The definition of a part-time work week is complex, depending on the context, such as federal law or an individual company’s policy. There is no single, universal standard for part-time status, leading to variability in how employees are classified and what benefits they receive. Understanding these different definitions is important for both workers and employers navigating employment expectations and legal compliance.
The Common Workplace Standard
While no federal regulation dictates the standard for part-time work, a widely accepted industry norm exists for scheduling and administrative purposes. Full-time employment is traditionally associated with a 40-hour work week. The Bureau of Labor Statistics (BLS) considers employees who work 35 hours or more per week as full-time, positioning the common part-time threshold at anything less than 35 hours.
Part-time schedules often fall between 20 and 29 hours per week, which employers use for general staffing needs. This classification helps businesses manage payroll and determine staffing levels. Many employers set their internal full-time line at 35 hours, classifying those working 34 hours or less as part-time. This practice provides a functional definition for scheduling.
Federal Wage Law Does Not Define Part-Time
The primary federal law governing wages and hours, the Fair Labor Standards Act (FLSA), focuses on ensuring fair pay practices but avoids defining employment status by hours. The FLSA mandates the federal minimum wage, sets rules for overtime pay, and dictates record-keeping requirements. It applies these protections equally to all non-exempt workers, regardless of their classification.
The law requires non-exempt workers to receive overtime pay at one and a half times their regular rate for any hours worked over 40 in a single workweek. Part-time designation does not exempt employees from this overtime rule or affect their eligibility for the minimum wage. The FLSA regulates compensation, leaving the determination of employment status for other purposes to the employer.
The 30-Hour Threshold Under the Affordable Care Act
The most significant federal definition influencing the line between full-time and part-time status is found within the Affordable Care Act (ACA). Under the ACA’s Employer Mandate, an Applicable Large Employer (ALE)—generally one with 50 or more full-time equivalent employees—must offer affordable, minimum-value health coverage to all full-time employees. For this purpose, the ACA defines a “full-time employee” as one who averages at least 30 hours of service per week, or 130 hours per month.
Consequently, for health insurance purposes under the ACA, an employee working less than 30 hours per week is considered part-time. This 30-hour benchmark incentivizes many employers to cap part-time hours below this level to manage their obligation to provide health benefits. Employers with variable-hour employees use a look-back measurement period to determine if an employee has met the 30-hour average over a set time frame.
How Individual Employers Set Their Own Part-Time Limits
Beyond the federal ACA threshold, employers have the flexibility to define part-time status for internal human resources and benefits administration. Since the FLSA does not impose an hourly definition, a company can set its own policies in the employee handbook. This internal definition determines an employee’s eligibility for non-mandated benefits offered by the company.
Some employers set their part-time limit at 32 hours per week, allowing employees slightly more hours than the ACA threshold while still classifying them as part-time for internal benefits. Other businesses may set the threshold lower, such as 20 hours per week, to align with specific operational needs. The company’s chosen limit dictates who qualifies for benefits like paid time off (PTO), paid holidays, and 401k matching contributions.
Key Implications of Part-Time Status
Classification as a part-time employee has practical consequences primarily related to employer-provided benefits. Part-time employees are often ineligible for company-sponsored health insurance coverage, unless they meet the 30-hour ACA requirement or the employer voluntarily extends coverage. They may also be excluded from or receive prorated amounts of paid time off, sick leave, and other voluntary benefits.
Part-time status does not affect the employee’s fundamental protections under federal wage law, which still guarantee minimum wage and overtime pay for hours over 40. Part-time workers may also be eligible for unemployment insurance benefits if they lose their job or have their hours significantly reduced. Eligibility for unemployment is governed by a state’s minimum earnings or hours worked requirements, often allowing for partial benefits.