Understanding Part-Time Work
Part-time work is a common and flexible form of employment in the UK, offering a valuable alternative to traditional full-time roles. Understanding what counts as part-time work, how it compares to other job types, and why people choose it can help you make informed decisions about your own working arrangements.
In the UK, there is no fixed legal definition for “part-time work” based on a specific number of hours. Instead, a part-time worker is generally someone who works fewer hours than a full-time employee in the same organisation. Full-time hours are typically considered to be around 35 to 40 hours per week, but this can vary depending on the employer and industry.
For example, if most employees at a company work 37.5 hours per week, anyone working less than this—such as 20 or 25 hours—would usually be considered part-time. The exact number of hours isn’t as important as the fact that it’s less than what’s classed as full-time for that employer.
Part-time employment stands apart from other Types of Employment such as full-time, fixed-term, or zero-hours contracts. The main difference lies in the number of contracted hours:
Full-time workers typically have set hours close to a standard working week (usually 35–40 hours).
Part-time workers have a regular pattern of work but with fewer hours than full-time staff.
Zero-hours contracts offer no guaranteed hours, while part-time roles usually have a minimum agreed number of hours per week.
Part-time employees can work in any sector and hold positions at any level, from entry-level jobs to senior management.
There are many reasons why someone might opt for part-time work, including:
Work-life balance: Many people choose part-time roles to better balance work with family commitments, studies, or other responsibilities.
Health reasons: Some individuals work part-time due to health issues or disabilities that make full-time work challenging.
Phased retirement: Older workers may reduce their hours as they approach retirement.
Pursuing other interests: Part-time work can allow time for volunteering, hobbies, or starting a business.
Employers may also offer part-time positions to meet business needs, such as covering busy periods or providing flexibility in the workforce.
It’s crucial for both employers and employees to understand that part-time workers are protected by law. The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 ensure that part-time employees must not be treated less favourably than comparable full-time workers simply because they work fewer hours. This applies to pay rates, holiday entitlement, pension opportunities, training, and career progression.
For example, if a full-time worker receives a certain benefit, a part-time worker should receive the same benefit on a pro-rata basis (in proportion to the hours they work). If you believe you are being treated unfairly because you work part-time, you have the right to challenge this.
Understanding your rights as a part-time worker is the first step to ensuring fair treatment at work. For more on how part-time roles fit into the wider world of employment, see our guide on Types of Employment.
Legal Rights of Part-Time Workers
Part-time workers in the UK are protected by the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000. These regulations make it unlawful for employers to treat part-time employees less favourably than comparable full-time staff simply because they work fewer hours. The law aims to ensure that part-time workers have the same rights and benefits as their full-time colleagues, unless different treatment can be objectively justified by the employer.
Under the regulations, part-time workers must not be treated less favourably in any aspect of their employment compared to someone doing a similar job on a full-time basis. This means you cannot be discriminated against just because you work part-time. For example, you should have the same access to training, promotion opportunities, and career development as a full-time worker in a similar role.
Employers can only treat part-time workers differently if there is a genuine reason that can be objectively justified. This might include business needs or specific operational requirements, but these reasons must be fair and not based on the fact that you work part-time.
The law requires that part-time workers receive pay and benefits that are proportionate to those of full-time employees. This is often referred to as being on a “pro rata” basis.
Pay: If a full-time worker earns a certain salary for a 40-hour week, a part-time worker doing 20 hours should receive half that salary, assuming the roles are otherwise identical.
Holidays: Part-time workers are entitled to the same amount of paid holiday as full-time staff, calculated on a pro rata basis. For example, if a full-time employee gets 28 days of annual leave, a part-time worker working half the hours would be entitled to 14 days.
Pensions and Benefits: Access to workplace pensions, sick pay, maternity or paternity leave, and other benefits must also be provided on a pro rata basis, unless there is an objective justification for treating part-time workers differently.
Training and Promotion: Part-time workers should be given the same opportunities for training and promotion as full-time staff.
Less favourable treatment occurs when a part-time worker is treated worse than a comparable full-time worker, and there is no objective justification for this difference. Some examples include:
Being paid a lower hourly rate than full-time colleagues for the same work.
