The Working Time Act for Events, Hospitality, and Weekend Jobs, Explained Simply

Exactly where work is flexible — event setup until midnight, hospitality on a full Saturday, double shift at the trade fair — the Working Time Act matters most and is ignored most often. Not out of ill will, but because in the rush nobody thinks about whether the break is now due. This article makes the basic logic so clear that applicants and employers recognise the critical points. It does not replace professional guidance — the binding source is the BMAS — Working Time Act — but it sorts what to watch for.

The Working Time Act seems complex but in everyday life comes down to four things:

• Maximum working time: in principle 8 hours per working day, exceptionally up to 10 — but only if the average over a compensation period works out again. "Twelve hours today, it's fine" is no given.
• Breaks: from more than 6 hours of work a rest break is mandatory, more for longer shifts. Break means: really free, not "on call at the bar".
• Rest period: between two working days there is in principle an uninterrupted rest period (usually 11 hours). Late teardown and early delivery the next morning are exactly the typical collision.
• Sunday/public holiday / night: in principle protected, with clearly regulated exceptions for sectors like hospitality and events.

Whoever knows these four recognises 90% of the problem cases in flexible work.

The typical friction points are surprisingly predictable:

• The "pulled-through" event night. Setup, event, teardown in one go — maximum working time and rest period are quickly breached, especially if the next assignment is in the morning.
• The forgotten break in service. When it's busy, the break "is shortened". Exactly then it's mandatory, not negotiable.
• The weekend double. Saturday late, Sunday early — the 11 hours in between come under pressure.
• Several employers. Whoever works at two businesses has their hours counted together. Both sides like to overlook that.

You don't have to know the statutes, but you should know three things:

1. Breaks are your right. A scheduled, real break is not a favour from the boss but standard. A business that habitually "forgets" it is a warning sign (see "Spotting safe jobs").
2. Take the rest period between two jobs seriously. Late shift and right back to early shift is not only exhausting but often not permitted — and a safety risk.
3. Keep hours across multiple jobs in view. When in doubt, say openly that you also work elsewhere — that's relevant to the classification.

For flexible assignments, shift planning is where working-time breaches arise — not by intent but from lack of foresight. Practically helps:

• Plan the shift including realistic teardown, not just until the event ends.
• Write breaks firmly into the plan, not "when it gets quieter".
• Factor in the rest period to the next assignment, especially for weekend doubles.
• Document working time cleanly — that's also your minimum-wage proof (see "Minimum wage 2026 for temporary help and short-term jobs").

For short-term employment the same working-time rules apply; the model question is explained by the Minijob-Zentrale.

In flexible work the Working Time Act is no theoretical superstructure but the difference between a shift everyone gets through well and one that overburdens or endangers someone. Four quantities — maximum working time, breaks, rest period, Sunday/night — suffice for everyday life. The rest is, when in doubt, clarified by an official body, not by gut feeling in the rush. Which flexible shifts fit your realistic availability is best filtered suitably from the start.