Part-Time Employment Contract (England & Wales)
This Part-Time Employment Contract (the “Contract”) is entered into on [Contract Date] between:
[Employer Name], with its registered or principal address at [Employer Address], [Employer City], [Employer Postcode], England and Wales (hereinafter the “Employer”); and
[Employee Name], of [Employee Address], [Employee City], [Employee Postcode] (hereinafter the “Employee”).
Together referred to as the “Parties”.
1. EMPLOYMENT PARTICULARS
1.1 Job title. The Employee is engaged as [Job Title]. The Employee’s main duties and responsibilities are: [Job Description]. A full job description may be provided separately and may be updated from time to time by the Employer on reasonable notice.
1.2 Place of work. The Employee will normally carry out their duties at [Work Location]. The Employer may require the Employee to work at other locations as operational requirements demand.
1.3 Commencement. The Employee’s employment under this Contract commences on [Start Date].
1.4 Continuous employment. For the purposes of section 1(4)(b) of the Employment Rights Act 1996, the Employee’s period of continuous employment with the Employer began on [Continuous Employment Date].
2. PART-TIME EMPLOYMENT
2.1 This Contract is for part-time employment. The Employee’s contracted hours are [Weekly Hours], worked on [Working Days]. The full-time equivalent for this role is [FTE Hours] per week.
2.2 The Employee’s entitlements under this Contract are calculated on a pro-rata basis by reference to the contracted hours as a proportion of the full-time equivalent hours, in accordance with the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000.
2.3 The Employer confirms that the Employee’s terms and conditions of employment are no less favourable than those of a comparable full-time employee, calculated on a pro-rata basis, unless any difference is objectively justified. This obligation arises under regulation 5 of the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000.
2.4 The Employee’s contracted hours may be varied by written agreement between the Parties. Any such variation must be confirmed in writing and signed by both Parties.
3. SALARY
3.1 The Employee will be paid [Salary Amount], subject to deductions for income tax and National Insurance contributions as required by law.
3.2 Salary will be paid [Pay Frequency] in arrears into the Employee’s nominated bank account, together with a payslip itemising gross pay, deductions, and net pay in accordance with section 8 of the Employment Rights Act 1996.
3.3 The rate of pay must at all times be at least the applicable National Minimum Wage or National Living Wage rate for the Employee’s age, as required by the National Minimum Wage Act 1998.
4. WORKING HOURS
4.1 The Employee’s contracted working hours are [Weekly Hours], worked on [Working Days].
4.2 The Employee may be required to work additional hours on reasonable notice from the Employer where business needs require. Any additional hours worked beyond the contracted hours will be paid at the Employee’s contractual hourly rate or at an enhanced rate as may be agreed in writing.
4.3 The Working Time Regulations 1998 apply to the Employee’s employment. The Employee’s average working time must not exceed 48 hours per week over a 17-week reference period, including any additional hours worked, unless the Employee enters into a voluntary written opt-out agreement.
5. HOLIDAY ENTITLEMENT
5.1 The Employee’s annual holiday entitlement is [Holiday Entitlement], calculated on a pro-rata basis in proportion to their contracted hours as a proportion of the full-time equivalent hours for this role.
5.2 The holiday year runs from [Holiday Year]. Holiday entitlement accrues from the Employee’s first day of employment.
5.3 Holiday must be taken with the prior approval of the Employer and should, wherever possible, be taken in the holiday year in which it is accrued. Unused holiday cannot generally be carried forward to the next holiday year.
5.4 On termination of employment, the Employee will receive payment in lieu of accrued but untaken statutory holiday entitlement calculated on a daily basis. Any holiday taken in excess of the accrued entitlement will be subject to a deduction from the Employee’s final salary payment.
6. NOTICE
6.1 After the successful completion of any probationary period, either Party may terminate this Contract by giving written notice as follows:
- The Employer must give the Employee not less than [Employer Notice Period] written notice.
- The Employee must give the Employer not less than [Employee Notice Period] written notice.
6.2 These notice periods are subject to the statutory minimums prescribed by section 86 of the Employment Rights Act 1996, which will apply if they are more favourable to the Employee than the contractual periods stated above.
6.3 The Employer reserves the right to place the Employee on garden leave during any notice period, or to make a payment in lieu of notice.
7. SICKNESS AND SICK PAY
7.1 The Employee must notify the Employer or their line manager as early as possible on any day they are unable to work due to sickness or injury, and in any event before the start of their contracted hours.
