labour, a trade union or legal representation is advisable.

Quick check before the application

Child and childcare:You live with the child in the same household or have custody.
No simultaneous parental leave:The other parent is not on parental leave for the same child at the same time.
Minimum duration:Parental part-time lasts at least two months.
Entitlement model:More than 20 people regularly work in the company and your employment relationship has been continuous for at least three years at the time of commencement.
Hours band:With a reduction, the previous normal working time is generally reduced by at least 20 percent; at least twelve hours per week must remain.
Complete notification:Start, duration, extent and timing of working hours must be stated in writing.
Deadline:Depending on the start, notification must be made immediately around the protection period or, as a rule, at the latest three months before the desired start.

If not all requirements of the statutory entitlement are met, an agreed parental part-time arrangement may be possible. Early and concrete negotiations are then particularly important.

Entitlement or agreement: the most important difference

A statutory entitlement generally exists if more than 20 employees are employed in the company and the employment relationship has already lasted three years without interruption at the start of the parental part-time. Periods of parental leave are taken into account. In addition, the personal requirements must be met.

If the company size or the three-year employment period is missing, parents can seek an agreement with the employer. This form can also extend up to the relevant maximum date. The employer must provide a written justification for a rejection according to the current rules. That does not replace an agreement, but does create a comprehensible basis for advice and further steps.

The distinction is practically relevant because the procedure differs in the event of disagreement. In the entitlement model the focus is primarily on the concrete design. In the agreement model the question of whether it applies at all can already be disputed. Court deadlines can be short in both constellations. A rejection should therefore be checked promptly.

Who can use parental part-time

Mothers and fathers can make use of parental part-time. Adoptive and foster parents are also covered under the statutory conditions. Both parents can in principle exercise parental part-time at the same time, provided one of them is not on parental leave for the same child. The models do not have to be identical and can be agreed with different employers.

Parental part-time is possible regardless of whether parental leave was actually taken beforehand. It is also not an instrument available only to full-time employees. An existing part-time arrangement can be further reduced if the statutory hours band is observed. A mere change in the timing of working hours can also be requested without reducing the number of hours.

Parental part-time can generally be taken once per parent and child. Therefore plan the duration not only up to the next childcare semester, but with regard to kindergarten, school entry, holidays and possible changes in family life.

For a coordinated division of tasks around the birth, the jobspot.at guide on Papamonat and its notification deadlines Papamonat, parental leave and parental part-time are legally separate instruments and each require their own timeline.

How long parental part-time can last

For notifications since 1 November 2023, parental part-time can in principle extend until the child’s eighth birthday. Under the statutory entitlement, however, the total duration is limited to seven years. This framework is reduced, among other things, by the protection period after birth and parental leave periods taken by both parents. Depending on the birthday, the distribution of parental leave and the planned start, the individual end date can therefore be earlier.

The exact end date should not be estimated. Place the birthday, protection period, parental leave periods of both parents and the planned start side by side. If school entry is later, additional special rules apply that must be examined in individual cases. The official information on oesterreich.gv.at on parental part-time explain the time frame.

How much does working time have to be reduced?

Those who reduce weekly hours must observe two limits in the statutory entitlement model: the previous weekly normal working time is reduced by at least 20 percent and the remaining working time is at least twelve hours per week. The concrete calculation looks like this:

40 hours previously:maximum 32 hours after the required reduction; at least 12 hours.
38.5 hours previously:maximum 30.8 hours; at least 12 hours.
30 hours previously:maximum 24 hours; at least 12 hours.
25 hours previously:maximum 20 hours; at least 12 hours.

These are legal limits and not an automatic recommendation. For a viable model, care, income, commute, recovery time, team meetings and the actual amount of work count. Someone who continues to work 30 hours but wants to work on four instead of five days or with different start times can also apply only for a change in the timing of working hours.

Work schedule: why the distribution is just as important

In practice, applications rarely fail on the arithmetic alone. Conflicts arise more often over weekdays, start and end times, core hours or rotating schedules. Therefore formulate a concrete weekly plan. "Monday to Thursday, 8:00 to 14:00 each" is more negotiable than "flexible mornings".

Check these points before the meeting:

Opening and closing times of care including travel time,
regular team, handover and customer appointments,
company peak times and required cover,
possible home office days without mixing work and childcare,
holiday rules and foreseeable exceptions,
a realistic backup model in case the first proposal cannot be implemented.

Home office is not childcare. A solid model separates focused working time and childcare even on telework days. Those who prepare the entire return to work will find additional guidance on handovers and role clarification in the jobspot.at guide on return to work after parental leave additional guidance on handovers and role clarification.

Which deadline applies to the application

If parental part-time is to begin immediately after the protection period, the mother must in principle notify during the protection period. The father must generally report an immediately subsequent start no later than eight weeks after the birth. If parental part-time begins later, a written notice of three months usually applies.

If there is less time between the end of parental leave and the desired start, special constellations can arise. Even a very short parental part-time can influence the lead-time calculation. Therefore do not rely on a date in a private calendar. First determine the legally planned start and have the deadline checked if in doubt.

The Arbeiterkammer on parental part-time and mix the WKO on entitlement and agreement set out the notification deadlines and requirements concisely.

How to write a complete application

The notice should be made in writing and contain four key data points:

Start:first day of the desired arrangement,
Duration:specific end date,
Extent:desired weekly hours,
Location:workdays as well as start and end of the daily working time.