Receiving fewer benefits, such as bonuses or staff discounts, without a valid reason.
Being excluded from training sessions or staff meetings that are relevant to your role.
Not being considered for promotion or career development opportunities because of your part-time status.
If you are treated differently and it cannot be justified by the employer, this may be a breach of your legal rights.
If you believe you are not receiving fair treatment as a part-time worker, there are steps you can take:
Talk to Your Employer: Start by raising your concerns informally with your manager or HR department. Sometimes, issues can be resolved quickly through discussion.
Put Your Complaint in Writing: If informal discussions do not help, you can make a formal complaint in writing. Clearly outline the ways you feel you have been treated less favourably and refer to the Part-Time Workers Regulations if possible.
Seek Advice: You may want to get advice from a trade union, an employment adviser, or a legal professional to understand your options.
Employment Tribunal: If the issue is not resolved, you have the right to take your case to an employment tribunal. There are time limits for making a claim, usually within three months of the alleged unfair treatment.
Employers are not allowed to dismiss or treat you unfairly for asserting your rights under these regulations. If you face any negative consequences for raising concerns, this could be considered victimisation, which is also against the law.
Understanding your rights as a part-time worker ensures you are treated fairly at work and receive the benefits and protections you are entitled to by law.
Pay and Benefits for Part-Time Workers
Part-time workers in the UK are legally entitled to receive fair treatment when it comes to pay and workplace benefits. The law protects part-time employees from being treated less favourably than comparable full-time workers, ensuring they receive the same hourly rate of pay, access to benefits, and holiday entitlement on a pro-rata basis. Here’s what you need to know about your rights as a part-time worker regarding pay and benefits.
Under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, employers must ensure that part-time employees are paid at the same hourly rate as full-time colleagues doing the same job. This means that if you work fewer hours, your pay should reflect the hours you work, but the rate per hour should be equal to that of a full-time employee in a similar role.
Example: If a full-time worker earns £12 per hour for a 40-hour week, a part-time worker in the same role should also earn £12 per hour, even if they work only 20 hours a week.
Part-time workers are entitled to the same holiday pay and sick pay rights as full-time workers, but these are calculated on a pro-rata basis according to the number of hours or days worked.
By law, full-time workers are entitled to a minimum of 5.6 weeks’ paid holiday each year (which usually amounts to 28 days for someone working five days a week). Part-time workers receive a proportion of this entitlement based on how many days or hours they work.
Example: If you work three days a week, your statutory holiday entitlement would be 3 days x 5.6 weeks = 16.8 days of paid holiday per year.
Part-time workers may qualify for Statutory Sick Pay (SSP) if they earn at least the lower earnings limit and meet other eligibility criteria. The amount you receive will depend on your earnings, not your working hours. Some employers also offer occupational sick pay schemes, and part-time workers must have equal access to these on a pro-rata basis.
Part-time employees have the right to access workplace benefits such as pension schemes, bonuses, staff discounts, and training opportunities. Employers must not exclude part-time staff from these benefits simply because they work fewer hours.
If you meet the eligibility criteria for auto-enrolment (such as age and earnings), you must be offered the same workplace pension scheme as full-time staff. Your contributions and employer contributions will be based on your actual earnings.
Bonuses, overtime pay, and other benefits like health insurance or childcare vouchers should be offered to part-time workers on the same terms as full-time staff, with adjustments made on a pro-rata basis where appropriate.
Example: If a full-time worker receives a £1,000 annual bonus, a part-time worker who works half the hours would be entitled to a £500 bonus, provided performance and other conditions are met.
“Pro-rata” means “in proportion.” For part-time workers, pay and benefits are calculated based on the proportion of hours or days worked compared to a full-time employee. This ensures fair treatment and prevents discrimination.
Example: If a full-time role is 40 hours per week and you work 20 hours, you are working 50% of full-time hours. Therefore, you should receive 50% of the full-time salary, holiday entitlement, and any other benefits that are based on hours or days worked.
There are several misunderstandings about the rights of part-time workers:
Myth: Part-time workers don’t get paid holidays. Fact: Part-time workers are legally entitled to paid holiday on a pro-rata basis.
Myth: Part-time workers can be paid a lower hourly rate than full-time staff. Fact: The hourly rate must be the same for comparable work.