7.2 The Employee’s entitlement to sick pay is: [Sick Pay Provision].
7.3 For absences of seven consecutive calendar days or fewer, the Employee must self-certify. For longer absences, a fit note from a GP or registered medical practitioner is required. The Employer may require the Employee to attend an occupational health assessment.
8. WORKPLACE PENSION
8.1 The Employer will automatically enrol the Employee into the workplace pension scheme operated by [Pension Scheme] if the Employee satisfies the eligibility criteria under the Pensions Act 2008 (aged between 22 and state pension age and earning above the earnings trigger of £10,000 per year). Minimum contributions are as required by The Workplace Pensions Regulations 2012.
8.2 The Employee has the right to opt out of the pension scheme within one month of enrolment. The Employer will re-enrol the Employee approximately every three years in accordance with the Pensions Act 2008.
9. DISCIPLINARY AND GRIEVANCE PROCEDURES
9.1 The Employer’s disciplinary and grievance procedures, as set out in the staff handbook or separate policy documents provided to the Employee, apply to this employment. These procedures do not form part of the contract of employment and may be updated from time to time.
9.2 The Employee may raise any grievance in writing to the Employer. The Employer will follow the ACAS Code of Practice on Disciplinary and Grievance Procedures when handling any disciplinary matter or grievance.
10. DATA PROTECTION
10.1 The Employer will process the Employee’s personal data in accordance with the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018. By signing this Contract, the Employee acknowledges receipt of the Employer’s Employee Privacy Notice.
11. GENERAL PROVISIONS
11.1 Statutory rights. Nothing in this Contract excludes or limits any statutory right the Employee has under UK law, including rights under the Employment Rights Act 1996, the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Working Time Regulations 1998, the National Minimum Wage Act 1998, and the Equality Act 2010.
11.2 Entire agreement. This Contract constitutes the entire agreement between the Parties in relation to the Employee’s employment and supersedes all prior discussions and agreements.
11.3 Variation. Any variation to this Contract must be agreed in writing and signed by both Parties.
11.4 Third party rights. A person who is not a party to this Contract has no right under the Contracts (Rights of Third Parties) Act 1999 to enforce any of its terms.
11.5 Governing law. This Contract and any dispute or claim arising out of or in connection with it shall be governed by and construed in accordance with the laws of [Governing Law], and the Parties submit to the exclusive jurisdiction of the courts of England and Wales.
IN WITNESS WHEREOF, the Parties have signed this Part-Time Employment Contract as of the date first written above.
THE EMPLOYER
Name: [Employer Name]
Address: [Employer Address], [Employer City], [Employer Postcode]
THE EMPLOYEE
Name: [Employee Name]
Address: [Employee Address], [Employee City], [Employee Postcode]
Employer (Authorised Signatory)
________________
Signature
Date: ________________
Employee
________________
Signature
Date: ________________
What Is a Part-Time Employment Contract (England & Wales)?
A Part-Time Employment Contract in the United Kingdom sets the job duties, pay, hours, leave, and notice terms that bind employer and employee, and is governed by the Employment Rights Act 1996.
In England and Wales, the rights of part-time employees are protected by the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (“the PTW Regulations”), which implemented the EU Part-Time Work Directive. The PTW Regulations remain in force following Brexit. Their central principle is straightforward: a part-time worker must not be treated less favourably than a comparable full-time worker simply because they work part-time, unless the difference in treatment is objectively justified.
The PTW Regulations apply to employees and also to some categories of worker who are not employees in the strict legal sense. Under regulation 1, a part-time worker is any worker who works fewer hours than a comparable full-time worker. A comparable full-time worker is one employed by the same employer, under the same or a broadly similar contract, and engaged in the same or broadly similar work, having regard to qualifications, skills and experience.
The equal treatment principle under the PTW Regulations covers pay, holiday entitlement, access to occupational pension schemes, sick pay, training and career development, access to promotion and permanent roles, and access to enhanced redundancy pay. Each of these entitlements must be provided on a pro-rata basis, meaning in proportion to the part-time worker’s hours as a fraction of the full-time equivalent. A part-time employee who works three days out of a five-day full-time week is therefore entitled to three-fifths (60%) of the full-time pay, 60% of the full-time annual leave entitlement, and so on.
The Employment Rights Act 1996 also applies in full to part-time employees. They are entitled to a written statement of employment particulars on or before their first day of work, and this statement must accurately record their contracted hours and working days. Part-time employees acquire the right to claim unfair dismissal after the same qualifying period of continuous employment as full-time employees. They are entitled to Statutory Sick Pay if they meet the qualifying conditions, and to Statutory Maternity, Paternity, Adoption, and Shared Parental Pay. They are protected from unlawful discrimination on grounds of sex, race, disability, religion, sexual orientation, age, and other protected characteristics under the Equality Act 2010. Requests by part-time employees to switch to full-time working or to different part-time hours are governed by the flexible working provisions of the Employment Rights Act 1996, as amended by the Employment Relations (Flexible Working) Act 2023.
