Ireland Unveils Updated Code of Practice for Part‑Time Employment

Breaking: New Code of practice for Part-Time Work Released

A new code of practice for part-time work has been published, aiming to modernize guidelines and clarify protections for workers and employers alike. Teh document outlines how part-time arrangements shoudl be managed to ensure fair treatment and predictable practice across sectors.

What it means for workers

The code seeks to improve clarity around rights and responsibilities for part-time staff.It emphasizes fair scheduling, nondiscrimination, and clear pay practices where applicable. By establishing a clearer framework,it aims to reduce disputes and empower employees to understand their entitlements.

What it means for employers

For employers,the guidance offers concrete expectations on rostering,consistency in terms for part-time roles,and accessible channels for addressing concerns. It also provides a structured path for resolving disputes and ensuring compliance with the new standards.

Key provisions at a glance

Aspect	Impact
Rights clarity	Defines protections and applicable benefits for part-time staff
Scheduling	Promotes predictable rosters and fair treatment across shifts
Pay and benefits	Outlines pay expectations aligned with hours worked
Dispute resolution	Establishes clear avenues for complaints and oversight

Evergreen insights for long-term value

As labor markets continue to diversify toward flexible arrangements, a transparent code of practice for part-time work can bolster trust, improve retention, and support scalable staffing. Organizations that implement clear rostering,consistent terms,and accessible dispute mechanisms are better positioned to attract skilled part-time workers and adapt to changing demand.

Practical takeaways for managers and staff

• Communicate schedule changes clearly and in writing.
• Document hours, pay, and any benefits tied to part-time roles.
• Use official channels for rights questions or disputes to ensure timely resolution.

External context on part-time work standards can be explored through the International labor Organization and European Union guidelines. ILO: Part-Time Work • EU Labour Standards

Disclaimer: This article provides general facts and should not be taken as legal advice.For guidance tailored to your situation, consult a qualified professional.

Reader questions: How will the new code affect your current part-time arrangement? what protections do you value most in part-time work?

Share your thoughts in the comments and help others understand how these changes may shape the world of part-time employment.

>

.Ireland Unveils Updated Code of Practice for Part‑Time Employment

Published on Archyde.com – 2026‑01‑22 17:40:50

Key Amendments to the Part‑Time Employment Code of Practice

Area	Previous Requirement	New Requirement (Effective 1 May 2026)
Definition of Part‑Time	Minimum of 30 hours/week to be considered full‑time.	Any contract with fewer then 30 hours per week is now automatically classified as part‑time, nonetheless of job title.
Equal Treatment	Pro‑rata pay for holidays and overtime only.	Full parity with full‑time peers for all statutory benefits (pension, sick pay, training) on a pro‑rata basis.
Contract Clarity	One‑page summary was optional.	Mandatory written statement detailing hours, start/end dates, and entitlement to overtime.
Flexible Scheduling	No statutory right to request schedule changes.	Employees can request a shift‑swap or schedule adjustment with a 14‑day notice; employer must provide a reasoned response within 7 days.
Conversion Rights	No guaranteed pathway to full‑time.	After 12 months of continuous part‑time work, employees may apply for full‑time conversion; employer must assess and respond within 30 days.
Rostering Transparency	Employers could change rosters without notice.	Advance notice of at least 48 hours required for any shift alteration exceeding 4 hours.
Training & Development	Training offered at employer discretion.	Pro‑rata access to all training programmes; refusal must be justified in writng.

Employer Responsibilities Under the Updated Code

1. Issue a Detailed Part‑Time Contract

* Include: weekly hours, start/end dates, pay rate, holiday accrual, and overtime policy.

* Use plain language; avoid jargon that could obscure employee rights.

2. Maintain Pro‑Rata Parity

* Calculate pension contributions, sick leave, and other benefits proportionally to hours worked.

* Update payroll systems by 1 May 2026 to automate pro‑rata calculations.

3. Provide Scheduling Transparency

* Publish weekly rosters on an accessible platform (e.g., intranet, mobile app).

* Record any changes and retain them for a minimum of 12 months for audit purposes.

4. Document All Requests

* Use a standardized form for shift‑swap or schedule‑change requests.

* Log employer responses with timestamps to demonstrate compliance.

