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Part-Time Employment Agreement (Ireland)

Part-Time Employment Agreement (Ireland)

Terms of Employment Acts 1994–2014 & Protection of Employees (Part-Time Work) Act 2001

This Part-Time Employment Agreement (the “Agreement”) is entered into on [Agreement Date] between:

[Employer Name] (CRO No. [Employer CRO]), having its registered office at [Employer Address], [Employer City], [Employer Eircode] (the “Employer”); and

[Employee Name] (PPS No. [Employee PPS]), of [Employee Address], [Employee City], [Employee Eircode] (the “Employee”).

Together referred to as the “Parties”.

The Employer is required to provide written terms of employment pursuant to the Terms of Employment (Information) Acts 1994–2014. This Agreement constitutes the written statement of the Employee’s terms and conditions of part-time employment.

The Employee is employed on a part-time basis. The Protection of Employees (Part-Time Work) Act 2001 provides that a part-time employee shall not be treated in a less favourable manner than a comparable full-time employee in respect of conditions of employment unless such treatment can be justified on objective grounds.

1. COMMENCEMENT AND PROBATION

1.1 The Employee’s part-time employment with the Employer commences on [Commencement Date].

1.2 No prior service with a previous employer will be deemed to count as continuous service for the purposes of this Agreement unless agreed in writing.

1.3 The Employee’s employment is subject to a probationary period of [Probation Period] commencing on the commencement date. During the probationary period, the Employer may terminate the employment with the notice set out in Clause 8.1. The probationary period may be extended in exceptional circumstances, subject to a maximum total of 11 months, in accordance with the Work Life Balance and Miscellaneous Provisions Act 2023.

1.4 Upon successful completion of the probationary period, the Employee’s employment will continue on the terms set out in this Agreement.

2. POSITION AND DUTIES

2.1 The Employee is engaged on a part-time basis as [Job Title] within the [Department] department, reporting to the [Reports To].

2.2 The Employee’s primary place of work is [Place of Work]. The Employer may, on reasonable notice, require the Employee to work at other locations as may be reasonably necessary.

2.3 The Employee’s key duties and responsibilities include:

[Duties Summary]

2.4 The Employer may reasonably vary or add to the Employee’s duties having regard to the operational needs of the business, provided that such variation does not result in a fundamental change to the nature of the role.

3. HOURS OF WORK

3.1 The Employee’s normal hours of work are [Hours Per Week], worked as [Working Pattern], or such other hours as may be agreed between the Parties.

3.2 The comparable full-time hours for this role are [Full-Time Hours]. The Employee’s pro-rata fraction is calculated as: part-time hours ÷ full-time hours.

3.3 The Employee is entitled to rest breaks in accordance with the Organisation of Working Time Act 1997:

  • a 15-minute rest break where more than 4.5 hours are worked (section 12(1));
  • a 30-minute rest break where more than 6 hours are worked, which may include the 15-minute break above (section 12(1));
  • a minimum daily rest period of 11 consecutive hours (section 11); and
  • a minimum weekly rest period of 24 consecutive hours (section 13).

3.4 The average working week (inclusive of any additional hours) shall not exceed 48 hours calculated over the applicable reference period, in accordance with section 15 of the Organisation of Working Time Act 1997.

4. REMUNERATION

4.1 The Employer shall pay the Employee at a rate of [€Pay Rate] on a [Pay Basis] basis, payable [Pay Frequency] in arrears by [Pay Method], subject to all statutory deductions.

4.2 The Employee’s remuneration meets or exceeds the national minimum wage as set under the National Minimum Wage Act 2000 (as amended), currently €14.15 per hour from 1 January 2026.

4.3 Under section 9 of the Protection of Employees (Part-Time Work) Act 2001, the Employee shall not be treated in a less favourable manner than a comparable full-time employee in respect of pay or other conditions of employment on the sole ground of being a part-time employee, unless such treatment can be justified on objective grounds.

