All part-time workers have equal rights to their full-time counterparts with regard to:
- pay rates
- holiday entitlement (including bank and public holidays)
- training and career development opportunities (including selection for promotion or transfer)
- selection for redundancy
- career breaks.
Part-time workers are protected from "less favourable treatment" unless the employer can objectively justify that treatment for genuine business reasons.
The equality of rights is nearly always applied using the principles of pro rata when deciding, for example, how much a part-time worker should be paid. There is no qualifying period of service for equality of rights, nor an upper age limit, and all part-time workers have immediate rights.
When identifying whether you, as a part-time worker, are being treated equally, you should identify a full-time colleague to compare yourself with. The comparable worker must:
- be employed by the same employer, working ‘full-time’ hours as applicable in that workplace
- work under the same type of contract, for example you cannot compare yourself with a worker who is not an employee
- be engaged in the same/broadly similar work – having regard to whether the full-time worker has a similar level of qualifications, skills and experience as the part-time worker
- usually work at the same place.