The WRC publishes new code of practice on access to part-time work

5 March 2026

The new Code of Practice on Access to Part-Time Work (the Code) (which builds on the 2006 Code of Practice on Access to Part-Time Working) provides updated guidance under the Protection of Employees (Part-Time Work) Act 2001 (the 2001 Act). The Code reflects the focus on developing access to part-time work in response to the demand for modern, flexible working arrangements as emphasised across international, EU, and national social and economic policy frameworks.

The Code aims to provide practical guidance for employers and employees to facilitate a fair, transparent, and flexible approach to part-time working arrangements.

What is a part-time employee?

The Code applies the definition of “part-time employee”, as per the 2001 Act, as an employee whose normal hours of work are less than the normal hours of work of an employee who is a comparable employee in relation to him or her. The 2001 Act protects part-time employees from being treated less favourably than comparable full-time employees (unless there are objective grounds for such treatment) and provides that working time related benefits are provided on an objective pro‑rata basis.

What is the purpose of the Code?

The Code does not change the fact that under Irish law, there is no entitlement to part-time work, and while the Code is not binding in law, it can be used as a useful guide in framing responses to part-time working requests. The Code promotes company policy development, workplace discussions, part-time work impact assessments, the identification of any barriers to the introduction of part-time working, expanding the scope of part-time working opportunities, and providing a framework on procedures to access part-time work.

How does the Code help employers and employees?

The Code’s general principles include that:

the Code applies to all employees and employers;
access to part-time work should be accommodated across all organisational levels;
employers give due consideration to employee requests for increasing or decreasing working hours or changing from full-time to part-time work (or vice versa); and
part-time employees suffer no reduction in status or employment rights (except for pay and benefits as appropriate) unless there are objective grounds for such treatment.

The Code acknowledges the facilitation of part-time working hours for employees will be dependent on business and operational factors, including costs, service delivery, and organisational capacity. The Code highlights the protection of employees from penalisation, and states that employers must not penalise employees for exercising their rights under the 2001 Act or for refusing to comply with an employer's request to change their working hours from full-time to part-time working arrangements (or vice versa).

The Code also outlines specific responsibilities for employers, employees and employee representatives (as appropriate), as follows:

Employers’ responsibilities include establishing clear, objective criteria and procedures to identify part-time working options and implementation, assessing the organisational impact of part-time arrangements, communication of part-time working arrangements to all employees, and regular review of the new work practices related to part-time working arrangements.
Employee and employee representative responsibilities (as appropriate) include following the organisation’s approved guidelines for part‑time work, assessing the impact of part‑time arrangements on the employee and consulting relevant parties as needed, recognising that not all roles are suitable for part-time work, and ensuring part-time work meets the organisation’s required performance standards.

Employer’s note

In a rapidly evolving Irish labour market, attracting and retaining high-quality talent has never been more critical. Employers face increasing competition for skilled workers, particularly as flexible working arrangements continues to dominate employee expectations across sectors. The Code highlights that expanding access to part‑time work plays a significant role in supporting a flexible, inclusive and dynamic workforce.

Part‑time policies allow employers to tap into a broader and more diverse talent pool, including experienced professionals, older workers, parents, carers, and students gaining experience, bringing valuable skills that may otherwise be missed in a full‑time‑only model.

While many employers are returning to pre-Covid work practices (moving to increase mandated in-office days), employers who embrace flexible, modern working practices may be better positioned to attract and retain top talent, respond to changing workforce expectations, and build resilient organisations equipped for the future of work.

Contact

Our Employment and Immigration Law team guides employers through all matters relating to flexible working arrangements and related employment policies, part-time working requests and related contractual and benefit changes. For further information or tailored advice, please contact a member of our team.