From the HR Support Center: How Many Hours Can I Assign to a Part-Time Employee?

From the HR Support Center: How Many Hours Can I Assign to a Part-Time Employee?

How many hours can I assign to a part-time employee? Is there a limit?

There’s no specific limit to the number of hours you can assign to a part-time employee, as it’s up to you to decide how many hours employees need to work in a week to be considered full-time. It is recommended abiding by the standards you’ve set. So, for example, if you define full-time as working 35 or more hours per week, then you’d want to make sure you were assigning part-time employees fewer than 35 hours in a week.

If you are regularly assigning a part-time employee a full-time schedule—and full-time employees receive additional benefits, such as paid time off—you should consider reclassifying the employee to avoid claims of unfair treatment or discrimination. Also note that for certain laws (including the ACA) and for purposes of insurance or retirement plans, benefits will kick in when an employee hits a certain number of hours per week, regardless of whether you internally call them part-time or full-time.

The HR Support Center is a service offered to Payroll Partners clients, and provides access to exclusive, industry-leading HR tools and resources, for just a few dollars a month. From employee handbooks, job descriptions and other commonly used HR documents, to up-to-the-minute law alerts, easy-to-understand state and federal law libraries, and unique training videos, the HR Support Center will help you effectively manage your HR compliance and employee relations needs.

Legal Disclaimer: Payroll Partners and/or the HR Support Center are not engaged in the practice of law. The content in this email should not be construed as legal advice, and does not create an attorney-client relationship. If you have legal questions concerning your situation or the information you have obtained, you should consult with a licensed attorney. Payroll Partners and/or the HR Support Center cannot be held legally accountable for actions related to this article.