A Guide to Employment Rights for Part-Time Workers in the UK

Part-time work continues to play an important role across the UK labour market. Demand remains particularly strong among parents, carers, students and experienced professionals seeking greater flexibility. For employers, it provides agility, cost control and access to wider talent pools.

Whether you are hiring part-time staff or considering a part-time role yourself, understanding employment rights and legal frameworks is essential. There is often uncertainty around how part-time rights compare to those of full-time employees, which can create confusion for both employers and workers. This guide outlines what both employers and jobseekers need to know.

What Is a Part-Time Worker?

A part-time worker is defined as an employee who works fewer hours per week than a comparable full-time staff member. In the UK, this is typically less than 35–37 hours per week, depending on the employer and industry. Often, part-time hours fall between 16 and 30 hours, though there is no specific legal minimum or maximum set of hours.

Importantly, working fewer hours does not mean losing employment rights. Part-time workers are legally entitled to the same protections as full-time employees. This includes pay, benefits, training, and protection against unfair treatment.

Equal Treatment: The Law

The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 protect part-time employees from discrimination based on their reduced hours. Some key areas include:

• Pay and Benefits: Part-time staff should receive pay, pension contributions, and benefits pro rata to their hours.
• Career Development: Training opportunities, promotions, and professional development must be offered equally to part-time staff.
• Job Security: Part-time employees cannot be unfairly dismissed or overlooked for redundancy due to their working hours

For employers, regularly reviewing internal policies ensures compliance and promotes an inclusive workplace culture.

For jobseekers, understanding these protections builds confidence when considering flexible roles.

Holiday Entitlement

All UK workers, including part-time staff, are entitled to at least 5.6 weeks of paid holiday per year. For part-time employees, holiday is calculated pro-rata based on the number of days or hours worked. For example, someone working 2 days a week would be entitled to approximately 11 days of annual leave.

Part-time workers should also have access to bank holidays, either as paid leave or included in their annual entitlement.

Sick Pay and Leave

Part-time workers are eligible for Statutory Sick Pay (SSP) if they meet the minimum earnings threshold. However, from April 2026, this earnings threshold will be removed, meaning all eligible employees, including lower-paid and part-time workers, will qualify for SSP regardless of their earnings. Some employers also offer enhanced sick pay, which is usually calculated on a pro-rata basis.

Employers should ensure policies are clearly communicated. Workers should familiarise themselves with both statutory and contractual entitlements.

Notice, Redundancy, and Unfair Treatment

Part-time staff have the same notice periods, redundancy pay, and unfair dismissal protections as full-time workers. Redundancy pay is calculated pro-rata based on hours worked.

Additionally, part-time employees are protected under anti-discrimination laws. Employers cannot treat part-time workers less favourably due to their hours, and employees can raise grievances if they face unfair treatment.

Flexible Working for Part-Time Employees

One of the advantages of part-time roles is flexible working arrangements. Employees with at least 26 weeks of continuous service can request flexible working. This means they can formally request changes to their hours, times, or location of work, such as moving to a job-share or changing their start/finish times. Employers must consider requests seriously and may only reject them for legitimate business reasons.

This legal right helps part-time workers balance work with personal commitments while still contributing fully to their employer’s goals.

Understanding Part-Time Agency Work and Employment Status

Alongside permanent part-time employment, there has been a clear rise in part-time temporary roles as organisations adopt more flexible workforce models. Employers use this approach to manage fluctuating demand, cover absences, deliver short-term projects, access specialist expertise and control costs. Part-time agency professionals complement internal teams by bringing diverse skill sets and fresh perspectives, often adding value quickly.

For jobseekers, agency and contract roles offer flexibility, exposure to different organisations and opportunities to broaden experience. When a worker is engaged through a recruitment agency, the worker is engaged on a ‘contract for services’; they are not legally an employee of the Employment business (agency) or the hirer (client). These arrangements operate under the principle of non-mutuality of obligation, meaning the client is not required to offer ongoing work beyond the agreed assignment, and the worker is not obliged to accept further assignments. This time-bound structure enables organisations to access skills without creating permanent employment liability, while agency workers remain protected under relevant legislation, including the Agency Workers Regulations. Understanding this distinction ensures clarity and compliance for both businesses and workers.

Take Action

Whether you’re looking for part-time opportunities or managing a part-time workforce, MCS Group can help:

• Jobseekers: Explore part-time roles across Great Britain and Northern Ireland, know your rights, and find positions that fit your lifestyle.
• Employers: Ensure your part-time workforce is fully compliant with UK employment law, and create policies that attract and retain top talent. Get in touch with MCS Group today to discover how we can support your hiring.