Morning and afternoon breaks

How long does a break have to be to count? Not every interruption qualifies as a legally required break. Find out how long breaks need to be to count—and when they don’t count legally.

When can the morning snack break be counted toward the total?

For a morning break (e.g., a 15-minute paid break) to be considered a statutory break, the following criteria must be met:

1. Effective rest / a real break

• Employees are not working

• can use the break as they wish

👉 Only then does it meet the legal definition of a break (rest/meal)

2. Timing of the break

• The break must fall roughly in the middle of the workday

👉 Taking a break early in the morning can be problematic:

• If it is too close to the start of the workday, it is generally not considered a genuine break under the law

3. Minimum duration met

Example:

• If you work more than 5.5 hours → you need at least a 15-minute break

👉 A 15-minute snack break can fully meet this requirement (if timed correctly)

❌ When is it not able to be counted toward the total?

The mid-morning break does NOT count as a statutory break if:

• it is too early in the day (e.g., right after starting work)
• does not allow for true relaxation
• it is just a brief interruption in the workflow
• it is granted in addition to the legally required break

👉 In that case, it remains an additional, paid short break (a nice-to-have, but not legally required)

Typical real-world scenarios

Legal break vs. paid break

A clear distinction is needed:

1. Legal break
   • will be deducted
   • must meet minimum requirements
2. Paid short break (morning snack)
   • remains working time
   • may be counted toward the total—but only if defined correctly

What is the minimum length of a single break?

Rule of thumb: at least about 10–15 minutes

Why?

• The minimum required break under the law is 15 minutes (for shifts of more than 5.5 hours)
• At the same time, the law states:
  → A break should be used for rest

👉Very brief interruptions:

• do not provide true relaxation
• are therefore often not considered breaks, but rather interruptions in work

Conclusion

A paid snack break may be considered a statutory break
❗ but only if they:

• is chronologically accurate
• a real break
• meets the minimum duration requirement

👉 In many companies, employees are therefore deliberately required to stay at their workstations during their lunch break to ensure they are legally compliant. If employees are not allowed to leave their workstations, the break is considered working time and must be paid.