How many hours is part-time? Part-time job hours per day

A part-time job typically requires working fewer than 35 hours per week, with 20-29 hours being the most common range. However, the exact number of part-time hours can vary widely depending on the employer's needs and scheduling preferences.

Picture two employees starting their workday. One arrives early, settles in for a full eight hour day, and immerses themselves in projects until evening. The other arrives a bit later, works diligently for five hours, and then heads out, freeing up their afternoon for other pursuits.

The latter depicts part-time work—an arrangement that's become increasingly common as both employers and employees seek greater flexibility. In fact, the Bureau of Labor Statistics reports that over 27 million U.S. workers are employed part-time.

But what exactly does "part-time" mean? Is it simply working less than 40 hours a week? Or are there other factors that define this type of employment?

In this guide, we'll demystify part-time work, examining how many hours part-timers typically log, exploring the pros and cons for employers, and unpacking key considerations like benefits and costs. By the end, you'll have a clear framework for classifying and managing part-time employees.

What is a part-time job?

Before we dive into schedules and hours, let's align on a basic definition. To define part-time work, we need to understand how it differs from a full-time job. 

A part-time job is a form of employment where an employee works fewer hours per week than what the company considers to be full-time.

What constitutes "full-time" can vary across organizations and industries. Some companies consider 35 hours per week to be a full-time schedule. Others set the bar at 37.5 or 40 hours. The Fair Labor Standards Act (FLSA), which governs many employment laws, does not actually define full-time or part-time hours.

Thus, in the absence of a universal legal definition, it's up to each employer to establish what they consider to be a part-time role. This is often done by setting a threshold of weekly hours worked, under which a position is classified as part-time.

For example, an employer might decree that:

• Employees working fewer than 30 hours per week are part-time
• Those working 30-39 hours per week are full-time
• Anyone working 40+ hours is full-time and eligible for overtime pay

Part-time arrangements are most common in industries like retail, hospitality, and healthcare, where labor needs often fluctuate. However, they're increasingly being adopted in professional fields as well, as companies aim to attract talent with diverse scheduling needs.

How many hours a week is part-time?

So, if full-time is often defined as around 40 hours per week, how many hours do part-time employees work? Again, it varies, but here are some common arrangements:

• 30-34 hours/week: Some employers consider this to be part-time, even though 30+ hours/week is often the threshold for benefits eligibility. This schedule might involve 6-7 hour days or an extra day off each week.
• 20-29 hours/week: This is a typical schedule for many part-time jobs, equating to about 4-6 hours per day over a five day workweek. Employees in this range often work half days or shorter shifts.
• Under 20 hours/week: Some part-time jobs, like those for students or semi-retired workers, may only require 10-15 hours of work per week. This could mean a single full shift or a couple of half days.
• Variable hours: Some part-timers, like those in retail or gig work, may not have a set schedule. Their hours could fluctuate weekly based on the employer's needs.

Part-time work often offers greater work-life balance compared to full-time positions, making it attractive for those juggling multiple responsibilities or seeking flexibility in their schedules. Of course, for salaried workers, part-time is less about clocked hours and more about overall reduced responsibilities and workload. A part-time lawyer, for instance, might still put in a 35-hour week, but handle fewer cases than their full-time colleagues. The unifying thread is that part-time work involves substantially fewer hours than the standard 40-hour workweek. But within that broad definition, there's a lot of room for diverse arrangements.

Part-time vs. full-time workers: Classification differences

While the FLSA doesn't provide specific definitions for part-time and full-time employment, other regulations like the Affordable Care Act (ACA) do. This can create complexity for employers, especially Applicable Large Employers (ALEs).

Under the ACA, ALEs—companies with 50 or more full-time employees or full-time equivalents—have specific obligations. The ACA defines full-time as 30 hours or more per week on average, or 130 hours per month. ALEs must offer affordable, minimum essential coverage to at least 95% of their full-time employees or face potential penalties.

Given this variability in definitions and requirements, it's crucial that employers clearly define and document what constitutes part-time work in their organization. Misclassifying employees as part-time when they're actually working full-time hours can lead to costly liabilities.