Myth: Part-time staff don’t qualify for workplace pensions or bonuses. Fact: Part-time workers must have equal access to these benefits, with pro-rata adjustments where necessary.
Myth: Sick pay is only for full-time staff. Fact: Part-time workers are entitled to Statutory Sick Pay if they meet the eligibility criteria.
If you believe you are being treated less favourably because you work part-time, you have the right to request a written statement from your employer explaining the reasons. If you are not satisfied with their explanation, you may be able to challenge this treatment through a grievance procedure or employment tribunal.
Understanding your rights as a part-time worker can help ensure you receive fair pay and benefits, and can give you the confidence to speak up if you think you are being treated unfairly.
Working Hours and Flexibility
Part-time work offers a wide range of options when it comes to working hours and flexibility. Understanding your rights and how the law protects you can help you make informed decisions about your work schedule and ensure you are treated fairly.
Part-time workers are generally defined as those who work fewer hours than a full-time employee, typically less than 35-40 hours per week. There is no fixed number of hours that makes a job part-time; it depends on the employer’s definition and the usual full-time hours for the role. Part-time jobs can involve working only mornings, afternoons, a few days a week, or variable shifts. Your specific hours should be clearly stated in your employment contract.
All employees, including part-time workers, have the legal right to request flexible working arrangements under the Employment Rights Act 1996 and the Flexible Working Regulations 2014. You are eligible to make a flexible working request from your first day of employment. Flexible working can include changing your start or finish times, compressing hours, job sharing, or working from home.
When you make a request, your employer must consider it reasonably and respond within three months. They can only refuse your request for specific business reasons, such as extra costs or a negative effect on customer service. If your request is refused and you believe it was not handled fairly, you may have grounds to challenge the decision.
Part-time workers are entitled to the same rest breaks as full-time staff, as set out in the Working Time Regulations 1998. If you work more than six hours in a day, you are entitled to a minimum 20-minute uninterrupted rest break. You must also have at least 11 hours of rest between working days and a minimum of 24 hours off per week (or 48 hours per fortnight).
If your shifts are shorter, your entitlement to breaks may differ, but you cannot be treated less favourably than a comparable full-time worker. Your employer should ensure your working pattern allows for the necessary rest periods to protect your health and wellbeing.
It is legal to hold more than one part-time job, provided your contracts do not prohibit it and your total working hours comply with the Working Time Regulations. The law states that you should not work more than an average of 48 hours per week across all jobs, unless you have voluntarily opted out of this limit in writing.
If you have multiple jobs, you should inform each employer so they can help you stay within legal limits on working hours and ensure you receive the correct rest breaks. Be aware that working multiple jobs may have implications for tax, National Insurance, and your entitlement to certain benefits.
If your employer wants to change your working hours, they must consult you and, in most cases, get your agreement. Any changes should be made according to the terms set out in your employment contract. If your hours are changed without your consent or proper notice, you may have grounds to raise a grievance or claim for breach of contract.
If you are given very short notice of changes or are required to work hours not agreed in your contract, you should discuss your concerns with your employer. If the issue cannot be resolved informally, you may consider seeking advice from a union representative or an employment adviser. Always keep records of any communications about changes to your working hours.
Understanding your rights around working hours and flexibility is key to ensuring you have a fair and manageable work-life balance as a part-time worker.
Mental Health and Wellbeing for Part-Time Workers
Part-time workers can face unique challenges when it comes to mental health and wellbeing in the workplace. Juggling multiple jobs, managing unpredictable schedules, or balancing work with caring responsibilities can all contribute to increased stress and anxiety. Some part-time workers may also feel isolated or less included in workplace culture, which can affect their overall sense of belonging and wellbeing.
It’s important to know that part-time workers have the same rights to a safe and healthy working environment as full-time staff. This includes the right to reasonable adjustments if you are experiencing mental health difficulties. Under the Equality Act 2010, employers have a legal duty to make reasonable accommodations for employees with a mental health condition that qualifies as a disability. This could include flexible working hours, changes to workload, or providing a quiet space to work.
