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

Parental part-time can make returning to work and caring for a child much easier. But the decisive step is not just the desired number of weekly hours. The start, duration, extent and timing of working hours must fit together. Anyone who simply writes "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 issue.

This guide shows how employees in Austria "Apply for parental part-time",, which requirements apply and how a viable weekly schedule can be prepared. The information is current as of August 2026 and provides general guidance. In case of disputed deadlines, a rejection or a planned termination of the employment relationship, 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 in the same household as the child 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 at the company, and your employment relationship has been uninterrupted for at least three years at the time of commencement.
Hours band: With a reduction, the previous normal working hours are generally reduced by at least 20 percent; at least twelve hours per week remain.
Complete notification: Beginn, Dauer, Ausmaß und Lage der Arbeitszeit werden schriftlich genannt.
Frist: Je nach Beginn wird unmittelbar rund um die Schutzfrist oder grundsätzlich spätestens drei Monate vor dem gewünschten Start gemeldet.

Wenn nicht alle Voraussetzungen des gesetzlichen Anspruchs erfüllt sind, kann eine vereinbarte Elternteilzeit möglich sein. Eine frühe und konkrete Verhandlung ist dann besonders wichtig.

Anspruch oder Vereinbarung: der wichtigste Unterschied

Ein gesetzlicher Anspruch besteht grundsätzlich, wenn im Betrieb mehr als 20 Arbeitnehmerinnen und Arbeitnehmer beschäftigt sind und das Arbeitsverhältnis beim Beginn der Elternteilzeit bereits drei Jahre ohne Unterbrechung gedauert hat. Zeiten einer Karenz werden dabei berücksichtigt. Zusätzlich müssen die persönlichen Voraussetzungen erfüllt sein.

If the required company size or the three-year period of employment is missing, parents can seek an agreement with the employer. This form can also extend up to the applicable maximum deadline. The employer must provide a written justification for a refusal in accordance with the current rules. While this does not replace an agreement, it does create a clear basis for advice and further steps.

The distinction is practically relevant because the procedure differs when there is disagreement. Under the entitlement model the focus is primarily on the concrete arrangement. Under the agreement model the question of whether it should be granted at all may already be disputed. Court deadlines can be short in both situations. A refusal should therefore be examined 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 requirements. Both parents can in principle exercise parental part-time at the same time, unless one of them is on parental leave for the same child. The arrangements 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 reserved only for full-time employees. An existing part-time arrangement can be further reduced as long as the statutory range of hours is observed. A mere change in the scheduling of working hours can likewise 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 until the next childcare semester, but with an eye to kindergarten, school entry, holidays and possible changes in everyday family life.

For a coordinated distribution of tasks around the birth, the jobspot.at-guide to Papamonat and its notification deadlines. Paternity month, parental leave, and parental part-time work are legally separate instruments and each requires its own schedule.

How long parental part-time work can last

For notifications since November 1, 2023, parental part-time work can generally last until the child reaches the age of eight. However, the total duration of the legal entitlement is limited to seven years. From this timeframe, the maternity protection period after birth and parental leave periods taken by both parents, among other things, are deducted. Depending on the date of birth, the distribution of parental leave, and the planned start date, the individual end date may therefore be earlier.

The exact end date should not be estimated. Compare the date of birth, maternity protection period, parental leave periods of both parents, and the planned start date side by side. In the case of a later school entry, additional special rules apply, which must be checked on a case-by-case basis. The official information on oesterreich.gv.at on parental part-time work explain the timeframe.

How much must working hours be reduced?

Anyone reducing their weekly hours must observe two limits in the legal entitlement model: the previous weekly standard working time must be reduced by at least 20 percent, and the remaining working time must be at least twelve hours per week. The concrete calculation looks like this:

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

These are statutory limits and not an automatic recommendation. For a viable model, caregiving responsibilities, income, the commute, rest periods, team meetings and the actual workload all count. Someone who continues to work 30 hours but in future wants to work four instead of five days, or to start at different times, can also apply only for a change to the timing of their working hours.

Work schedule: why the distribution is just as important

In practice, applications rarely fail because of the math alone. Conflicts are more likely to arise over weekdays, start and end times, core hours, or rotating work schedules. Therefore, formulate a concrete weekly plan. 'Monday through Thursday, 8 a.m. to 2 p.m. each day' is more negotiable than 'mornings flexible'.

Review the following points before the meeting:

Opening and closing times of the care arrangement, including travel time,
regular team meetings, handover meetings, and client appointments,
operational peak times and necessary coverage,
possible work-from-home days without mixing work and care,
vacation arrangements and planned exceptions,
a realistic backup model in case the first proposal is not implementable.

Working from home is not childcare. A solid model separates focused working time and supervision even on telework days. Those who prepare the entire return to work can find in the jobspot.at-guide on Return to work after parental leave additional guidance on handover and clarification of roles.

What deadline applies for the application

If parental part-time is to begin immediately after the protection period, the mother must generally submit the notification during the protection period. The father must generally report an immediate start no later than eight weeks after the birth. If parental part-time begins later, a written three-month advance notice usually applies.

