Re-entry and compatibility

So that the re-entry succeeds: What can companies do?

Text last updated: 2024-02-22

What legal measures make it easier to return to work?

Back at work after a break: adjustments to their working environment make it easier for returnees to reintegrate after parental leave or a longer period of illness. Be it greater flexibility to be able to pick up the child from childcare at a certain time or the desire for shorter working hours: There are various legal options for those returning to work and companies to be able to meet the needs of employees.

These legal instruments enable greater flexibility in everyday working life:

Part-time bridging

Since January 1, 2019, employees have been able to apply for "part-time bridging" and work part-time for a fixed period of up to five years. They then automatically return to the originally agreed working hours. No specific reasons need to be given for applying for bridging part-time work. However, an entitlement only exists if certain conditions are met: For example, the company must generally employ more than 45 employees and the employee's own employment relationship must have existed for more than six months. If you apply the bridge part-time model, your employees have the guarantee that they can return to their previous number of hours after the specified period has expired. In the meantime, however, they are not entitled to an extension, reduction or early return to their previous working hours. This offers both you and the employees planning security. The agreement can be changed by mutual agreement at any time. The law also stipulates different deadlines for reapplication depending on the situation.

Other part-time models

The Part-Time and Fixed-Term Employment Act (TzBfG) stipulates that employees can reduce their working hours under certain conditions. Bridging part-time work is just one of many options. In addition to the classic reduction in working hours of a few hours a day or whole days a week, job sharing is also conceivable, for example. This involves two or more employees sharing a full-time position. They can then agree among themselves the times at which they will work and which tasks they will each take on in order to complete the entire workload together. The best way to find out which model suits the company and the employees is to discuss it together.

Child sick days

Child sick days play an important role in the challenge of balancing family and career after returning to work, but also in regular working life. They allow parents to look after their children at home in the event of illness or when childcare and school facilities are closed. You can find the current regulations on children's sick days in the article "Sick child - What now?" here on Familienportal.NRW.

Five tips for organizing a successful return to work

Whoever returns to work after a break faces a number of challenges: The requirements of the job have changed, the company has evolved or new tools are being used in everyday working life. How can companies support the return to work? In the competition for skilled workers, companies are well advised to establish re-entry-friendly structures. The following factors play an important role in this:

  • Approaching potential applicants
    The aspect of external communication - for example through job advertisements or advertising measures - should not be underestimated. Almost every company has employees who have been on parental leave. As testimonials, they can send a signal: We have experience of returning to work and are prepared to get involved.
  • Enabling time flexibility
    People returning to work are usually in a new phase of life and therefore also have new needs in their professional lives. Time flexibility is an important factor here. In addition, certain benefits can increase the attractiveness as an employer for this target group in particular. For example, are there opportunities to offer childcare in the company? Or could it make sense to set up a hotline that employees can contact with questions and problems independently of work?
  • Onboarding and technical support
    Even during parental leave or a gap year, time does not stand still. Anyone returning to work after a longer break has to deal with many new things - from the corporate culture, which may have evolved, to the newly introduced computer programs. This is why a good induction is not only important for new employees, but also for those returning. Clarify at an early stage what know-how is still available and where support is needed - in the form of training on technical aspects as well as work processes. You should also ask at regular intervals whether the person is coping. In order to create points of contact on a human level, it can be useful to provide the person returning to work with a mentor. At the beginning, this person provides support in everyday working life and can also point out changed structures.
  • Creating the right corporate culture
    When it comes to reintegration, companies often think from the perspective of the person returning to work. However, it is at least as important to include all team colleagues. For example, it is important to consider what freedoms and support measures you can offer them, so that there is no impression of favoritism, for example. This is the only way to create mutual understanding.
  • Be a role model
    The decisive factor for the corporate culture is the example you set as a manager. If you bring your children to work from time to time, it is immediately clear to employees that it is okay for them to do the same if necessary.

Plus point for attractive employers

In today's world, flexibility is an important aspect that makes a company attractive to employees. The ability to organize their working day individually and in line with their needs and, in combination with the legal options, to respond to childcare requirements at short notice makes it easier for employees to combine family and career.

Good company examples from practice

Where can I find help and advice?

Information on the requirements and application procedure for bridge part-time work can be found on the portal of the Federal Ministry of Labor and Social Affairs.

For detailed information on children's sick days and children's sick pay, please contact the Federal Ministry of Health.

The German Trade Union Confederation offers lectures, workshops and advice for companies on various reconciliation topics.