A revised Code of Practice on Access to Part-Time Working has been signed into law, offering practical guidance for both employers and employees on how part-time working arrangements should be handled.
The updated code was prepared by the Workplace Relations Commission (WRC) and has replaced an older set of guidelines.
What does this mean for employers?
There are many reasons why someone might want to work part-time, and it’s important for employers to be informed of their rights and obligations when it comes to managing part-time employees. This revised Code of Practice aims to help employers implement part-time working arrangements in a structured and fair way.
By facilitating part-time working options, the Government aims to bring more parents, carers, older employees, and students into or back into the labour market.
Key takeaways from the new Code of Practice
The revised Code of Practice encourages employers to:
- Review and update internal policies on flexible working, including part-time hours, job sharing, and compressed hours.
- Consider part-time requests fairly, including moves from full-time to part-time and vice versa
- Promote transparency by publishing data on the take-up of part-time working options
- Ensure that employees who move to part-time work are not penalised for exercising these rights
The Code also highlights the importance of clear communication between employers and staff when considering part-time roles.
What employers should do next
As well as getting familiar with the revised Code of Practice on Access to Part-Time Working, employers should:
- Review HR documentation, including contracts of employment and flexible working policies, to ensure it aligns with the updated Code of Practice
- Provide training for line managers and HR departments to ensure that part-time working is managed compliantly
- Communicate clearly with staff to ensure that all employees are aware of part-time opportunities and of the company policies in place around flexible working requests
