Part time means working fewer hours than a full-time comparator, while full time usually means roughly 30 paid hours a week or more. The trade-off is flexibility against typically higher pay, progression and benefits. The law says part-time workers must not be treated less favourably, so holiday and pension are normally pro rata, not simply smaller.
What counts as part time and full time?
There is no single legal hour threshold. The Office for National Statistics treats full-time as more than 30 paid hours a week (25 or more in teaching), and part-time as 30 or fewer. In practice, your contract and your employer’s full-time role decide how you are classed.
That last point matters. Part time is always relative: if your employer’s full-time role is longer than your working week, that week is part time for you, even though a statistician would count it as full time. Common patterns look like this:
- Full time: a standard full-time week, usually spread across the working week.
- Reduced weekly hours: a regular four-day week or shorter days.
- Term-time working: hours that follow the school calendar.
- Evening and weekend shifts: common in retail, hospitality and care.
- Job shares: one full-time role shared by colleagues.
If you are unsure how your own role is classed, check the contract wording and ask what the full-time equivalent is. Everything else, from pro rata pay to holiday, is calculated from that comparator.
How does pay compare?
The gap in weekly pay is large, mostly because of hours. In April 2025, ONS reported median weekly earnings of £766.60 for full-time employees and £280.00 for part-time employees, according to its annual earnings bulletin.
Weekly figures say little about hourly value, so look at pro rata. Under the Part-time Workers Regulations 2000, pay and benefits are applied in proportion to hours. If you work half the hours of a full-time colleague in the same role, you should receive half the annual salary, not less.
Minimum wage rules set the floor for hourly pay whatever your hours. The National Living Wage rate for workers aged 21 and over is £12.71 from April 2026. To check an offer:
- Divide the annual salary by the hours you will work, not the headline full-time hours.
- Compare the resulting hourly figure with the current minimum for your age.
- Ask whether unpaid breaks or travel time sit inside your contracted hours.
A part-time salary that looks low on paper can still be a fair hourly rate. A full-time salary can hide unpaid overtime that drags the real hourly figure down.
What rights and benefits do part-time workers have?
You have the same core protections as a comparable full-time colleague from day one. Government guidance on part-time workers’ rights says you should be treated the same on pay, holiday, pension opportunities and training. Employers can only treat you differently where they can objectively justify it.
- Holiday: statutory entitlement is 5.6 weeks, applied pro rata. Acas guidance on holiday entitlement explains how fractional days work out in practice. If your employer gives more than the statutory minimum, part-time staff must not be disadvantaged.
- Overtime: you are not owed overtime rates until you exceed the normal hours of a full-time comparator, though some contracts are more generous.
- Flexible working: every employee can apply for flexible working from their first day, and employers must generally decide within two months. You can make up to two requests in any 12 months, with only one live at a time.
- Sick pay: the Resolution Foundation’s low pay analysis notes that many low-paid part-time workers fall below the earnings threshold for Statutory Sick Pay, and occupational sick pay is not a statutory right.
Pro Tip: Put your flexible working request in writing, say exactly which terms you want changed, and keep a copy. A clear written request is much harder to dismiss.
What are the practical trade-offs beyond pay?
The money is only half the picture. The Resolution Foundation’s work on the ‘part-time work divide’ finds part-time jobs concentrated in lower-paid sectors. For some people that brings higher life satisfaction. For others it means career constraints or lower living standards.
Here is how the main factors tend to play out:
- Progression: many part-time roles offer fewer promotion routes, and managers sometimes assume senior jobs need full-time presence.
- Retention value: the CIPD argues that quality part-time roles help employers keep skilled people and work across more job types than managers expect.
- Wellbeing: part-time workers often report similar life satisfaction to full-timers and lower work-related stress.
- Underemployment: some people work part time because nothing longer is available, which is a very different position from choosing it.
Wellbeing gains can be real, yet they may be offset later by slower pay growth and smaller pension pots. Weigh both the short-term and long-term effects.
How do you choose between them?
Start with money, then work outwards. Work through this checklist:
- Calculate the monthly income you actually need, after tax and commuting costs.
- Decide how many hours you can or want to commit each week.
- Define your career goal and whether it depends on seniority or training.
- Check how hours change your pension, holiday and sick pay.
- Ask the employer about hours, overtime rules and pro rata holiday and pension.
- Ask what promotion and training look like for part-time staff, and what the flexible working policy allows.
Treat part time as a strategic choice when it serves study, caring or health, and you can afford the income. Be more cautious if it is a stopgap you cannot escape, since underemployment can quietly erode your living standards.
Is franchising another route to flexible or full-time work?
It can be. Some franchise models suit part-time ownership, while others are full-time businesses from day one. We help you filter UK franchise opportunities by lifestyle, investment level and industry, and match the time a model demands to the time you have.
- Browse our list of part-time franchise opportunities if you want something that fits around other commitments.
- Compare it with our full-time franchise listings if you are ready for a bigger commitment.
- Compare expected weekly hours, income forecasts and the initial investment before you enquire.
- Ask each franchisor for franchisee case studies so you hear real hours from real owners.
Our trending franchise opportunities page can help you start looking.
FAQ
Is it better to work full or part time?
Neither is better for everyone. Full time usually brings higher total pay and more progression routes, while part time offers flexibility and often lower stress. The right choice depends on your income needs, your goals and your other commitments.
Is 30 hours classed as part time or full time?
It depends on who is counting. The ONS classes 30 hours or fewer as part time, so exactly 30 is part time in its statistics. Your employer’s contract and its full-time comparator decide how your own role is treated.
Is full-time pay better than part-time?
In total, yes: ONS reports a much higher median weekly pay for full-time employees, mainly because they work more hours. Hourly rates are what you should compare, and part-time pay must be pro rata to a comparable full-time role.
Is it a good idea to go part time?
It can be, if you can cover your costs and the role still gives you training and progression. Check pension, holiday and sick pay first, and put a flexible working request in writing if you want to reduce hours in your current job.