Part-time employee benefits
Federal labor laws do not require employers to offer the same benefits to part-time workers as they do to full-time workers. For instance, part-time employees may not be eligible for health insurance, paid time off, or other fringe benefits. Part-time workers are still entitled to a few basic benefits, including Social Security, Medicare, unemployment insurance, and workers’ compensation.
Part-time employee holiday, sick, and vacation pay
Federal labor laws don’t require employers to offer holiday or vacation pay to any employees. Employers may choose to offer these benefits to full- or part-time employees. They may also choose to offer more paid time off to full-time employees than part-time employees.
Many states require employers to offer sick leave to employees who work a minimum number of hours. And in most cases, the threshold is low enough to include part-time workers. As always, employers should familiarize themselves with federal, state, and local laws that may impact their business and their part-time workers.
Part-time employee FLSA and DOL regulations
An employee’s full- or part-time status does not change the application of the FLSA under the DOL. Minimum wage and overtime laws apply to all employees, no matter their status. For example, a part-time worker might work 30 hours per week as determined by their employer. But overtime doesn’t kick in until they work more than 40 hours.
Define the differences between full- and part-time work in your employee handbook and audit employee classifications regularly. For example, you may define part-time workers as anyone who works 30 hours or fewer per week. But if someone works 32 hours per week, you may need to reclassify them.