The widely accepted definition of full-time employment is 40 hours per week, but part-time employment is a bit harder to pin down. Some employers consider part-time employment to be less than 25 hours per week; for others, it’s less than 30 hours per week. When there are no legal considerations, some employers simply adopt the Bureau of Labor Statistics definitions.
The BLS regards full-time employees as those who typically work 35 hours or more per week and part-time employees as those who typically work less than 35 hours per week. Note that these are not legal definitions. (They’re developed solely for statistical purposes.)
Fair Labor Standards Act: Although the FLSA does not define full-time or part-time employment, it requires overtime pay for hours worked over 40 in a workweek. Many employers define full-time employment as 40 hours per week because it simplifies the monitoring, recording and calculation of overtime.
State law: States may establish their own definition of full-time and part-time employment. In some states, full-time employment is regarded as 40 hours per week and part-time as less than 35 hours per week. Also, some states mandate that employers provide certain benefits, such as paid sick leave, to both full-time and part-time employees who work a specified number of hours.
Affordable Care Act: If you have 50 or more full-time employees, the ACA says you must offer health insurance or pay a penalty. For ACA purposes, full time is 30 hours per week or 130 hours per month. Anything less is considered part-time employment.
Work schedule: If the job requires the employee to be present on most or all workdays and delivers little to no flexibility, then it’s likely full time. Usually, full-time roles need a stable presence, with the employee working at least seven to eight hours per workday or 35-40 hours per workweek.
Conversely, if the job comes with fewer responsibilities, inconsistent hours and a good amount of flexibility, then it’s likely part-time. Typically, part-time roles demand less commitment from the employee than do full-time positions.
Pay and benefits: Full-time employees are normally paid either on an hourly or salary basis. If a full-time hourly or salaried employee is nonexempt under the FLSA, he or she must receive no less than the federal or state minimum wage. Employees should also get overtime — at one and a half times their regular rate of pay — for work hours exceeding 40 in a workweek. Full-time employees are often paid at a higher rate than part-time employees and are offered a wider range of company benefits.
Part-time employees typically receive limited, if any, benefits. (Many employers don’t go beyond what’s legally required for part-time employees in terms of benefits.) Though part-time positions are frequently classified as hourly, they can be hourly or salaried. Keep in mind that if a salaried employee is exempt under the FLSA, you must pay him or her no less than $684 per week — regardless of whether the position is full time or part time.
Employee classifications like this can be tricky, so refer to an HR Professional or Labor Attorney for guidance.