4.4 The Employer shall deduct from the Employee’s gross remuneration all required statutory deductions, including:

  • Pay As You Earn (PAYE) income tax, as required by the Taxes Consolidation Act 1997 and administered by Revenue Commissioners;
  • Pay Related Social Insurance (PRSI) contributions, as required by the Social Welfare Consolidation Act 2005; and
  • Universal Social Charge (USC), as required by the Finance Act 2011.

4.5 The Employer shall provide the Employee with a payslip on each pay date in accordance with the Payment of Wages Act 1991.

5. ANNUAL LEAVE AND PUBLIC HOLIDAYS

5.1 The Employee is entitled to [Annual Leave Days] of paid annual leave per leave year, calculated on a pro-rata basis in accordance with the Organisation of Working Time Act 1997. The statutory entitlement for a part-time worker who does not work 1,365 hours in a leave year is 8% of hours worked, subject to a maximum of 4 working weeks.

5.2 Annual leave shall be taken at times agreed between the Employee and the Employer, having regard to the needs of the business.

5.3 Public Holidays: The Employee is entitled to paid time off on each of the 9 public holidays recognised in Ireland, provided that the Employee has worked at least 40 hours in the 5 weeks ending on the day before the public holiday. If the public holiday falls on a day the Employee would not normally work, the Employee is entitled to one-fifth of their normal weekly rate of pay, in accordance with section 21 of the Organisation of Working Time Act 1997.

5.4 The 9 public holidays in Ireland are: New Year’s Day (1 January), St Brigid’s Day (first Monday in February), St Patrick’s Day (17 March), Easter Monday, May Bank Holiday, June Bank Holiday, August Bank Holiday, October Bank Holiday, and Christmas Day (25 December).

6. SICK LEAVE

6.1 The Employee is entitled to [Sick Leave Days] of paid sick leave per year in accordance with the Sick Leave Act 2022. Statutory sick pay is payable at 70% of normal daily earnings, subject to a daily maximum of €110.

6.2 The Employee must notify the Employer as soon as practicable of any absence due to illness, and no later than the commencement of the working day.

6.3 For absences of 3 or more consecutive days, the Employee must provide a medical certificate from a registered medical practitioner.

7A. OTHER BENEFITS

The following additional benefits are provided: [Other Benefits].

7. TERMINATION AND NOTICE

7.1 Either party may terminate this Agreement by providing written notice as follows:

  • Employer to Employee: [Employer Notice Period], or payment in lieu of notice at the Employer’s election.
  • Employee to Employer: [Employee Notice Period].

7.2 The notice periods in Clause 8.1 meet or exceed the statutory minimums prescribed by the Minimum Notice and Terms of Employment Acts 1973–2005.

7.3 The Employer may terminate the Employee’s employment without notice in circumstances of gross misconduct. Any decision to dismiss without notice shall be subject to a fair disciplinary process in accordance with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000).

7.4 Upon termination, the Employee must return all property of the Employer, including access cards, devices, documents, and any copies of confidential information.

8. PART-TIME WORKER RIGHTS

8.1 The Employee is a part-time employee within the meaning of the Protection of Employees (Part-Time Work) Act 2001 (the “2001 Act”). The Employer shall not treat the Employee in a less favourable manner than a comparable full-time employee in respect of any condition of employment, unless such treatment can be justified on objective grounds.

8.2 The pro-rata principle set out in section 11 of the 2001 Act applies to the calculation of all entitlements under this Agreement. The Employee’s entitlements to annual leave, public holidays, sick leave, pension, and other benefits are calculated on a pro-rata basis by reference to the comparable full-time hours stated in Clause 3.2.

8.3 The Employee has the right, under section 14 of the 2001 Act, to request in writing a comparable full-time employee against whom their treatment may be assessed. The Employer shall respond to such a request within 21 days.

8.4 If the Employee believes they have been treated less favourably than a comparable full-time employee, they may refer a complaint to the Workplace Relations Commission (WRC) under section 16 of the 2001 Act within 6 months of the alleged contravention.

