There are only limited reasons why your employer can refuse your statutory flexible working request. If you make a non-statutory request and your employer refuses, they don’t need to give you a reason.
Can I drop from full-time to part-time?
Changing from full to part time hours – protection against less favourable treatment. If you work full-time, you don’t have the right to switch to part-time or vice versa, your employer needs to agree (see our pages on Flexible working).
Do part-time staff have the same rights as full-time staff?
The right to equal treatment. As a part-time worker you have the right not to be treated less favourably than your full-time colleagues on all terms and conditions of employment. This includes: Holiday entitlement: You will be entitled to the same holidays as full-time workers, calculated on a pro-rata basis.
Do you have to pay part-time works the same over rate as full-time staff?
Part-time workers must get at least the same hourly pay rate as a full-timer doing a similar job. If you’re a part-timer, your employer can set the same hours threshold for enhanced overtime pay as for full timers, so you might not get overtime pay until you’ve worked more than the normal hours of a full-time worker.
Why does an employer refuse to hire a part time employee?
If an employer refuses a part-time working request, they need to provide good reasons. For example, that the change would lead to staffing difficulties. They should give an employee their reasons for the refusal. An employee’s request should be considered on non-discriminatory grounds, in accordance with employment equality legislation.
Can a part time employee be treated less favourably than a full time employee?
Employers can treat part-time workers less favourably than full-time workers in two circumstances: Employers cannot treat a part-time employee less favourably than a comparable full-time employee simply because of the fact that they work part-time.
Can you change from full time to part time?
When changing from full-time or part-time to casual the usual rules for ending employment apply, including: paying out leave and any other entitlements owed. An employer may be able to change an employee’s full-time employment to part-time or casual employment without agreement from the employee. Important factors to consider are:
Is the protection of part time work act unlawful?
The employee, in good faith, opposed (by lawful means) an act that is unlawful under the Protection of Employees (Part-Time Work) Act