Also, the FLSA requires employers to pay nonexempt employees overtime rates for any hours worked over 40 in a week, regardless of their part-time or full-time status. So even if you consider someone part-time, if they clock 45 hours one week, you'll likely owe them overtime.

Beyond ACA compliance, there can be other implications for benefits eligibility. Many company-specific benefits, state laws, and other regulations may have their own thresholds for part-time and full-time status, further underscoring the need for clear, well-documented policies.

To avoid confusion or compliance missteps, it's best to spell out the part-time/full-time distinction in your employee handbook and hiring contracts. Clearly state how many hours per week constitute part-time and full-time work, and what that means for pay, overtime, and benefits. By setting and communicating clear thresholds, you ensure everyone's on the same page about their employment status and entitlements.

Do part-time employees get benefits?

One of the key differences between part-time and full-time roles is often eligibility for company-provided benefits like health insurance, retirement plans, and paid leave. But do part-timers get access to any of these perks?

As with most things related to part-time work, it depends. There's no universal mandate that employers offer benefits to part-timers. Federal law only requires extending health coverage to those working 30+ hours/week, and there's no obligation to provide other types of benefits.

However, some state and local laws do impose benefit requirements for part-time workers. For example:

• In California, employers must provide at least 40 hours of paid sick leave per year to any employee who meets certain qualifications, including part-timers.
• In New York City, employees working 80+ hours annually earn 1 hour of paid safe/sick leave per 30 hours worked, up to 40 hours (five days) per calendar year.

Beyond legal mandates, some employers choose to extend limited benefits to part-timers as a way to attract and retain talent. They might offer prorated vacation days, for instance, or allow part-timers working over 20 hours/week to enroll in the company health plan.

Ultimately, the benefits available to part-timers are up to each employer to decide, based on their legal obligations, industry norms, and talent needs. But it's an important factor to weigh when considering part-time hiring.

Advantages of hiring part-time employees

Speaking of talent needs, let's explore some of the key reasons an employer might opt for part-time hiring. While full-time employees are often the default, there are several compelling advantages to building out your part-time roster:

Cost savings

Hiring part-time employees for roles that don't require 40 hours per week allows you to match staffing precisely to your business needs. This approach ensures you're paying only for the hours of work actually required, optimizing your budget and avoiding unnecessary costs associated with full-time positions for part-time workloads.

Scheduling flexibility

Part-timers enable you to build a more agile and responsive workforce. You can plug them in to cover peak hours, seasonal surges, or specific days without committing to a full-time schedule.

Real-life example: A coffee shop might staff several part-timers to handle the morning rush, then scale back as business slows in the afternoon. Or a tax firm might bring on part-time CPAs during the busy spring months. This flexibility is also appealing to workers who need to balance their job with other responsibilities, like parenting, caregiving, or schooling.

Trial periods

Not sure if a candidate is the right fit for a full-time role? A part-time arrangement can serve as an extended audition. You can observe their skills, work ethic, and cultural alignment in a lower-stakes capacity before deciding whether to bring them on full-time. This is a great way to tap into new talent pools as by starting them part-time, you can test the waters while they get acclimated.

Filling skill gaps

Sometimes you have a short-term project that calls for specialized skills your full-time team lacks. Rather than making a full-time hire, you can bring in an experienced part-timer to get the job done without disrupting your core team. Fractional CFOs are a great example of this. Many small businesses need strategic financial guidance but can't afford a full-time CFO. Hiring one on a part-time basis allows them to tap into that high-level expertise on an as-needed basis.

Disadvantages of hiring part-time employees

Of course, part-time hiring isn't all upside. There are potential drawbacks to be aware of:

Decreased availability

While the scheduling flexibility of part-timers can be a boon, it can also create coverage gaps. If you have a role that requires daily consistency, like a receptionist or customer service rep, relying on part-timers can leave you understaffed. You may need to hire multiple part-timers to cover the hours a single full-timer could, which brings added coordination and management work. And because part-timers often have other commitments outside of work, they may have less flexibility to pick up extra shifts when needed.

Higher turnover

For some workers, part-time roles are a stepping stone to full-time employment, either within your company or elsewhere. This can lead to higher turnover rates as part-timers leave for opportunities that offer more hours, pay, or advancement. You'll need to anticipate and budget for these shorter tenures and more frequent recruiting needs. This can be especially tricky if you're relying on part-timers for essential business functions. 

