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When you’re building a team for your small business in Australia, understanding part time job hours is crucial – not just for compliance, but also for attracting and retaining the right people. Whether you’re a growing startup or an established business looking to scale, getting clear on what counts as “part time work hours”, and how they compare to casual roles, can help you set expectations and create solid employment contracts.
If you’ve ever wondered “how many hours is a part time job in Australia?” or found yourself asking “what’s the maximum hours for part time?”, “how many days is part time work here?” or even “how many hours can a part time employee work versus a casual”, you’re definitely not alone. There’s a lot of confusion about the specifics – and as an employer, you have obligations under the Fair Work Act and various modern awards to get this right.
In this guide, we’ll walk you through everything you need to know about part time job hours for Australian businesses: what’s considered part time, what needs to be in your contracts, how this differs from casual work, and the key legal risks to avoid. If you’re looking for clear, legally-sound information that helps set your business up for success, keep reading. And if you need tailored advice for your industry or situation, the team at Sprintlaw is here to help.
What Is Part Time Work in Australia?
Let’s start with the basics. In Australia, there’s no single magic number that defines part time hours, but there are key guidelines to follow.
A part time job is generally any employment where the staff member works fewer than 38 hours per week on a regular, ongoing basis. This is different to casual work (which we’ll get to below), and also different from full-time roles, which are typically 38 hours a week or more.
Here are some essentials you should know when determining part time status for your business:
- Regular Pattern: Part time work involves a regular (but fewer) weekly or daily work pattern – such as 2, 3, or 4 set days per week, or specific shifts at set times.
- Guaranteed Hours: These workers have a written agreement that guarantees them a minimum number of hours per week or shift, with a consistent schedule.
- Entitlements: Part time employees are usually entitled to the same benefits as full-timers – such as annual leave, sick leave, and public holiday pay – on a pro rata (proportional) basis.
- Coverage by Awards: Modern awards (which set industry minimum standards) often have their own definitions around part time hrs, minimum shifts, and what needs to be in writing.
So when you hear people asking “how many hours for part time”, “how many days is part time?”, or “whats part time hours”, what they’re really asking is what sits between full-time and casual work. Let’s break it down even further.
How Many Hours a Week Is Part Time Work?
Under the Fair Work Act 2009, a full-time employee generally works 38 hours per week. Anything less than that can be classified as part time – so part time work is typically anywhere from 8 to 30 hours per week, distributed over a number of days. The specific answer depends on the needs of your business and the arrangement you make with your staff, but these are the general guidelines used across Australia.
- Minimum Hours: There’s usually no national legal minimum, but many industry awards require at least 3 consecutive hours per shift for part time employees, and some specify a minimum number of shifts per week.
- Maximum Hours: Most part time employees will not exceed 30–32 hours a week, but some awards allow up to 38 (anything above that is usually considered full time and may attract overtime rates).
- Common Patterns: It’s common for part time workers to do 2–4 days per week, with shifts ranging from 4 to 8 hours, but it could be more or less depending on your scheduling needs.
If you have specific requirements based on your type of business or award coverage, it’s important to consult your applicable modern award or check award pay rates to ensure you’re compliant.
Example: Retail Part Time Hours
In the retail industry, the General Retail Industry Award stipulates part time employees must agree in writing to a fixed number of minimum weekly hours and regular roster. Typically, this might be 15–25 hours per week, over several set days.
How Many Days a Week Is Part Time?
There’s no prescribed “part time days” in law, but generally part time workers are engaged for less than 5 days weekly – often 2, 3, or 4 days is standard. The specific days and schedule should be agreed upon in your employment contracts, and any changes to this pattern usually need to be made in writing and with notice given.
For your staff and for compliance, always document the agreed schedule so there’s clarity on both sides, and a regular pattern can be established.
How Is Part Time Work Different from Casual Work?
One of the biggest misunderstandings in small business hiring is the difference between part time and casual work arrangements.
Here’s what sets part time apart from casual jobs:
- Part Time: Regular, set hours each week; guaranteed minimum; entitled to paid leave (annual, sick, carers’) on a pro-rata basis.
- Casual: No guaranteed hours; shifts may vary week to week; paid a higher ‘casual loading’ instead of paid leave entitlements.
So if you’re wondering “how many hours is casual work?” or “how many hours does casual work compared to part time?”, remember that casual staff can legally work the same hours as part timers (even up to full-time), but it’s the guarantee of hours and benefits that sets part time and casual apart.
This distinction is important for drafting the right employment contracts and making sure you pay staff correctly under the right classification.
What’s the Maximum Number of Hours for Part Time Work?
Using the Fair Work Act as a reference, 38 hours per week is considered full-time. Part time employees generally should not be rostered for more than 38 ordinary hours per week (except where overtime arrangements apply).
If you roster a part time worker beyond their contracted hours, these extra hours are likely to be treated as overtime (with corresponding overtime rates), unless otherwise stated in an award or enterprise agreement. So, for most employers, the standard is that part time job hours are capped at less than 38 hours per week, unless you’re providing appropriate overtime pay.
