Employing part-time workers

Considering requests to work part-time

The benefits of allowing your employees to work part-time are significant. Small businesses in particular can react to changes in the market more rapidly if they employ part-time workers. See the page in this guide on the advantages and other points to consider when employing part-time workers.

If a full-time employee asks to work part-time, treat the request seriously and examine with the employee whether it is practical to accommodate this wish. The process may require time and planning. Introducing a company process to evaluate such requests may be worthwhile.

Read about the different types of requests employees can make to work flexibly at the Tiger website.

Before taking a decision, you need to consider:

• if a job-share would be appropriate and whether there is a suitable candidate
• whether someone needs to be present in the post during all hours of work
• whether all the necessary work can be done in the number of hours the employee wants to work
• whether there is a similar type of job the employee could do part-time
• the cost of recruiting and training a replacement if a compromise cannot be found
• the business benefits of a part-time arrangement
• the consequences on the business' systems, procedures and resources
• reaching agreement with employees and their representatives before making changes
• any effects on other staff

Additionally, employees who have children under six or disabled children under the age of 18 have the legal right to request a flexible working pattern. The employer has a duty to consider the application. Employers can only reject the request if there are objective business grounds for doing so. You should be aware that it may be sex discrimination if a female is not allowed to return to work on a part-time basis after maternity leave.