9. CONFIDENTIALITY AND DATA PROTECTION

9.1 The Employee shall not, during or after the employment, disclose to any third party or use for any purpose other than the performance of their duties any Confidential Information of the Employer, without the Employer’s prior written consent.

9.2 “Confidential Information” includes but is not limited to: [Confidential Info].

9.3 The Employer is a data controller for the purposes of GDPR (EU) 2016/679 and the Data Protection Acts 1988–2018. The Employer will process the Employee’s personal data for the purposes of managing the employment relationship, administering payroll, and complying with statutory obligations (PAYE, PRSI, USC) as reported to Revenue Commissioners.

9.4 Nothing in this Agreement shall prevent the Employee from making a protected disclosure in accordance with the Protected Disclosures Acts 2014–2022.

10. GRIEVANCE AND DISCIPLINARY PROCEDURES

10.1 If the Employee has a complaint or grievance relating to their employment, they should raise the matter with their line manager in the first instance. If unresolved, the Employee may invoke the Employer’s formal grievance procedure.

10.2 The Employer’s disciplinary procedure is conducted in accordance with the WRC Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146 of 2000). The Employee has the right to be accompanied by a trade union representative or colleague at any disciplinary hearing.

10.3 Employment disputes may be referred to the Workplace Relations Commission (WRC). The Employee may bring a claim for unfair dismissal under the Unfair Dismissals Acts 1977–2015 after 12 months of continuous service.

11. GENERAL PROVISIONS

11.1 Employment Equality: The Employer does not discriminate on the grounds of gender, civil status, family status, sexual orientation, religion, age, disability, race, or membership of the Traveller community, in accordance with the Employment Equality Acts 1998–2015.

11.2 Entire Agreement: This Agreement constitutes the entire agreement between the Parties with respect to the Employee’s part-time employment and supersedes all prior representations and arrangements.

11.3 Variation: Any variation to the terms of this Agreement must be agreed in writing and signed by both Parties.

11.4 Severability: If any provision of this Agreement is found to be invalid, illegal, or unenforceable, that provision shall be severed. The remaining provisions shall continue in full force and effect.

11.5 Governing Law: This Agreement shall be governed by and construed in accordance with the laws of Ireland. The Parties submit to the jurisdiction of the courts of Ireland, including the Workplace Relations Commission, the Labour Court, and the civil courts as appropriate.

IN WITNESS WHEREOF, the Parties have executed this Part-Time Employment Agreement on the date set out below.

SIGNED for and on behalf of the EMPLOYER:

Company: [Employer Name]

CRO No.: [Employer CRO]

Address: [Employer Address], [Employer City], [Employer Eircode]

SIGNED by the EMPLOYEE:

Employee: [Employee Name]

Address: [Employee Address], [Employee City], [Employee Eircode]

Employer

________________

Signature

Employee

________________

Signature

Maintained by Vladislav Sergienko, Founder·Template last modified: ·Report an error

What Is a Part-Time Employment Agreement (Ireland)?

A Part-Time Employment Agreement in Ireland sets the job duties, pay, hours, leave, and notice terms that bind employer and employee, and is governed by the Employment Equality Acts 1998-2015.

The primary legislation governing part-time employment in Ireland is the Protection of Employees (Part-Time Work) Act 2001, which transposed the EU Part-Time Work Directive 97/81/EC into Irish law. The Act establishes the principle of equal treatment, requiring that part-time employees be treated no less favourably than comparable full-time employees in respect of conditions of employment, on a pro rata basis where appropriate. The Act also prohibits the penalisation of employees who invoke their rights under the Act.

The Terms of Employment (Information) Acts 1994–2014 apply to all employees, including part-time workers, and require the employer to provide a written statement of core terms within five days and full terms within one month. The Organisation of Working Time Act 1997 governs working hours, rest periods, annual leave, and public holiday entitlements for part-time employees. The Sick Leave Act 2022 provides statutory sick leave to part-time employees who meet the qualifying conditions.