If there is less time between the end of parental leave and the desired start, special situations can arise. Even a very short period of parental part-time can affect the lead-time calculation. Therefore, do not rely on a date in your personal calendar. First determine the legally planned start and have the deadline checked if you are unsure.

The Chamber of Labour on parental part-time and the WKO on entitlement and agreement present the reporting deadlines and requirements concisely.

How to write a complete application

The notification should be made in writing and include four key pieces of information:

Start: first day of the desired model,
Duration: specific end date,
Workload: gewünschte Wochenstunden,
Location: Arbeitstage sowie Beginn und Ende der täglichen Arbeitszeit.

Add the child's name and date of birth, a note on the shared household or custody and, if relevant, the requirements for the statutory entitlement. Send the notification in a way that ensures proof of receipt. A personal handover with acknowledgement of receipt, a registered letter or a company digital process with confirmed receipt are suitable methods.

Template for the letter

Subject: Notification of parental part-time

I hereby notify parental part-time for my child [Name, Geburtsdatum]. A shared household or my custody is in place.

I apply for parental part-time from [Beginn] until and including [Ende]. My weekly working hours shall be [Zahl] hours and shall be distributed as follows: [Wochentage sowie Beginn und Ende].

I am available for a coordination meeting. As an alternative arrangement, I can envisage [Ersatzmodell]. Please confirm receipt and the agreed arrangement in writing.

The template is deliberately factual. Explain the care situation only as far as necessary for planning. Do not include sweeping reservations that could turn the clear request into a non‑binding inquiry.

Prepare the conversation with the employer

A good request not only describes the private need but also makes the operational implementation visible. Prepare one page with desired working hours, a concrete weekly distribution, handovers and cover. Distinguish between points that are essential and options where you have flexibility.

A simple negotiation matrix helps:

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

Those who weigh the financial effects of different working-time models can additionally consult the guide on Part-time, Career and Salary in Austriause. An individual gross-to-net and social insurance calculation should be provided by the payroll department or an advisory office.

What happens in case of disagreement?

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

The details are time-bound. The WKO on the procedure and protection against dismissaldescribes negotiation steps, the possible involvement of the works council and legal deadlines. Companies and employees should therefore not leave a written rejection or a counterproposal unanswered.

Do not unilaterally be absent from work at the requested times until the matter is clarified. Keep copies of the application, proof of delivery, response, duty rosters, and notes from discussions. Contact the Chamber of Labour, your trade union, or an employment-law representative promptly.

Protection against dismissal and termination

Special protection against dismissal and termination applies to parental part-time work. It begins with the notification, but no earlier than four months before the planned start. It generally ends four weeks after the end of the parental part-time period, but at the latest four weeks after the child’s fourth birthday. After that, protection against dismissal on the grounds of the intended or exercised parental part-time may apply.

For terminations under the rules in force since November 2023, the dismissed person can request a written justification within a short period. The specific five-day deadline should be checked immediately. Seek immediate advice on a termination or dismissal, because deadlines for contesting them can also be short.

Changes, extensions, and return

Family and company routines rarely remain unchanged for years. Employees can, in principle, request a change once and an early termination once. Additionally, a one-time extension is possible. Employers also have limited options to request a change or early termination.

Plan each adjustment again with advance notice and in writing. After the end of parental part-time, the original working hours are generally reinstated. Clarify in good time from which day the previous weekly hours and work schedule apply. A permanently reduced working time after the end date requires a separate agreement.

Three typical practical cases

Case 1: 38.5 hours in a large company

An employee has worked for five years at a company with 80 employees. She plans 28 hours per week from Monday to Thursday. The reduction exceeds 20 percent — twelve hours — and the company's size and her length of employment indicate she qualifies under the entitlement model. She notifies the start date, 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’s size, there is no statutory entitlement under the standard model. He proposes an agreed parental part-time arrangement with two possible weekly schedules and a clear handover rule. He asks for any rejection to be justified in writing.

Case 3: same hours, different schedule

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

Common mistakes when applying

Only stating the weekly hours and leaving start, end, or timing unspecified.
Failing to check the three-year period and the regular size of the business.
Incorrectly calculating the 20-percent and twelve-hour limits.
Overlooking qualifying periods relating to length of employment or total duration.
Submitting the application only orally and failing to secure proof of receipt.
Letting time lapse after a rejection, even though procedural deadlines are running.
Automatically assume permanent part-time after the end.

FAQ on parental part-time.

Do I have to have been on parental leave beforehand?

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

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

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

Can I only change my working hours?

Yes. A change in the timing while keeping the same number of weekly hours is possible. The application must specifically describe the desired new arrangement.

Does the employer have to confirm receipt?

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

Will my salary automatically decrease?

With fewer working hours, ongoing pay typically decreases pro rata. 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 details precisely: start, duration, extent and timing. This also involves checking company size, length of employment, personal eligibility and deadlines. A second realistic weekly schedule improves negotiations without losing sight of one’s core needs.

Submit the application in a verifiable manner, document every conversation and seek advice promptly if it is rejected. That way, a general wish becomes a reliable working-time model that makes childcare and work plannable together.

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