Author: Roxanne Bradley
Published: February 23, 2017
Reading time: 2 minutes
This article is 8 years old.
Read our disclaimer keyboard_arrow_down
This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.
The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.
The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.
Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.
If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.
All characters are fictitious and should not be taken as referring to any person living or dead.
Use of this website shall be considered acceptance of the terms of the disclaimer presented above.
Both part time and full time workers who are doing the same or similar work need to be treated the same. As an employer you cannot treat one less favourably than the other.
Part time workers have the right to be treated no differently than colleagues who are full time in a comparable job role.
This includes:
– Same rates of pay
– Same opportunities to training (don’t exclude part time staff because they simply work part time)
– Same holiday entitlement based pro rata
– Treated no different if workers are selected from redundancy
– Have the same opportunities which are open to full time staff such as career break schemes
As an employer, you will need to provide an objective reason that justifies treating part time staff differently and the reason meets a genuine business need.
If a part time member of staff thinks they are being treated less favourably, and if there is no satisfactory discussion with their supervisor/line manager, they can then ask for a written statement with an explanation of the unfavourable treatment. The response should be within 21 days and if the member of staff is not happy with the reason then they could potentially bring a claim against you in an employment tribunal.