The National Minimum Wage Act 2000 applies to part-time employees, and the employer must confirm that the hourly rate of pay is not less than the statutory minimum. PRSI obligations apply to all part-time employment, and the employer must register the employee with the Revenue Commissioners and deduct PRSI, PAYE, and USC as appropriate.

The GDPR and the Data Protection Act 2018 apply to the processing of part-time employees' personal data in the same manner as for full-time employees.

Part-time employment in Ireland is increasingly common in a variety of forms: job-sharing arrangements (where two employees share one full-time role), reduced working week arrangements (for example, working three or four days per week), annualised hours arrangements (where total annual hours are agreed but individual weeks vary), and term-time working. Each of these arrangements requires a written agreement that clearly sets out the specific working pattern, the method of calculating pay and entitlements, and the terms applicable to variations in the arrangement.

The Work Life Balance and Miscellaneous Provisions Act 2023 introduced the right to request flexible and remote working in Ireland, which in practice often takes the form of a request to work part-time. The Act requires employers to consider and respond to such requests within specified timeframes, and to provide written reasons if a request is refused. The part-time employment agreement provides the formal contractual framework within which an approved flexible working request is implemented.

The Maternity Protection Acts 1994–2004, the Paternity Leave and Benefit Act 2016, and the Parental Leave Acts 1998–2019 apply to part-time employees in the same way as to full-time employees. Statutory leave entitlements are not reduced proportionately for part-time workers — the weeks of leave remain the same, though the rate of pay during certain types of paid leave may be affected by the employee's reduced earnings.

For employers, a clearly drafted part-time employment agreement is the foundation of a well-managed part-time workforce. It prevents misunderstandings about hours, pay, and entitlements, supports consistent treatment across the part-time workforce, and provides the documentary evidence needed to demonstrate compliance with the equal treatment obligations under the 2001 Act.

When Do You Need a Part-Time Employment Agreement (Ireland)?

An Irish Part-Time Employment Agreement is needed whenever an employer hires an employee to work fewer hours than a comparable full-time employee in the organisation. Part-time arrangements are common across all sectors of the Irish economy and are used to accommodate both employer staffing needs and employee flexibility preferences.

You need a Part-Time Employment Agreement when you are: hiring an employee to work a reduced schedule (for example, three days per week or mornings only); formalising an existing informal part-time arrangement to comply with the Terms of Employment (Information) Acts 1994–2014; transitioning a full-time employee to part-time hours, whether at the employee's request or as part of an organisational restructuring; engaging a worker who requires flexible hours due to caring responsibilities, education, or other personal commitments; hiring part-time staff to supplement full-time employees during peak periods or to cover specific shifts; or implementing an approved flexible working request under the Work Life Balance and Miscellaneous Provisions Act 2023.

The Protection of Employees (Part-Time Work) Act 2001 prohibits less favourable treatment of part-time employees, and a written agreement that clearly sets out the part-time employee's terms and entitlements helps the employer demonstrate compliance with this equal treatment obligation.

A well-drafted part-time employment agreement confirms that both the employer and the employee have a clear understanding of the agreed hours, the pro rata calculation of entitlements, and the employee's rights under Irish employment law.

The agreement is also needed when implementing a return-to-work plan for an employee returning from long-term sick leave or a period of protected leave, where a phased return on reduced hours has been agreed as a reasonable accommodation under the Employment Equality Acts 1998–2015. In such cases, the part-time agreement documents the transitional arrangement and sets out any review dates for reassessing the employee's capacity to return to full-time hours.

For employers with job-sharing arrangements, where two employees share one full-time post, a separate part-time employment agreement should be issued to each job-sharer setting out their individual hours, pay, and entitlements, and including provisions addressing what happens if one job-sharer leaves and the other wishes to continue in the role. The agreement should also address cover arrangements during each job-sharer's leave periods.

The Terms of Employment (Information) Acts require written notification of the part-time employee's specific hours and schedule. An agreement that vaguely describes the working arrangement as 'part-time' without specifying the days and hours will not satisfy this requirement and could expose the employer to a WRC complaint.

