Legal Information
Understanding the Wissenschaftszeitvertragsgesetz (WissZeitVG)
To navigate the German academic system successfully, it is essential to understand the legal framework that governs employment at universities and federally funded non-university research institutes. The WissZeitVG regulates fixed-term employment contracts for academic and artistic staff at public universities and non-university research institutes in Germany, if these positions are linked to qualification goals (such as doctorates or habilitations) or third party funded projects. It does not apply to professors or permanently employed academic and artistic or non-academic staff.
The WissZeitVG defines how long researchers may be employed on temporary contracts during their qualification phases or third-party funded research. Currently the maximum duration of fixed-term contracts for predoctoral and postdoctoral employment is six years respectively; unused time from the predoctoral qualification phase can be added to the postdoctoral period.
Why the System Has Been Criticized: The #IchBinHanna Campaign
In recent years, the WissZeitVG has become the subject of significant public debate. The #IchBinHanna movement, which was widely publicized in 2021, highlighted the challenges created by short contract cycles and limited long-term perspectives and their effects on researchers’ personal and professional lives.
Thousands of early-career researchers shared experiences of successive fixed-term positions, uncertainty and structural barriers especially for international scholars, parents, and other groups disproportionately affected by instability in academia. The debate reinforced the need for more predictable career paths and clearer institutional responsibilities.
Reform Efforts Since 2023
In response to the criticism, the Federal Ministry of Research, Technology and Space (BMBFTR) initiated a reform process. Key points for a revised WissZeitVG were published in March 2023, followed by a draft bill (“Referentenentwurf”) in June 2023. The BMFTR aims to increase transparency and improve working conditions for early-career researchers by reforming contract structures, qualification phases, and extension rights.
Key Elements of the Proposed Reform
The draft legislation introduces several changes:
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Longer minimum contract durations: A minimum of three years for an initial doctoral contract and a minimum of two years for a postdoctoral contract
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Priority of qualification over third-party funding in fixed-term contracts: The reform established a priority of qualification goals over third-party funding to ensure that researchers retain rights such as contract extensions for parental leave, caregiving duties, or illness-related interruptions.
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New maximum duration for the postdoctoral phase: Introduction of “4+2”-model, which proposes that a four-year qualification period may only be followed by a further two-year contract if the institution provides a binding prospect of a permanent or tenure-track position. While these changes to the maximum duration aim to improve contract stability, they do not guarantee permanent positions. Specifically, there is no legal entitlement to follow-up funding with a permanent contract after fixed-term employment ends.
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Strengthened extension rights: Extensions linked to parental leave, caregiving duties, and health‑related interruptions would be made more robust. While the WissZeitVG already allows extensions for such reasons (see § 6 (2) WissZeitVG), the reform would standardize the procedures and make the extensions automatic where applicable.
Current Status (Spring 2026)
Although the reform has progressed through political discussion, it has not yet been enacted. The current WissZeitVG therefore remains in effect until new legislation is adopted.
Universities and research institutes continue to assess the proposed changes, and several aspects remain under debate, including how the “4+2”-model could be implemented in practice and whether sufficient permanent positions will be available. Opinions within the academic community differ: some view the reform as an important step, while others argue that it may exacerbate the precarious employment of postdocs and demand meaningful structural changes.
What This Means for Postdocs Today
At present, postdoctoral researchers work within a system in transition. It remains important to understand how existing regulations apply, which rights and extension options are available, and how potential reforms may affect future contract structures. Postdocs are encouraged to seek clarity on contract durations, expectations and prospects for subsequent positions as they navigate their individual career paths.
Postdoc Representation and Advocacy Networks
Initiatives such as the German Postdoc Network and the postdoc representative bodies at the Max Planck Society, Helmholtz Association and other research institutes are actively lobbying for better employment conditions. These organizations run working groups where researchers can get involved and contribute to advocacy efforts aimed at improving postdoctoral employment policies in Germany.
Links (selected):
Wissenschaftszeitvertragsgesetz (WissZeitVG) (German)
Gesetzentwurf der Bundesregierung zur Änderung des Befristungsrechts für die Wissenschaft (German)