Rates of pay
• Part-time employees should receive the same hourly rate as comparable full
time employees.
• Part-time employees should receive the same hourly overtime rate as
comparable full-time employees, once they have worked more than the normal
full-time hours.
Contractual sick and maternity pay
• Part-time employees should not be treated
less favourably than full-time employees in terms of:
– rate of sick pay or maternity pay
– length of service required to qualify for payment
– length of time the payment is received.
Occupational pensions
• Employers must not discriminate between full-time and part-time employees
over access to pension schemes, unless different treatment is justified on
objective grounds.
• Calculation of benefits from the pension scheme for part-time staff should
be on a pro-rata basis of the calculation for full-time employees.
Access to training
• Employers should not exclude part-time staff from training simply because
they work part-time.
Leave
• The contractual holiday entitlement of part-time staff should be pro-rata
to that of full-time employees.
• Contractual maternity and parental leave should be available to part-time,
as well as full-time, employees.
• Career break schemes should be available to part-time employees as for
full-time, unless their exclusion is objectively justified on grounds other
than their part-time status.
Redundancy
• The criteria used to select jobs for redundancy should be objectively
justified, and part-time employees must not be treated less favourably than
comparable full-time staff.