Key Tips for Employers:
- Always outline the regular pattern of hours (days, times, number of hours) in writing, as part of the employment contract.
- Don’t roster part time staff above their contracted hours unless they agree, and unless you pay overtime rates where applicable.
- If your needs change and you want a part timer to shift to more hours or full time, you should formally vary the employment agreement and communicate any changes in writing.
What Legal Requirements Apply to Part Time Employees?
As an employer, you’re required to ensure:
- All part time arrangements are outlined in a written employment contract that spells out the guaranteed hours and working pattern.
- You comply with your National Employment Standards (NES) obligations, such as providing the right pro rata leave and public holiday entitlements.
- Wages (including any part time loading or rate) match current award or agreement requirements.
- You keep accurate payroll and payslip records for all part time staff.
We also recommend reviewing your workplace policies regularly and checking that your employment obligations are up to date, especially as industrial laws evolve.
How Do I Structure Part Time Employment Contracts?
Getting your paperwork right up front is key for compliance and avoiding disputes. Here’s what every part time contract should typically cover:
- Employee’s Status: Clearly identify the role as part time, not casual or full time.
- Guaranteed Weekly Hours: Document the agreed minimum number of hours per week or shift.
- Regular Pattern of Work: Include days and start/end times, where possible.
- Leave Entitlements: Set out pro rata annual leave, personal/carer’s leave, and public holiday rules relevant to part time.
- Overtime and Penalty Rates: Outline when overtime applies and how penalty rates are paid under the award/agreement.
- Variation Process: Describe how any changes to hours must be made (usually by written agreement).
If you’re not sure what should go into a part time contract, Sprintlaw can assist with tailored employment contract drafting and review for your industry.
How Are Leave and Other Entitlements Calculated for Part Time Staff?
A key reason many employees seek part time jobs (rather than casual) is for access to pro rata paid entitlements. Here’s how this works:
- Annual Leave: Accumulates progressively at the same rate as full time (4 weeks per year), but on a pro-rata basis (e.g., if they work half the hours of full time, they get half the leave).
- Sick/Personal Leave: Also accrues pro-rata – part timers get a portion of the 10 days per year of sick/carer’s leave based on their regular hours.
- Public Holidays: If a public holiday falls on a day they’d normally work, they get paid for those hours (unless your award says otherwise).
You can use the annual leave calculator to work out exact entitlements based on their hours.
Can I Have Flexible or Variable Hours for Part Time Staff?
Yes, but only within limits. If you want flexibility, make sure your contract states how and when hours can vary. Under most modern awards, any permanent changes to the agreed hours must be made in writing with employee agreement.
If you regularly change hours week to week, your worker could be considered a casual (with different pay and rights), so consistency is important.
What Risks Do Employers Face If They Get Part Time Job Hours Wrong?
If you misclassify employees, don’t pay correct award rates, or fail to specify hours properly, you risk:
- Back pay claims for underpayment or overtime
- Fines for breaches of the Fair Work Act or award
- Unfair dismissal or adverse action claims
- Disputes over entitlements, termination, or roster changes
To avoid these, always update agreements in writing, keep excellent records, and get legal guidance for your business type. You can review more on proper termination processes and contract redrafting if you need to change terms.
What About “Successive Fixed-Term” and Other Trends?
Recent legal changes mean you can’t keep staff on rolling or “successive” fixed-term part time contracts for more than two years in most cases. Always check the latest regulations for your sector – especially if you use short-term contracts.
What Legal Documents Do I Need for Part Time Employees?
Every small business hiring staff – whether part-time, full-time, or casual – should have the right legal documents. Key documents include:
- Employment Contract: Outlines staff status, regular hours, role, pay, entitlements, and termination procedures.
- Workplace Policies/Staff Handbooks: Set your standards for conduct, rostering, leave requests, performance management and more.
- Fair Work Information Statement: Must be provided to every new employee – explains their rights and entitlements.
- Privacy Policy: Required if you collect staff or customer personal data – explains how you store and use this information (learn more).
- Ongoing Compliance Checklists: To track hours, overtime, leave, and pay compliance.
You can read more about these key documents for Australian employers in our guide here.
Key Takeaways: Part Time Job Hours for Employers
- In Australia, part time job hours are generally less than 38 per week, with a regular, ongoing schedule that’s agreed in writing.
- There’s no universal minimum, but awards often require at least 3 hours per shift and a consistent roster – check your industry’s award.
- Part time employees benefit from pro rata leave and public holiday entitlements, unlike casuals who get a loading instead of paid leave.
- It’s essential to specify guaranteed hours and regular working patterns in the employment contract to avoid disputes and stay compliant.
- Changes to hours, exceeding contracted hours, or switching between part time and full time must follow legal procedure and be made in writing.
- Having tailored contracts, staff policies, and correct onboarding documentation can protect your business from costly Fair Work claims.
- Seek legal guidance to ensure your arrangements are current, especially as workplace laws continue to evolve.
If you would like a consultation on setting up part time job hours and employment contracts for your business, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.
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