How Many Hours Is Part Time? The Employer’s Guide

Hiring part-time workers can be a valuable part of your workforce strategy…but only if you understand the rules. If you get the hours wrong, then you could face compliance issues, unexpected benefit costs, and scheduling chaos.

The issue is, “part-time work” doesn’t have a universal definition. Federal law doesn’t set specific hour thresholds, which gives you more flexibility but also more responsibility.

But this also means HR leaders need to know when part-time hours trigger benefit requirements, how state laws impact classifications, and which arrangements actually work for your business.

What Is a Part-Time Job?

A part-time job is any position where an employee works fewer hours than what your company defines as full-time. Full-time hours are typically (but not always!) 40 hours/week. There are part-time roles in all industries and at every skill level, from retail associates to specialized consultants.

Part-time positions can look a number of different ways, including but not limited to:

• Long-term employees who work regular schedules with consistent weekly hours
• Seasonal positions during peak periods
• On-call roles where employees work as needed
• Job-sharing where two people split one position

Some part-time workers have predictable shifts each week, while others have fluctuating schedules based on demand. Many employees, especially younger workers, see the increased flexibility as a benefit.

However, if the specific people on your team need more security or more predictable wages, part-time work can increase turnover.

How Many Hours Is Considered Part Time?

Part-time work generally means under 35 hours per week, but there’s no federal mandate. The Fair Labor Standards Act (FLSA) doesn’t establish a specific threshold. When scheduling part-hourly workers, leaders should consider these details:

• Minimum Part Time Hours: There’s no legal minimum for part-time work. Some part-time employees work just a few hours weekly, while others approach full-time schedules. The company sets minimums based on operational needs.
• Average Part Time Hours: Most part-time workers clock 15-30 hours per week. This range gives you flexibility while providing employees with meaningful income.
• Maximum Part-Time Hours: The Affordable Care Act (ACA) requires employers with 50+ full-time equivalent (FTE) employees to offer health insurance to anyone working 30+ hours/week. Many employers cap part-time hours at certain thresholds to control the cost of these benefits.

Note: Always check your state’s requirements before finalizing your part-time hour policy. Some states also mandate specific benefits or overtime pay once employees hit certain thresholds.

Average Part-Time Hours in Different Industries

Here’s what typical part-time arrangements look like across sectors:

• Retail: 15-25 hours/week. Schedules fluctuate around holidays and sales events.
• Hospitality: 20-30 hours/week. Weekend and evening shifts are especially common, and hours vary based on the season and local events.
• Healthcare: 20-24 hours/week. Many facilities structure these roles around 12-hour shifts, so part-time means two shifts per week instead of three or four.
• Education: 15-25 hours/week during the academic year. Part-time staff include teaching assistants, tutors, substitutes, and administrative roles. Summer hours typically decrease or disappear entirely.
• Manufacturing: 20-30 hours/week. Part-time workers help manage production fluctuations without full-time commitments. Shift work (working outside the usual nine-to-five workday) is common.

Difference Between Part-Time Hours vs. Full-Time Hours

The number of hours your employees work has a major impact on HR workflows, affecting everything from payroll to benefits to labor costs.

Full-time employees typically work 35-40 hours per week, though some employers set the threshold at 30 hours to align with ACA requirements. These workers generally receive comprehensive benefits such as health insurance, paid time off, retirement contributions, and other perks.

Part-time employees work fewer hours (usually under 30/week) and most receive limited or no benefits. They’re entitled to the same minimum wage and overtime protections as full-time workers, but their benefit eligibility depends on company policy and state laws.

Requirements for Hiring Part-Time Workers

Part-time employees are entitled to various legal protections, which vary between locations. Most companies will need to comply with laws regarding these issues:

Minimum Wage

Part-time workers are entitled to the same minimum wage as full-time employees. Businesses need to follow both federal minimum wage laws and any higher state or local minimums. Tipped employees may have different base wages, but the same rules apply regardless of their part-time vs. full-time status.

Overtime

Employees working part-time hours earn overtime pay when they work more than 40 hours in a workweek. The FLSA requires time-and-a-half for these hours. Some states have additional overtime rules, including daily overtime thresholds. The discussion about no tax on overtime doesn’t change employer obligations to pay overtime rates.

Health Coverage

The ACA requires large employers (50+ full-time equivalent employees) to offer health insurance to employees working an average of 30+ hours/week. Even if you classify someone as part-time, they might qualify for benefits based on their actual hours worked.

Benefits

Beyond health insurance, benefits for part-time workers vary by employer. There’s no federal requirement to offer PTO, retirement plans, or other perks to part-time staff. However, some states require additional options. Whether it’s a compliance issue or not, offering competitive packages helps with recruiting and retention.

