A part-time employee works less than full-time ordinary hours and has reasonably predictable hours of work. They receive the same employment entitlements (on a pro rata basis) associated with permanent employment, such as personal and annual leave.

Part-time work can also be ‘graduated part-time work,’ to help staff returning from sick leave or moving into retirement to build up to, or down from, full-time work. See also phased retirement and job sharing.

• Benefits to employers
• Benefits to employees
• Tips for implementing part-time practices
• Tips for managing part-time practices
• Sample clause for managing part-time employment

Benefits to employers

• Better retention of valued staff and a reduction in labour turnover, which eases labour shortages as well as reducing recruitment and training costs.
• Reduced absenteeism when employees can combine part-time work with personal responsibilities.
• Attraction of new workers who are not available for full-time work.
• Flexibility for management to match staff hours with workflow requirements.
• Extra appeal as a 'preferred employer'.

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Benefits to employees

• Combining work with other responsibilities or interests.
• Managing careers more effectively by using knowledge and expertise but reducing stress and postponing retirement.

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Tips for implementing part-time practices

You can introduce part-time work into your employment policy and workplace arrangements by:

• allowing all employees to access part-time options;
• clarifying terms and conditions of employment;
• establishing rights and processes for reverting to full-time work;.
• ensuring regular part-time workers are not seen as ‘second class’ employees;
• introducing options for promoting the integration of part-time staff, including access to staff development and training, career structures, communication and consultation mechanisms;
• addressing any grievances that may arise.

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Tips for managing part-time practices

The following tips for managing part-time workers may help.

• Ensure that all staff are aware of any part-time arrangements. This will clarify matters involving deadlines expected from the part-timer and the distribution of responsibilities between part-time and full-time workers.
• Consider implementing a ‘roster’ system that indicates the days and times of work for all employees. This way everyone knows who is available when and can plan accordingly.

For further information on part-time work please go to Work and Family .

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Read more: Sample clause for managing part-time employment