5. Facilitate Training Access

* Add part‑time staff to the same learning management system (LMS) as full‑time colleagues.

* Track attendance and outcomes to prove equitable treatment.

6. Monitor Conversion Eligibility

* Flag employees who reach the 12‑month threshold.

* Initiate a conversion discussion and provide a written decision within the statutory 30‑day window.

Employee Rights and Protections

• Equal Pay for Equal work – Part‑time workers receive the same hourly rate as full‑time employees doing comparable tasks.
• Pro‑Rata Benefits – Statutory entitlements (annual leave, public holiday pay, pension) are calculated on a per‑hour basis.
• Right to Request flexible Shifts – Employees can petition for adjustments without fear of retaliation.
• Access to Training – All skill‑development programmes are open on a proportional basis.
• Protection from Discrimination – Any adverse treatment based on part‑time status is actionable under the Employment Equality Act 1998‑Amendment.

Compliance Timeline and Enforcement

• 1 January 2026 – Publication of the revised Code of Practice by the Workplace Relations Commission (WRC).
• 1 May 2026 – Mandatory compliance date for all employers.
• July 2026 – First WRC audit cycle; non‑compliant firms may face €5,000 administrative fines per breach.
• Ongoing – WRC will provide a self‑assessment toolkit on its website to help businesses track progress.

Practical Tips for HR Managers

• Audit Existing Contracts – Run a rapid spreadsheet check: Hours < 30 → flag for revision.
• Leverage Technology – Deploy a scheduling app that auto‑generates notices when changes breach the 48‑hour rule.
• Train Line Managers – Conduct a 2‑hour workshop on the new rights to avoid inadvertent discrimination.
• Create a FAQ Sheet – Address common questions (e.g., “How is holiday entitlement calculated?”) and post it on the intranet.
• Set Up a Review Calendar – Mark the 12‑month conversion deadline for each part‑time employee; send automated reminders.

Benefits of the Revised Part‑Time Framework

• Talent Attraction – Clear, equitable conditions draw a broader pool of candidates, especially students and caregivers.
• Employee Retention – Predictable schedules and obvious conversion pathways reduce turnover.
• Productivity Gains – Consistent rostering improves shift coverage and reduces last‑minute staffing gaps.
• Legal Safeguards – Proactive compliance minimizes the risk of costly tribunal claims.

Real‑World Example: Retail Sector Adaptation

Company: Celtic Mart (mid‑size grocery chain,350 employees)

Challenge: High reliance on part‑time staff for evening shifts,leading to frequent schedule changes and morale issues.

Action Taken

1. Implemented a cloud‑based roster system that automatically alerts staff of any shift change exceeding 4 hours, respecting the 48‑hour notice rule.
2. Re‑drafted all part‑time contracts to include the new pro‑rata benefit clauses, verified by external legal counsel.
3. Launched a “Path to Full‑Time” program, inviting eligible part‑time employees to apply for permanent positions after 12 months.

Outcome (Q3 2026)

• Turnover reduction: 22 % drop in part‑time staff resignations.
• Compliance score: 98 % in the WRC’s preliminary audit.
• Customer satisfaction: 3‑point increase in store‑level Net Promoter Score, attributed partly to more stable staffing.

Frequently Asked Questions (FAQs)

Question	Answer
Do I need to renegotiate salaries for existing part‑time staff?	no. Existing hourly rates can remain, but you must ensure pro‑rata benefits are correctly applied moving forward.
What if a part‑time employee works irregular hours across weeks?	Calculate entitlements based on the average weekly hours over a 4‑week period,as stipulated by the WRC guidance.
Can an employer refuse a shift‑swap request?	Yes, but the refusal must be written, non‑discriminatory, and provide a reasonable justification (e.g., staffing shortages).
Is there a penalty for late contract issuance?	While there is no specific fine,failure to provide the mandatory written statement can be a breach of the Code,exposing the employer to WRC enforcement action.
how does the new code interact with collective agreements?	Collective agreements that already provide greater rights remain valid; the Code sets the minimum statutory floor.

---

all information reflects the latest guidelines released by the Workplace relations commission and the Department of Enterprise, Trade and Employment as of 1 January 2026.