Contents
What it is for
Without a balancing period, every ten-hour shift would be impermissible. Section 3, second sentence, ArbZG permits them where an average of eight hours a working day is reached again. The balancing period says over what time that is calculated.
The business chooses between six calendar months and 24 weeks. Both stand as alternatives in the act; the choice should be documented so that in an inspection it is clear what the calculation rests on.
Extension only by collective agreement
Under section 7(1) no. 1 ArbZG, a collective agreement, or a works agreement based on one, can provide for a longer balancing period. Without collective bargaining coverage, six months or 24 weeks stands; a works agreement alone is not enough.
Not to be confused with the balancing period for rest periods: where the rest period is shortened to ten hours under section 5(2) ArbZG, the balance has to be restored within one calendar month or four weeks.
Example: twelve weeks with extra work
- Balancing period 24 weeks, budget 48 h × 24 = 1,152 hours.
- Twelve weeks at 55 hours each: 660 hours used.
- Remaining: 1,152 − 660 = 492 hours for twelve weeks.
- That leaves 41 hours per remaining week. The balance therefore has to be planned.
Common mistake
The balancing period gets kept as a rolling window but is never evaluated. Anyone doing the arithmetic only at the end finds that the balance can no longer be achieved.
This is not legal advice; for a specific case at your workplace you are better off asking someone qualified to give it.
Published by: AMNAU GmbH
Editorial responsibility: Ugur Aydogan, Product development.
Last reviewed: 2 September 2026