Payroll Taxes

Employers pay the same payroll taxes for part-time and full-time workers: Social Security, Medicare, federal unemployment tax, and state unemployment insurance. Part-time status doesn’t reduce your tax obligations.

Anti-Discrimination Laws

Federal and state anti-discrimination laws protect part-time employees just as they protect full-time staff. Employers cannot discriminate based on race, gender, age, disability, or other protected characteristics when hiring, scheduling, or managing part-time workers.

Part-Time Hour Exceptions by State

Federal law doesn’t define part-time hours, but some states have specific regulations that impact classification and management. Some of these States include:

California

California doesn’t set a statutory definition for part-time hours, but the state’s labor laws still apply. For example, the state requires paid sick leave for part-time workers; they accrue one hour of leave for every 30 hours worked.

In certain cities, predictive scheduling laws mandate advance notice of their upcoming hours.

Illinois

The One Day Rest in Seven Act (ODRISA) mandates that any employee working 20+ hours/week for a single employer must have one day off for every seven consecutive days worked. It also protects meal breaks for employees with certain hours and workers in some industries. 

Note: Other states may have similar requirements around scheduling notice, paid sick leave accrual, and benefit thresholds. To stay compliant, you should work closely with your legal team to verify which laws apply to your business.

Benefits of Part-Time Work

Part-time arrangements can be helpful for both employers and employees.

Employee Benefits of Part-Time Hours

Part-time work gives employees the flexibility to balance other commitments like education, childcare, caregiving, or other jobs. This approach empowers people to stay in the workforce during major life transitions. Part-time roles also serve as entry points for people returning to the job market after a break or testing career changes.

Employer Benefits of Part-Time Hours

Part-time workers let businesses respond to fluctuating demand without overcommitting to labor costs. You can scale your workforce up during busy seasons and down during slower periods. Part-time workers fill scheduling gaps, covering shifts that don’t align with standard full-time schedules. These arrangements often result in lower total compensation costs per employee.

Disadvantages of Hiring Employees for Part-Time Hours

Offering part-time hours comes with tradeoffs for both employers and employees as well.

Employee Disadvantages of Part-Time Hours

Employees working part-time hours often lack employer-sponsored benefits, like health insurance and retirement contributions. Inconsistent schedules make financial planning difficult, and fewer hours mean a lower income. Career advancement opportunities may be limited for people who want to maintain a part-time schedule.

Employer Disadvantages of Part-Time Hours

Managing a larger roster of part-time employees can be a significant administrative burden. Training costs may be high as you’ll need to onboard workers with less exposure to daily operations. Consistent turnover is common, especially in industries with unpredictable scheduling. When key employees always work different shifts, teams may struggle to build relationships or develop a strong company culture.

When to Hire Part-Time Hour Workers

Part-time employees make sense in many situations, such as:

• Seasonal demand: Retail, hospitality, and tourism businesses need extra hands during peak periods of the year.
• Extended coverage: Part-time workers fill evening, weekend, and holiday shifts that don’t justify additional full-time positions.
• Project-based work: Short-term initiatives benefit from part-time expertise without permanently increasing your headcount.
• Cost management: Budget constraints often make part-time arrangements more feasible than hiring full-time employees.
• Testing roles: Part-time positions let you evaluate new job functions before permanently committing company resources.

How Paycor Helps You Manage Part-Time Hours

Managing employees with part-time hours requires careful tracking and attention to detail. Paycor’s HCM software streamlines every aspect of the process.

Our Workforce Management solution integrates time tracking, scheduling, and labor cost analysis. You can monitor who’s approaching benefit thresholds, track hours across locations, and ensure compliance with state regulations.

Paycor’s Scheduling Software empowers HR to build efficient schedules that balance business needs with employee preferences. The system alerts you when part-time workers approach overtime or benefit-triggering thresholds, preventing costly surprises.

Our Payroll Software pays your part-time workers accurately, correctly calculates overtime, and takes the complexity out of payroll taxes. Everything integrates seamlessly, saving you time to focus on the big picture.

Manage Your Part-Time Hours with Paycor

If you employ part-time workers, integrated HR software is table stakes. Leaders need the right tools to track hours, stay compliant, and calculate payroll, without worrying about manual data entry. Our comprehensive HCM solution automates HR admin, giving you the time to support your team no matter how many hours they work.

Stop juggling spreadsheets and multiple systems. Schedule a guided tour to see how Paycor streamlines part-time hour management.

Part-Time Hours FAQ

Get answers to HR’s most common questions about part-time workers.