Part time is no reason for a lower rate

Working part time cannot, on its own, be a reason for worse conditions. That is set out in the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000.

What the law guarantees

Regulation 5 gives a part-time worker the right not to be treated less favourably than a comparable full-time worker. But the right applies only where both of these are true:

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• the worse treatment is on the ground of being part time; and
• the employer cannot justify the difference on objective grounds.

The pro rata principle also applies — proportionate to hours worked — unless that would be inappropriate.

What this means in practice

As a rule a part-time worker should be no worse off than a comparable full-timer on: the pay rate; access to a pension scheme; paid holiday (pro rata); training; selection for redundancy; and other benefits.

Pro rata means an equal rate, not the same total: someone working fewer hours earns less overall, but not at a lower rate.

Who is a 'comparable' worker

A colleague with the same employer, on the same type of contract, doing the same or broadly similar work. Without a suitable comparator the rule is harder to apply directly.

What the law does NOT guarantee

It does not require the same total pay and does not ban every difference: differences the employer can objectively justify for a genuine business reason are allowed. Overtime premiums, for example, usually start only after full-time hours have been worked.

What to do

1. Compare your terms with a full-time colleague doing the same job.
2. Ask your employer for a written explanation of any difference.
3. If it is unresolved, get advice from Acas on the process and time limits for an employment tribunal claim.

Source: regulation 5 of the Part-time Workers Regulations 2000. Checked 25 October 2026.