German full-time employees are increasingly seeking a reduction in their working hours, a trend that has reached a new record high. According to a recent survey conducted by the insurance group HDI, 53% of full-time employees express a desire to reduce their work time. This figure marks the fourth consecutive increase since 2022, the final year of the COVID-19 pandemic, when the rate was 48%.
This shift suggests a fundamental change in priorities for a significant portion of the German workforce, moving beyond the traditional focus on career advancement alone to prioritize work-life balance and personal time. The data comes from the "HDI Professions Study 2025," for which the company commissioned the polling institute Yougov to survey 3,739 German citizens nationwide in June and July of this year.
The study also uncovers a growing preference for working in the public sector over the private sector. When presented with the option of a job with the same duties, 43% of employees stated they would choose a position in the public service, compared to just 40% who would opt for the private sector. This preference is particularly strong among the youngest professionals (under 25) and those aged 45 and older. The private sector was found to be more attractive only to the age group in between.
The primary argument for choosing the public sector is the security it offers, cited by a majority of respondents at 54%. This is followed by a desire for higher retirement benefits (46%), a better net salary (32%), and "less stress" (24%). This trend is gaining momentum; 24% of all respondents said that working for the state has become more attractive to them within the last five years. Among leaders with responsibility for personnel and project management, this sentiment is even more pronounced, with 32% reporting an increased appeal of public service jobs.
Commenting on the findings, HDI CEO Jens Warkentin stated, "In a time of globally growing uncertainty, the need for professional security seems to be growing even among managers." He added, "And because this striving for security has already so strongly affected the youngest, it is not likely to be a temporary phenomenon. This development could intensify in the future."
The survey also explored changing expectations of leaders and the growing role of artificial intelligence (AI) in the workplace. The study found a clear generational divide in what employees value most in their supervisors. For those under 40, "paying attention to my work-life balance" is the second most important trait, cited by 28%. In contrast, this factor is only half as important for those aged 40 and older, for whom it ranks last among the ten criteria listed (14%).
Conversely, 33% of older employees want a leader who "protects the team," while almost a third fewer of their younger counterparts (26%) share this priority. Despite these differences, both age groups agreed that the most important trait for a manager is to provide "equal and fair treatment to everyone and no favoritism." This was deemed slightly more important for the older age group (42%) than for the younger one (38%).
Parallel to these shifts, there is a rising optimism about the positive effects of AI in the workplace. According to HDI, 28% of employees now see "more opportunities than risks" in AI for their company, a significant increase from just 11% in 2023.
The debate over remote work continues to be a key issue, and the study reveals a strong opposition to stricter home office regulations. Over two-thirds (68%) of employees who work permanently or regularly from home are against being recalled to the office or having strict rules about how much they can work remotely. This view is significantly less common among those who work permanently from the company's office, with only 33% opposing stricter rules. In fact, 40% of this group advocates for a general recall to the office or for specific regulations.
The survey also found a correlation between home office and overall job satisfaction. 76% of home office or mobile workers stated, "I like to work," compared to only 71% of those who are permanently at the company's office. The highest percentage (80%) was found among those who work remotely only occasionally. The sentiment of having "fun at work" was also higher for regular home office workers (73%) than for those who work at the company site full-time (69%), with the highest value once again for those who work from home occasionally (77%).
The study also sheds light on notable regional differences in work attitudes. For example, over one-third of all employees in Germany (38%) can imagine working in the defense industry. However, willingness varies significantly by state, with the highest readiness found in Saarland (49%) and Bavaria (48%), while the lowest is in Saxony-Anhalt (30%) and Berlin (31%). Berlin also has the highest fundamental rejection rate for defense industry jobs at 64%, well above the national average of 55%.
Regional differences are also apparent in a more general measure of work ethic. When asked if they believe German employees generally "give their best" at work, respondents in Hamburg were the most convinced at 71%. Saarland ranked at the bottom of this list at 57%, with Saxony-Anhalt and Mecklenburg-Vorpommern only slightly higher at 58% each. The national average stood at 62%.
Finally, the study found a clear divide on the question of whether employees can maintain their current standard of living in retirement. The national average for those who are convinced they can is 26%. However, Bavaria and Berlin have the highest rates at 32%, far ahead of the lowest-ranking states of Saxony (19%) and Thuringia (20%). This confidence also correlates with career path; 36% of those who spent their entire careers in the public service are confident they can maintain their lifestyle in retirement, compared to just 25% of those who worked exclusively in the private sector.
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