When Do You Need a Part-Time Employment Contract (England & Wales)?
A part-time employment contract is needed whenever you engage an employee on a regular basis for fewer hours per week than the full-time standard for that role. It is not a casual or as-needed arrangement — if the hours are regular and guaranteed each week, you need a proper part-time employment contract rather than a zero hours contract, regardless of the number of hours involved.
Common situations in which a part-time employment contract is required in England and Wales include the following. First, when a current full-time employee requests a change to part-time working — for example, following the birth of a child, to care for an elderly relative, or for health reasons. Under the Employment Relations (Flexible Working) Act 2023, employees have the right to make a flexible working request from day one of employment, and if such a request is granted, a new contract or written variation to the existing contract must be put in place. Second, when you are hiring someone who has specifically applied for a part-time role, either because you have a genuine part-time vacancy or because you want to fill a full-time role by job-sharing. Third, when you are increasing an existing part-time employee’s hours significantly enough that a new contract is appropriate to record the new arrangements clearly.
A part-time employment contract must state clearly and accurately the contracted hours and working days. Vague provisions such as “approximately 20 hours per week” create ambiguity about pro-rata entitlements and can lead to disputes. The contract should state the exact number of hours per week, the specific days on which the employee will work, and the start and finish times. If the employee’s hours are expected to vary from week to week, a zero hours contract or casual agreement may be more appropriate.
The pro-rata calculation of holiday entitlement requires particular care. The statutory minimum under the Working Time Regulations 1998 is 5.6 weeks per year. For a full-time employee working five days a week, this is 28 days. For a part-time employee working three days a week, this is 16.8 days. The contract should state the actual number of days or hours of leave the employee is entitled to, calculated by reference to the number of days or hours they work each week, and should clarify whether bank holidays are included within this entitlement or additional to it. Part-time employees who work different days to the days on which bank holidays fall may be entitled to a pro-rata equivalent in lieu of bank holidays they cannot take.
What to Include in Your Part-Time Employment Contract (England & Wales)
A legally compliant part-time employment contract for England and Wales must address several specific requirements arising from the PTW Regulations, the ERA, and other applicable legislation. Each of the following elements is essential.
The contracted hours clause is the most fundamental element of a part-time contract. It must specify the exact number of hours per week the employee is contracted to work, the specific days and the start and finish times. It should also state the full-time equivalent hours for the role. This information is the foundation for all pro-rata calculations throughout the contract and is required by section 1(4)(c) of the ERA.
The pro-rata entitlements clause confirms the equal treatment principle under the PTW Regulations. It should clearly state that all the employee’s entitlements under the contract, including pay, holiday, sick pay, and pension, are calculated on a pro-rata basis by reference to their contracted hours as a proportion of the full-time equivalent. This prevents any ambiguity about whether the employee is entitled to the same absolute amounts as a full-time employee.
The holiday entitlement clause must specify the actual number of days or hours of annual leave the employee is entitled to, calculated on a pro-rata basis. It should specify the holiday year, how holiday is accrued, the notice required to take holiday, and what happens to accrued untaken holiday at the end of the contract. The clause should also address the treatment of bank holidays on a pro-rata basis for employees who do not work on the days when bank holidays fall.
The pay clause must state the employee’s actual salary or hourly rate — the amount they will receive for their contracted part-time hours — and must confirm that this rate is at least the applicable National Minimum Wage or National Living Wage for their age under the National Minimum Wage Act 1998. The pay clause should also specify the pay frequency and the method of payment.
The flexible working clause is increasingly important. Since the Employment Relations (Flexible Working) Act 2023, employees have the right to make a flexible working request from day one of their employment, and employers are required to consult with the employee before refusing a request. The contract should acknowledge this right and direct the employee to the Employer’s flexible working policy.
The pension auto-enrolment provisions must comply with the Pensions Act 2008. Part-time employees are subject to the same auto-enrolment obligations as full-time employees. If the employee earns above the earnings trigger (£10,000 per year as of 2024/25), they must be automatically enrolled in a qualifying workplace pension scheme. Part-time employees who earn between £6,240 and £10,000 per year have the right to ask to be enrolled, and the employer must enrol them and make minimum contributions if they ask.