Reduced engagement

Part-timers may not feel the same connection to your company culture and mission as full-time employees. They're simply spending less time immersed in the work and interacting with colleagues. This isn't always the case—many part-timers are highly engaged top performers. But with fewer hours worked, it can be harder to build loyalty and motivation among part-time workers.

The costs of hiring part-time employees

One of the biggest considerations in part-time hiring is, of course, cost. As we've noted, part-timers often come with a lower price tag than full-timers. But there are nuances to the cost equation that are important to understand.

On the surface, part-time costs are fairly straightforward: you're generally paying for fewer hours of work at a reduced salary and benefits rate. If a full-timer in a given role earns $40,000 per year and is eligible for your full suite of benefits, a part-timer in that same role might earn half that and only get limited perks like paid time off.

However, there are some less obvious costs to factor in:

• Recruiting and onboarding: The time and money involved in finding, screening, and training a new hire is largely the same whether they're part-time or full-time. So higher part-time turnover means spending more on these recurring costs.
• Benefit thresholds: Even though you're not required to give all part-timers benefits, some will likely cross the 30-hour threshold for ACA compliance. Offering health coverage is a significant expense you'll need to budget for.
• Overtime: Non-exempt part-timers are still entitled to overtime pay when they exceed 40 hours in a week. If you're not carefully tracking hours, you could get hit with unexpected overtime costs.
• Administration: Managing a larger headcount of part-timers can be more administratively complex than a smaller full-time team. More people means more time spent on scheduling, payroll, and performance management. 

Given these nuances, careful workforce planning is essential. Employers must weigh the full spectrum of costs and their unique labor needs when deciding between part-time and full-time hiring.

Hire, classify, and manage your employees with Rippling

As we've seen, navigating the ins and outs of part-time employment can be tricky. From classifying workers correctly to juggling schedules and benefits, there's a lot of room for error and inefficiency.

That's where a comprehensive workforce management platform like Rippling can make all the difference. Rippling is designed to streamline all aspects of the employee lifecycle, from recruiting and onboarding to payroll and benefits.

On the hiring front, Rippling's applicant tracking system makes it easy to recruit for any type of role, whether full-time, part-time or contract. You can post jobs, screen resumes, and track candidates all in one place. And when you're ready to hire, Rippling automatically handles compliance steps like sending offer letters and collecting new hire paperwork.

Once your part-timers are on board, Rippling keeps everyone on the same page with clear, documented job classifications and digital employee handbooks. You can set custom policies for part-time workers and use Rippling's time-tracking tools to ensure accurate payroll and overtime calculations.

Perhaps most importantly, Rippling simplifies the intricacies of part-time benefits. You can easily configure eligibility rules based on hours worked and tenure, enroll employees in the right plans, and sync deductions with payroll. No more manual updates or discrepancies.

By automating the administrative work of part-time management, Rippling frees you up to focus on building a flexible, engaged workforce. You can find the right mix of full-time and part-time talent to meet your business needs, confident that the details are handled.

Frequently asked questions

What are the types of part-time job arrangements?

Part-time work can take many forms, depending on the needs of the employer and employee. Here are a few common arrangements:

• Regular part-time: Set schedule of fewer than 35 hours per week.
• Job sharing: Two part-timers share one full-time role.
• Seasonal part-time: Work during busy periods or specific projects.
• Freelance/contract part-time: Independent contractors working part-time hours.

Can part-time employees become full-time employees?

Yes, part-time roles often serve as a stepping stone to full-time employment. Many companies use part-time positions to evaluate workers for potential full-time roles. Strong part-time performers who want more hours are often considered for full-time positions as they open up.

Is a part-time job the same as a freelance job?

No, while both involve working less than 40 hours, they differ:

• Part-time employees are W-2 employees; freelancers are independent contractors.
• Part-timers work for one employer; freelancers work for various clients.
• Part-time employees have set schedules; freelancers control their hours.
• Part-time workers may get some benefits; freelancers are responsible for their own.

This blog is based on information available to Rippling as of August 29, 2024.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.