Employing staff on a part time basis in Cheltenham, Gloucestershire often has the advantage of controlling costs and adding flexibility to the running of the business- but there are part time payroll staff legal requirements.
However, those employers need to be aware that part time employees have employment rights in the same way that full-time members of staff do. Should an employer treat a part time employee unfairly, they can leave themselves open to a claim of indirect sexual discrimination. This is because more women tend to work part time than men.
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations were introduced as far back as 2000. The rules set down an employer’s legal obligations to part time employees.
In general, an employer must not treat a part time member of staff less favourably than a comparable full time member of staff. In other words, no less favourably than a full-time employee who also works for the same employer and carries out the same sort of duties on a similar contract of employment.
Part time employees must have the same rights and benefits as full time employees in relation to the hours they are contracted to work.
Specifically, the law says that a part-time employee must be paid the same hourly rate as a full time comparable employee. They must be paid the same hourly overtime rate as a full-time comparable employee, once they have completed more than the normal number of hours worked by a full-time employee.
They must not be denied access to training because they only work part time. They must be treated in the same way as a full time employee when an employer is looking to promote staff or to make redundancies. They must have the same entitlement to annual leave, sick pay, maternity and parental leave on a pro rata basis as full-time colleagues.
They must also have an entitlement to such benefits as company pension schemes.
Where an employer treats a part-time worker less favourably than a full-time employee, they must show that it is necessary and objective. A company benefit, for instance, may prove to be disproportionately expensive for a part-time employee.
If a part-time worker considers they have not been treated fairly, they are entitled to ask their employer for an explanation in writing, which must be produced in 21 days. Should a part-time employee not accept the reasons as objective or justified, they can take their employer to an employment tribunal.
So if you want help with your payroll requirements- you can either ring us now on 01242 583001- email us on firstname.lastname@example.org or click the Contact Us button or please fill the form at the bottom of the contact us page.