Top Tips on Part-time working

Legal aspects

The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations came into force on 1 July 2000. The regulations were introduced in order to comply with the Part Time Work Directive (97/81/EC). This means that employers are legally obliged to treat part-timers no less favourably than full-timers. Where a worker moves from full-time to part-time work, or returns part time after less than a year’s absence, they can compare their situation with their previous full-time situation.

Good practice guidelines

• Part-timers should receive the same hourly rates as full-timers, although there is no entitlement to overtime pay until they work more than normal full-time hours. Bonus pay, shift premium and unsocial hour payments should be the same, pro rata. Most employers pay overtime premiums to part-timers only when they work more than the contractual working hours of full-time employees, or when they work unsocial hours for which a full-time employee would receive enhanced rates.
• There should be no barrier to promotion or training opportunities.
• Access to the pension scheme and other benefits should be the same.
• Contractual sick pay, maternity and parental pay and leave rights should be available to part-timers on a pro rata basis, with the same service requirements as full-timers.
• Holiday provision should be checked, especially the way in which public holidays and bank holidays are dealt with. The employment law helpline can offer advice on holidays or other aspects of part-time working

Advantages

• Greater flexibility in managing workloads
• Staff can be used selectively to cover peaks in demand 
• Reduced absenteeism and stress
• Wider pool of candidates to recruit from
• Retention of experienced staff
• Increased productivity

 
Disadvantages

• Extra costs of induction, training and administration
• Providing continuity of service may be more difficult