Part-time and job sharing
Employers must treat part-time workers at least as well as full-time workers, unless the differential treatment can be justified objectively. This applies to:
- hourly rates of pay
- access to training and career development
- maternity pay
- annual leave
- overtime pay for work outside normal working hours
- redundancy pay.
Because many more women than men work part-time, unfair treatment of part-time workers may constitute indirect sex discrimination.
Temporary staff and employees who job share are also covered, as are workers who return to work part-time at a job they previously did full-time, such as after parental leave.
Find out more about part-time working.
Last Updated: 24 Jun 2009