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Additional hours for part-time employees

As a manager, you might need to ask a part-time employee to work more than their regular daily hours. Read more about what applies for these additional hours.

If you, as a manager, consider that there are special reasons for doing so, you can request that a part-time employee work additional hours beyond their regular daily working hours. This can be done up to the regular working hours of an equivalent full-time position. This is called additional hours and is considered to be work at regular working hours. As with overtime, employees who voluntarily undertake overtime work should be used in the first instance and exemption from overtime should be authorised if the employee is prevented and has acceptable reasons.

Employees on partial sick leave, partial statutory leave or childcare leave cannot be ordered to work additional hours. Employees on partial leave can only be ordered to work extra hours and overtime for a maximum of 25 hours per calendar year.

As a manager, you can request a part-time employee to work overtime (in addition to extra hours). In a calendar year, the total amount of additional time and overtime taken by a worker may not exceed 200 hours. However, overtime may not exceed 175 hours in a calendar year.

Compensation for additional hours

Under the central government collective agreements, overtime work is compensated in the form of leave or money (overtime supplement) and must be provided in the form requested by the employee, unless your manager decides otherwise for specific reasons. Compensatory leave for additional work is given hour by hour.

The additional hours supplement is paid per hour and is:

  • the individual salary per month (adjusted to full-time) divided by 142.

Compensation for additional hours  is not paid for less than 15 consecutive minutes.

Under the flexitime agreement, part-time emplpyees are not subject to additional hours supplement, but such time is recorded as plus time in the flexitime report. 

If a part-time employee, by decision of the employer, works on a Saturday, Sunday or public holiday or a day equivalent to a public holiday (i.e. Easter Eve, Whitsun Eve, Midsummer's Eve, Christmas Eve and New Year's Eve), this is equivalent to overtime work.

Read more about overtime


In the first instance, contact your nearest HR function.

You may also use the HR Division’s case management system to ask questions about different areas connected to HR encompassed in your role:  

Find the right HR information and support