Employers are also required to take steps to prevent discrimination and to support the mental health of all staff. Good employers will have policies in place to promote wellbeing, offer access to mental health support services, and encourage open conversations about mental health. If you are struggling, you have the right to request workplace accommodations and support to help you manage your condition while continuing to work.
If you need support, you can start by talking to your manager or HR department about any difficulties you’re experiencing. Many workplaces offer employee assistance programmes (EAPs), counselling services, or mental health champions who can provide confidential advice. If you’re not sure where to turn, organisations like Mind and ACAS offer free guidance for workers about mental health at work.
Remember, your employer should treat you fairly and take your mental health seriously, regardless of whether you work part-time or full-time. If you feel your employer is not meeting their responsibilities, you may have the right to raise a formal grievance or seek further advice. Taking care of your mental health is just as important as any other aspect of your working life, and support is available to help you thrive at work.
Related Types of Employment
While part-time work is a common choice for many seeking flexibility, it’s helpful to understand how it compares with other types of employment. Knowing the differences can help you identify your rights and choose the arrangement that best suits your needs.
Agency workers are individuals hired through a recruitment agency to work temporarily for a company. Unlike part-time workers, who are employed directly by their employer, agency workers have a contract with the agency, not the company where they are placed. This means their pay, holiday entitlement, and other rights may be handled differently. For example, after 12 weeks in the same role, agency workers in the UK are entitled to the same basic pay and working conditions as permanent staff under the Agency Workers Regulations 2010. To learn more about these rights and how agency work operates, visit our page on Agency Workers.
Contract workers are usually engaged for a specific project or period, often on a fixed-term or freelance basis. They may work full-time or part-time hours, but their rights and benefits can differ from those of regular part-time employees. For instance, contract workers might not get the same pension contributions, sick pay, or redundancy rights, depending on their employment status and the terms of their contract. The Employment Rights Act 1996 and Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 provide some protection, but it’s important to check your contract carefully. Find out more about your options on our Contract Workers page.
Each employment type—part-time, agency, or contract—comes with its own rules on pay, benefits, and job security. If you’re unsure about your status or what rights apply to you, it’s a good idea to read about these different arrangements and seek advice if needed. Exploring the details of Agency Workers and Contract Workers can help you make informed decisions about your employment.
Further Help and Resources
If you have questions or concerns about your rights as a part-time worker, there are several places you can turn for advice and support. Understanding your legal protections is important, and help is available whether you want general guidance or need to take further action.
Where to Get Advice
If you’re unsure about your rights or think you’re being treated unfairly, you can start by speaking to your employer or HR department. Sometimes, issues can be resolved informally through a conversation. If this doesn’t help, or if you’d prefer independent advice, there are several organisations that can assist you.
Useful Organisations and Government Bodies
Acas (Advisory, Conciliation and Arbitration Service): Acas provides free, confidential advice on employment rights, including those of part-time workers. They can help you understand the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, which protect you from being treated less favourably than comparable full-time employees.
Citizens Advice: This service offers practical guidance on employment law, including issues around pay, working hours, and benefits for part-time staff. They can help you check if your employer is following the law.
Equality and Human Rights Commission (EHRC): The EHRC can advise on your rights under the Equality Act 2010, especially if you believe you’ve been discriminated against because of your part-time status.
Trade Unions: If you’re a union member, your union can offer support and may represent you in discussions with your employer or in formal proceedings.
Finding Legal Advice or Considering an Employment Tribunal
If you need more detailed legal advice, you can speak to a solicitor who specialises in employment law. Many solicitors offer an initial consultation, which can help you decide if you have a case.
If informal steps do not resolve your issue, you may be able to take your case to an employment tribunal. Employment tribunals are independent bodies that deal with disputes between employers and employees over employment rights, including claims about less favourable treatment under the Part-time Workers Regulations. There are strict time limits for making a claim, usually within three months of the issue occurring, so it’s important to act quickly.
Understanding and Asserting Your Rights
As a part-time worker, you have the right to fair treatment. This includes equal pay for equal work, access to benefits, and protection from discrimination. Don’t hesitate to seek advice if you feel your rights are not being respected. Speaking up can help resolve issues for you and improve conditions for other part-time workers.
Remember, knowing your rights is the first step to ensuring you are treated fairly at work. If you have concerns, reach out for support and take action if necessary.