The notice period provisions must comply with the statutory minimums in section 86 of the ERA. Part-time employees have exactly the same statutory notice entitlements as full-time employees: one week after one month of employment, rising by one week for each complete year of service, up to a maximum of 12 weeks. The contract should specify a contractual notice period that is at least as long as the statutory minimum.
The equal treatment statement confirms the employer’s obligation under regulation 5 of the PTW Regulations. If the employer provides materially less favourable terms than those of a comparable full-time employee (other than on a pro-rata basis), the employer must be prepared to demonstrate an objective justification for that difference in treatment.
Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. The Advisory, Conciliation and Arbitration Service (ACAS) provides early conciliation under Section 18A of the Employment Tribunals Act 1996. The UK GDPR and Data Protection Act 2018 govern personal data handling. HM Revenue and Customs (HMRC) administers PAYE and National Insurance contributions under the Income Tax (Earnings and Pensions) Act 2003. The forms-legal.com Part-Time Employment Contract (England & Wales) template covers the mandatory elements under Employment Rights Act 1996.
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Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Part-Time Employment Contract (England & Wales) (United Kingdom) [Legal document template]. Forms Legal. https://forms-legal.com/uk/employment/contracts/uk-part-time-employment-contract
"Part-Time Employment Contract (England & Wales) (United Kingdom)." Forms Legal, 2026, https://forms-legal.com/uk/employment/contracts/uk-part-time-employment-contract.
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title = {Part-Time Employment Contract (England & Wales) (United Kingdom)},
year = {2026},
howpublished = {\url{https://forms-legal.com/uk/employment/contracts/uk-part-time-employment-contract}},
note = {Free legal document template. Based on Employment Rights Act 1996}
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Frequently Asked Questions
Yes, on a pro-rata basis. The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 require employers to treat part-time employees no less favourably than comparable full-time employees, unless the difference in treatment is objectively justified. This covers pay rates, holiday entitlement, sick pay, access to the workplace pension, training and career development, and access to promotion and permanent vacancies. Each entitlement is calculated in proportion to the part-time employee’s hours as a fraction of the full-time equivalent. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
Part-time employees in England and Wales are entitled to 5.6 weeks of paid annual leave under the Working Time Regulations 1998, calculated on a pro-rata basis. For a part-time employee working three days a week, this means 3 × 5.6 = 16.8 days per year. For an employee working 22.5 hours over three days (against a 37.5-hour full-time week), this means (22.5/37.5) × 28 days = 16.8 days per year. The contract must state clearly whether bank holidays are included within this entitlement or provided in addition to it. Part-time employees who do not work on bank holiday days may be entitled to a pro-rata equivalent in lieu. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
Yes. Under section 80F of the Employment Rights Act 1996, as amended by the Employment Relations (Flexible Working) Act 2023, employees have the right to make a statutory flexible working request from day one of their employment. A part-time employee can request an increase in hours or a change to the days they work. The employer must consider the request reasonably, consult with the employee before refusing, and can only refuse on one of the eight statutory grounds listed in section 80G of the ERA. The employer must respond within two months. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
Statutory Sick Pay (SSP) entitlement for part-time employees depends on the same qualifying conditions as for full-time employees. The employee must have earnings above the Lower Earnings Limit (currently £123 per week for 2024/25) and must be absent for at least four consecutive qualifying days. The weekly rate of SSP (£116.75 for 2024/25) is the same for part-time and full-time employees, although part-time employees will receive SSP for their qualifying days worked. Employers may provide contractual enhanced sick pay on a pro-rata basis. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
Yes, but only in limited circumstances. Under the Part-time Workers Regulations 2000, an employer may treat a part-time employee less favourably than a comparable full-time employee if the difference in treatment is objectively justified. To be objectively justified, the treatment must be a proportionate means of achieving a legitimate aim. Simply wishing to save money is not an objective justification. The employer bears the burden of demonstrating the justification, and Employment Tribunals scrutinise such claims carefully. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
A part-time employee does not have an automatic right to become full-time, but they have the right to request a change to their working pattern under section 80F of the Employment Rights Act 1996. The employer must consider the request in a reasonable manner and can only refuse on specified grounds. Additionally, part-time employees must be informed of suitable full-time vacancies within the organisation under the Part-time Workers Regulations 2000, giving them the opportunity to apply. Subject to meeting any selection criteria, they have the same right as any other candidate to be considered for such vacancies. Under United Kingdom law, Employment Rights Act 1996, parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. Under the Employment Rights Act 1996, the Employment Tribunal adjudicates workplace disputes. Section 94 of the Employment Rights Act 1996 provides the right not to be unfairly dismissed. Forms-legal.com provides this template as a starting point for United Kingdom-compliant documentation.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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