
A Researchers’s Guide to Academic Fixed-Term Contracts in Germany
For a researcher, Germany’s complex research system, the Wissenschaftszeitvertragsgesetz (WissZeitVG) – the Act on Fixed-Term Contracts in Academia – is both a defining framework and a source of anxiety.
Designed to regulate temporary academic employment, this federal law aims to support academic qualifications while limiting permanent contracts. However, its complications and implications often leave postdocs and international researchers with questions about their rights, career paths, and futures.
In the *Tbh-Conference session “WissZeitVG!? Everything You Need to Know (or Didn’t Dare to Ask) About the “German Academic Fixed-Term Contract Act”, Anne Schreiter talked with Tracy Wietecha, Spokesperson of the Max Planck PostdocNet and Katharina Lemke, Legal advisor at Deutscher Hochschulverband about the complexities of the Wissenschaftszeitvertragsgesetz (WissZeitVG) and its impact on academic careers in Germany.
Why WisszeitVG Exists
The WissZeitVG was established to comply with EU regulations that order open-ended contracts as the norm while allowing specific exceptions for fixed-term contracts. In Germany, the law provides a framework for academia, reflecting the need for flexibility in research positions and acknowledging the time-limited nature of many academic projects.
WissZeitVG applies uniformly across Germany’s universities and research institutions, outlining four primary circumstances under which fixed-term contracts are allowed:
- Pre-PhD Phase: Up to six years before completing a doctorate.
- Postdoc Phase: Up to six years after earning a PhD.
- Third-Party Funding: Positions tied to externally funded research projects.
- Student Positions: Employment tied to ongoing studies.
These provisions are designed to facilitate academic qualification and mobility while maintaining strict limits on the duration of temporary contracts. However, the WissZeitVG is not without its critics. There are many concerns about its impact on career stability and the immense pressure it places on researchers to secure permanent positions within strict timeframes.
The law’s one-size-fits-all approach can be particularly challenging in fields with longer qualification milestones, such as humanities and law.
As an international researcher, you may often struggle to navigate its complexities, and the variability in its implementation across institutions only adds to the confusion. While the WissZeitVG aims to provide structure, it also exacerbates the precariousness of academic careers in Germany.
The “Race Against Time”
WissZeitVG creates an implicit “expiration date” for academic careers. Postdocs often feel immense pressure to secure a permanent position within the allowed timeframe. For most of you, the question becomes: what am I qualifying for? While the law assumes the goal is a professorship, the extended timelines and lack of guaranteed pathways create significant uncertainty. Often researchers must start applying for professorships midway through their eligibility period, knowing that the hiring process can take up to two years.
For internationals the nuances often catch non-German researchers off guard. So keep in mind:
- Only academic employment contracts in Germany count toward your fixed-term allowance under WissZeitVG. Time abroad, stipends, or unpaid visiting scientist roles do not use up your 6+6 limit. However, completing your PhD faster than six years (regardless of location) can free up extra time to be added to your postdoc period.
- Contracts and extensions often requires engaging with HR departments, which may not always accommodate non-German speakers.
- You may only discover the law’s implications late in your contracts, creating avoidable stress. Try to avoid the knowledge gaps – stay informed!
The 6+6 Year Rule
The so-called “6+6 year rule” is often misunderstood. While the law allows for six years before and after a PhD, these limits are not absolute.For example, if you complete your PhD in four years, the two unused years can be added to your postdoc phase.
Extensions are possible in specific circumstances, such as parental leave or disability. Each child under 18 grants an additional two years to the maximum period.
Keep in mind:
The law does not guarantee a right to 12 years of fixed-term contracts. Instead, it provides a maximum allowance, leaving final employment decisions to universities and research institutions. Contracts can (and often do) end earlier.
Addressing Common Questions from the Field
During discussions about WissZeitVG, a range of critical and practical questions emerged from participants:
- How long would a new law take if started from scratch? The legislative processes in Germany can be extended. A new law would likely require several years, especially with the current lack of political continuity.
- Does time spent abroad reset the postdoc “counter”? No, time spent abroad does not reset the clock. The “counter” considers the time spent working on academic qualifications, regardless of location.
- Do third-party funds count toward the six years? Yes, contracts funded by third-party grants count toward the six-year postdoc period.
- Can one be hired indefinitely on third-party funding? While there is a perception of a “loophole,” indefinite hiring is not guaranteed. After significant time beyond the maximum period, legal risks emerge for the institution.
- How can researchers check their “counter”? This should be clarified with the HR department at your institution. Keep detailed records of your contracts and employment history.
- Do unused years from the PhD phase transfer automatically? Yes, unused years from the pre-doc phase are typically added to the postdoc phase without requiring an application.
- What happens after the 6+6 years? After reaching the limit, further employment on fixed-term contracts for qualification purposes is not allowed under WissZeitVG. Permanent positions or contracts tied to third-party funding may still be possible, but they are institution-dependent and not guaranteed.
- Did the pandemic grant extensions? Yes, for those employed during the pandemic, a one-year extension was introduced. But this depended on the type of contract and institutional policies.
- Do different HR departments calculate “elapsed time” differently? Variations can occur. Ensure to communicate clearly with HR and provide all relevant documentation.
- Do part-time contracts or stipends count? Only contracts with more than 25% employment count. Stipends do not contribute to the elapsed time under WissZeitVG.
- Does the law apply to research technicians? WissZeitVG is specific to academic qualification positions. Research technicians are generally outside its scope unless explicitly employed under its provisions.
- What about unpaid visiting scientist roles? Unpaid positions do not count toward the WissZeitVG limits.
Key Takeaways:
- Track Your Timeline: Maintain accurate and detailed records of your employment, including contract percentages, funding sources, and key dates such as PhD start and end points.
- Engage with HR: Ensure clarity on how your “counter” is calculated. Regular communication with HR can help avoid misunderstandings.
- Advocate for Yourself: Ask questions about extensions, eligibility, and rights. Familiarize yourself with institutional resources like onboarding guides and legal advisors.
- Think Strategically: Use the WissZeitVG timeline as part of your broader career strategy. Whether aiming for a professorship or transitioning to industry, plan your steps early.
- Use Networks: Connect with postdoc associations, unions, or networks like Max Planck’s PostdocNet. These groups offer resources, shared experiences, and advocacy for researchers navigating the system. GEW (Gewerkschaft Erziehung und Wissenschaft) offer advisory services and advocate for fairer laws.
- Know Your Rights: Familiarize yourself with the nuances of WissZeitVG. For instance, parental leave and part-time contracts may impact your timeline in ways that work to your advantage.
- Consider Career Strategy: Reflect on your long-term goals. Is a professorship your ultimate aim, or are there alternative paths in academia or industry that align better with your aspirations? Understanding your end goal can help you make strategic decisions within the constraints of WissZeitVG.
The Bigger Picture
While WissZeitVG aims to provide structure, it also highlights the precarious nature of academic careers in Germany. Researchers like you are left to navigate a maze of rules and exceptions while balancing their career aspirations. For those balancing the promise of academic freedom against the realities of fixed-term employment: understanding the law is not just helpful—it’s essential.
Our Partners
The *Tbh-Conference was supported by AlumNode – your network by Klaus Tschira Stiftung, and made possible by funding from the foundation Klaus Tschira Stiftung. Thank you to TwentyOne Skills for the support!