Part-time employee vs full-time and casual
In Australia, part-time employment offers a middle ground between full-time work and casual arrangements. Understanding these distinctions is essential for both employers and employees to ensure correct entitlements and compliance with Fair Work requirements.
Part-time
- Less than 38 hours/week
- Regular, agreed pattern
- Pro-rata entitlements
- Ongoing employment
Full-time
- 38 hours per week
- All NES entitlements
- Full paid leave accrual
- Ongoing employment
Casual
- No guaranteed hours
- 25% casual loading
- No paid leave
- No ongoing commitment
Part-time employment is defined by the Fair Work Act 2009 and relevant Modern Awards, which set minimum conditions for part-time workers in different industries.
How part-time employment works in Australia
Part-time employees must have their hours agreed in writing before starting work. The National Employment Standards (NES) applies to all part-time employees, with entitlements calculated pro-rata.
Pro-rata entitlements for part-time employees
When is part-time employment used?
Part-time employment is commonly used when:
- Work-life balance: Employees want reduced hours for family, study, or personal commitments
- Business needs: The role doesn't require full-time coverage but needs consistent staffing
- Cost management: Employers want predictable labour costs without casual loading
- Workforce flexibility: Businesses need to cover specific shifts or peak periods
Industries with high part-time employment include retail, hospitality, healthcare, education, and professional services. Many businesses use a mix of full-time, part-time, and casual workers to manage varying demand.
Benefits of part-time employment
For employers
- Lower costs: No casual loading, predictable wages
- Staff retention: Attracts workers wanting flexibility
- Coverage options: Fill specific shifts efficiently
- Commitment: More invested than casual workers
For employees
- Job security: Permanent employment with protections
- Paid leave: Pro-rata annual and personal leave
- Predictable hours: Regular schedule for planning
- Superannuation: Regular employer contributions
Australian compliance tip
Part-time employees must have their regular hours agreed in writing. If a part-time employee regularly works more hours than agreed, they may be entitled to have their contract updated to reflect actual hours. The Fair Work Commission can review employment arrangements if there's a dispute.
Managing part-time employees
Effective management of part-time employees includes:
- Written agreements: Document agreed hours, days, and pattern before employment starts
- Award compliance: Apply the correct Modern Award rates and conditions
- Leave tracking: Calculate pro-rata entitlements accurately using leave management software
- Rostering: Schedule within agreed hours using rostering software
- Additional hours: Track and pay correctly for any hours beyond the agreed pattern
- Record keeping: Maintain records for 7 years as per Fair Work requirements
Common mistakes with part-time employment
No written agreement
Failing to document agreed hours, which is required under most Modern Awards.
Incorrect pro-rata calculations
Miscalculating leave accruals or entitlements based on hours worked.
Treating as casual
Using part-time employees like casuals without proper rostering or entitlements.
Ignoring public holidays
Not paying for public holidays when the employee would normally work that day.
Key takeaways
Part-time employment in Australia means working fewer than 38 hours per week on a regular, agreed pattern with pro-rata access to all National Employment Standards entitlements. It offers a balance between the stability of permanent employment and the flexibility of reduced hours.
Employers must ensure written agreements are in place, calculate pro-rata entitlements correctly, and maintain accurate records. Using workforce management software can help automate rostering, track leave accruals, and support compliance with Fair Work requirements.
