Unlock Part-Time Workers Rights: 7 Key Protections Against Less Favourable Treatment

1. Do Part-Time Workers Have the Right to Equal Hourly Pay?

Under the Part-Time Workers Regulations 2000, your employer cannot pay you a lower hourly rate simply because you work part-time. A comparable full-time worker is someone employed by the same employer, under the same contract type, doing the same or similar work at the same establishment. For example, if a full-time shop assistant earns £12 per hour, a part-time shop assistant in the same store must receive the same rate, even if their weekly pay is lower due to fewer hours.

This protection applies to basic pay but also overtime rates and shift allowances must be equivalent. Employers sometimes try to justify lower rates by claiming part-time roles are ‘less senior’, but tribunals look at actual comparability. If treated less favourably, you can complain to an employment tribunal within three months of the incident.

Pro-rata pay part-time ensures fairness; for instance, a part-time worker on 20 hours a week gets 40% of a full-time worker’s bonus if based on hours.

2. Are You Entitled to Pro-Rata Holiday Pay?

Holiday pay part-time workers is a core right under the Regulations. Your annual leave must be calculated pro-rata based on hours worked compared to full-time staff. If full-time workers get 28 days’ paid holiday, a part-time worker on half hours gets 14 days, paid at the same daily rate.

Less favourable treatment might occur if employers give flat holiday amounts regardless of hours, shortchanging part-timers. The law requires proportionality; tribunals have ruled that denying bank holidays to part-timers while full-timers get them is unlawful unless justified objectively.

In practice, track your holiday accrual on payslips and raise it with HR if it doesn’t match pro-rata expectations.

3. Can Part-Time Workers Access Company Pensions Equally?

Part-time employee protections UK extend to pensions: if full-time workers can join a company pension scheme after a qualifying period, so must you, without less favourable terms. The Regulations prevent exclusion based on part-time status alone.

For example, if full-time staff join after six months, part-timers must too, with contributions pro-rata if necessary. Denying access because ‘not worth it for part-timers’ is direct discrimination under the law.

This right ensures long-term financial security; check your contract and scheme rules against full-time colleagues.

4. What About Sick Pay for Part-Time Workers?

UK employment law part-time requires sick pay without less favourable treatment part-time. If full-time workers get company sick pay after three days’ absence, part-timers qualify similarly, paid pro-rata for their normal hours.

Employers cannot cap sick pay days disproportionately or exclude part-timers; for instance, paying full-timers full salary for 20 weeks but only SSP to part-timers breaches the Regulations.

Statutory Sick Pay (SSP) applies anyway, but enhanced schemes must be equitable.

5. Do Part-Time Workers Get Equal Training Opportunities?

Less favourable treatment in training is prohibited; part-time workers have equal access to development opportunities, appraisals, and promotions. If full-time staff get funded courses, you must too, adjusted for availability.

Real-world example: excluding part-timers from leadership training because of ‘scheduling’ is unlawful unless objectively justified. Tribunals assess if the employer accommodated full-timers but not you.

This protection supports career progression regardless of hours.

6. Are Maternity and Parental Rights Protected?

The Regulations ensure no less favourable treatment in family-related leave. Part-time workers get the same duration of maternity leave, with pay pro-rata if enhanced by the employer.

For instance, if full-timers get 90% pay for 12 weeks, part-timers get equivalent hourly rate for their hours. Denial based on part-time status is unlawful.

Shared parental leave follows similar principles.

7. How Are Part-Time Workers Treated in Redundancy?

In redundancy, part-timers cannot be unfairly targeted; selection criteria must treat you equally to comparable full-timers. Pay is pro-rata based on service and hours.

Less favourable treatment part-time, like excluding from consultation, can lead to successful tribunal claims. Time limits are three months from the act.

This safeguards job security.

Secure Your Part-Time Workers Rights Today

Part-time workers rights form a vital shield against discrimination, enshrined in the Part-Time Workers Regulations 2000. By understanding these 7 key protections – from pay to redundancy – you can confidently address less favourable treatment.

Always compare to your comparable full-time worker and document evidence. If needed, start ACAS early conciliation before tribunal action.

Empower yourself with knowledge to achieve fair treatment in the workplace.