Part-time worker

Part time is a comparison, not a fixed number

A part-time worker works fewer hours than a full-time worker in the same organisation. There is no statutory number of weekly hours that makes every role part time. Use the organisation's full-time pattern and the type of contract to identify an appropriate comparator.

The worker may be an employee, agency worker or casual worker. Part time describes the hours arrangement; it does not decide employment status or reduce the person's underlying statutory rights.

Compare treatment on a fair basis

Part-time workers must not be treated less favourably than comparable full-time workers just because they are part time, unless the employer can objectively justify the difference. Compare hourly pay, holiday, pension access, training, promotion and redundancy selection as well as headline salary.

Many benefits can be provided pro rata, in proportion to hours. Others do not divide neatly and need a reasoned approach. The GOV.UK part-time rights guide gives current examples.

Overtime needs particular care. A policy may wait until a part-time worker exceeds normal full-time hours before paying an enhanced rate, provided the comparison is lawful and the contract is clear. Ordinary extra hours still count for working-time and minimum-pay checks.

Date every change in hours

Record agreed days, hours and effective date. Recalculate pay, holiday and benefits from that date rather than rewriting the earlier record. If the change follows a flexible-working request, confirm whether it is permanent or a trial.

Review access to meetings, training and promotion in practice. A policy can look equal on paper while routinely scheduling opportunities when the part-time worker is not working. Northern Ireland employers should use the separate NI rules and comparator guidance.