Under the Employment Equality Acts 1998-2015, enforced by the Workplace Relations Commission (WRC), parties to this agreement retain rights under the Unfair Dismissals Acts 1977-2015 and the Organisation of Working Time Act 1997. Section 8 of the Unfair Dismissals Act 1977 grants the WRC adjudication officers jurisdiction to hear claims. The Data Protection Act 2018, implementing GDPR in Ireland, governs personal data processed under this agreement. Revenue Commissioners require PAYE/PRSI compliance for all employment arrangements.

What to Include in Your Part-Time Employment Agreement (Ireland)

A thorough Irish Part-Time Employment Agreement should contain all the essential provisions required for any employment agreement, adapted to reflect the part-time nature of the employment.

The parties and commencement clause should identify the employer and employee, the date of commencement, and the part-time nature of the employment. It should also state the employee's job title and the name of their line manager.

The working hours clause should specify the employee's normal working hours per day and per week, the specific days on which the employee is expected to work (for example, Monday, Tuesday, and Wednesday from 09:00 to 17:30), the location of work, and any flexibility arrangements. The clause should confirm compliance with the Organisation of Working Time Act 1997 maximum 48-hour average week, and should state the employee's daily and weekly rest entitlements and break entitlements.

The remuneration clause should state the hourly or weekly rate of pay, the pay reference period, and the method of payment (for example, bank transfer to a named account on the last working day of each month). The clause should confirm that the rate of pay is at least equal to the national minimum wage under the National Minimum Wage Act 2000 and that the employee's pay is proportionate to that of a comparable full-time employee, consistent with the equal treatment principle under the Protection of Employees (Part-Time Work) Act 2001.

The equal treatment clause should confirm the employer's commitment to treating the part-time employee no less favourably than a comparable full-time employee in respect of all conditions of employment, including access to training, promotion, career development, and participation in occupational pension and sick pay schemes.

The annual leave and public holidays clause should explain how annual leave is calculated on a pro rata basis (typically four working weeks per leave year based on the employee's part-time schedule) and the employee's entitlement to the nine public holidays under the Organisation of Working Time Act 1997, including the provisions that apply where a public holiday falls on a day the employee does not normally work.

The statutory sick leave clause should address the employee's entitlement under the Sick Leave Act 2022 (five days per year from 1 January 2024, pursuant to S.I. No. 606 of 2023), specifying that statutory sick leave days are days on which the employee would normally have been required to work, the rate of payment (70% of normal daily wages, subject to the daily cap of EUR 110 per day), and the requirement to provide a medical certificate from a registered medical practitioner.

The pension clause should confirm whether the employee has access to the employer's occupational pension scheme and, if so, on terms no less favourable than those applicable to comparable full-time employees, consistent with the equal treatment principle. PRSA access requirements under the Pensions Act 1990 (as amended) should also be addressed if no occupational scheme is available.

The review and variation clause should address how the parties may agree to vary the working hours arrangement and the process for requesting a change from part-time to full-time hours or vice versa, referencing the Work Life Balance and Miscellaneous Provisions Act 2023 where relevant. Notice periods under the Minimum Notice and Terms of Employment Acts 1973–2005, disciplinary and grievance procedures under the WRC Code of Practice, and data protection under the GDPR should also be covered. The forms-legal.com Part-Time Employment Agreement (Ireland) template covers the mandatory elements under Employment Equality Acts 1998-2015.

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Forms Legal. (2026). Part-Time Employment Agreement (Ireland) (Ireland) [Legal document template]. Forms Legal. https://forms-legal.com/ireland/employment/contracts/part-time-employment-agreement-ireland

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BibTeX
@misc{formslegal-part-time-employment-agreement-ireland,
  author       = {{Forms Legal}},
  title        = {Part-Time Employment Agreement (Ireland) (Ireland)},
  year         = {2026},
  howpublished = {\url{https://forms-legal.com/ireland/employment/contracts/part-time-employment-agreement-ireland}},
  note         = {Free legal document template. Based on Employment Equality Acts 1998-2015}
}

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