Add the child's name and date of birth, the note about the shared household or custody and, if relevant, the conditions of the statutory entitlement. Send the notice so that receipt can be proven. A personal handover against receipt confirmation, a registered letter or a company digital process with confirmed receipt are suitable methods.

Template for the letter

Subject: Notification of parental part-time

Hereby I notify parental part-time for my child [Name, Date of Birth]. The shared household or my custody is in place.

I apply for parental part-time from [Start] up to and including [End]. My weekly working time should be [Number] hours and distributed as follows: [Weekdays as well as start and end].

I am available for a coordination meeting. As an alternative distribution I can imagine [Backup model]. Please confirm receipt and the agreed arrangement in writing.

The template is deliberately factual. Justify the care situation only as far as necessary for planning. Do not add far‑reaching reservation clauses that could turn the clear application into a non-binding request.

Preparing the conversation with the employer

A good application not only describes the private need but also makes implementation at the company visible. Prepare one page with target working time, concrete weekly distribution, handovers and cover. Distinguish between points that are indispensable and variants where you have leeway.

A simple negotiation matrix helps:

Fixed:latest end of work due to child pickup.
Negotiable:which weekday remains free.
Alternative:a longer day if a second short day is possible in return.
Operational benefit:predictable presence during peak times and documented handovers.
Review appointment:joint organizational interim review after two or three months, without leaving the agreed end date open.

Those who weigh the financial effects of different hour models can additionally consult the guide on Part-time, career and salary in Austria . An individual gross-to-net and social insurance calculation should be provided by payroll or an advisory service.

What happens in case of disagreement?

If no agreement is reached, the further procedure depends on whether a statutory entitlement exists. For entitled employees, start, duration, extent or timing are the focus. In the agreement model the employer can reject the parental part-time itself. In both cases the law provides for staged negotiation and court procedures.

The details are time‑bound. The WKO on procedure and dismissal protection describes negotiation steps, possible involvement of the works council and judicial deadlines. Companies and employees should therefore not let a written rejection or a counterproposal lie idle.

Until clarification, do not stay away from work at the desired times on your own accord. Secure the application, proof of delivery, response, duty rosters and meeting notes. Contact the Chamber of Labour, a trade union or an employment law representative promptly.

Protection against dismissal and termination

There is special protection against dismissal and termination for parental part-time. It begins with the notification, but no earlier than four months before the planned start. It generally ends four weeks after the end of parental part-time, but at the latest four weeks after the child’s fourth birthday. After that, protection against dismissal for motive may apply if dismissal occurs because of the intended or exercised parental part-time.

For terminations under the rules in force since November 2023, the dismissed person can demand a written justification within a short period. The concrete five-day deadline should be checked immediately. Have a dismissal or termination advised immediately, because appeal deadlines can also be short.

Change, extension and return

Family and company processes rarely remain unchanged for years. Employees can in principle request a change once and an early termination once. Additionally, a one‑off extension is possible. The employer also has limited options to request a change or early termination.

Plan each adjustment again with lead time and in writing. After the end of parental part-time, the original working time generally resumes. Clarify in good time from which day the previous weekly hours and work schedule apply. A permanent reduced working time after the end date requires its own agreement.

Three typical practical cases

Case 1: 38.5 hours in a large company

An employee has worked for five years in a company with 80 employees. She plans 28 weekly hours from Monday to Thursday. The reduction exceeds 20 percent, twelve hours are exceeded and the company and employment duration point to the entitlement model. She notifies start, end date, hours and schedule three months in advance.

Case 2: small company with ten employees

A father wants to reduce from 40 to 30 hours. Because of the company size there is no statutory entitlement under the standard model. He proposes an agreed parental part-time with two possible weekly plans and a clear handover rule. He has any rejection justified in writing.

Case 3: same hours, different schedule

A mother already working part‑time wants to keep her 24 hours but start earlier in future and work four instead of three days. She applies only for a change of schedule. The 20‑percent reduction is not required for this; the specific distribution is still subject to coordination.

Common mistakes in the application

Only stating the weekly hours and leaving start, end or schedule open.
Not checking the three‑year period and the regular company size.
Miscalculating the 20 percent and twelve‑hour limits.
Overlooking parental leave periods when calculating employment duration or total duration.
Submitting the application only orally and not securing proof of delivery.
Letting time pass after a rejection even though procedural deadlines are running.
Assuming a permanent part‑time arrangement after the end.

FAQ on parental part-time

Do I have to have previously taken parental leave?

No. Parental part-time is generally possible regardless of prior parental leave. However, parental leave periods can affect employment duration and total duration.

Can both parents take parental part-time at the same time?

Yes, in principle. However, the other parent must not be on parental leave for the same child during that time.

Can I only shift the working times?

Yes. A change of timing with an unchanged number of weekly hours is possible. The application must concretely describe the desired new distribution.

Does the employer have to confirm receipt?

A written confirmation is very useful for evidentiary reasons. According to WKO information, the employer must provide a confirmation of start and duration upon request.

Does my salary automatically decrease?

With fewer working hours, current pay typically decreases proportionally. Allowances, overtime, special payments, social insurance and later pension can have additional effects. Have your specific model calculated.

Conclusion: A complete plan creates clarity

Anyone who wants to apply for parental part-time should prepare four data points precisely: start, duration, extent and timing. In addition, check company size, employment duration, personal eligibility and deadlines. A second realistic weekly plan improves negotiation without losing sight of your core needs.

Send the application with proof of delivery, document every meeting and seek advice promptly in case of rejection. This way a general wish becomes a robust working-time model that makes care and work plannable.

Applying for parental part-time: How hours, scheduling, and deadlines fit together