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Can an employer treat part-time workers less favourably than it treats full-time workers?


Can the terms and conditions of employment differ between full- and part-time workers?

Terms and conditions of employment cannot differ between full- and part-time workers, unless the reason for the difference is unrelated to the full- or part-time status of the worker. Where part-time workers do not enjoy pro rata pay or benefits, this must be justified under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551). Particular care must be exercised in relation to part-timers if the majority of them are women to ensure that there is no indirect discrimination.

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What happens if an employer treats part-time workers less favourably than comparable full-time workers?

Can an employer choose to employ a full-time person rather than two part-time people?

Is an employer at liberty to determine its own levels of pay?

How can part-time workers' rights to indivisible benefits such as company cars be dealt with?

What are part-time workers' rights to paid holiday?

If a part-time or shift-working employee is not scheduled to work on a bank holiday, is he or she entitled to an additional day's holiday?

If a part-time employee is contracted to work a half day on a bank holiday, is he or she entitled to an additional half day's holiday to take at another time?

Are part-time workers entitled to bank holidays?

Do part-time workers require an induction programme?

Is it permissible for an employer to offer a pension scheme only to full-time employees?

Where an employee has asked for a phased return from long-term sickness absence, can the employer decrease his or her pay to reflect the reduced hours being worked?

Is it permissible for an employer to dismiss part-time workers in preference to employees on full-time contracts?

Do employers have to pay redundancy payments to part-time employees?

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