Revised Code of Practice on Access to Part Time Work now in force

At a glance

• The Workplace Relations Commission (WRC) has published a revised Code of Practice on Access to Part-Time Work (Code).
• While the Code does not introduce new legal obligations, employers are encouraged to review policies and procedures to ensure alignment with best practice.

The Code supports the government’s broader objective of promoting flexible, inclusive and modern workplaces, and increasing labour market participation, particularly among parents, carers, older workers and students.

Part‑time employees are protected under the Protection of Employees (Part‑Time Work) Act 2001. The revised Code does not create new legal obligations; however, it sets out best practice for employers in complying with existing statutory obligations and may be relied upon in proceedings before the WRC. Employers are therefore advised to review their existing arrangements and policies in light of the revised Code.

Key best‑practice principles

The Code highlights a number of best‑practice measures for employers, including:

• Reviewing existing policies, or introducing new policies, to support access to and the effective operation of part‑time working arrangements, following consultation with employees and their representatives where appropriate.
• Actively considering part‑time opportunities across a wider range of roles, including skilled and managerial positions, at all levels of the organisation.
• Assessing whether new or vacant roles could be performed on a part-time basis when recruiting.
• Developing objective criteria to assess the suitability of roles for part‑time working, identifying potential barriers early, and considering reasonable steps to address those barriers.
• Ensuring that the needs of part-time employees are considered when planning training, including the structure, timing and location of courses. Avoiding requiring attendance outside their normal working hours, where possible.
• Taking into account relevant factors such as operational and business requirements, employee needs, equality implications, regulatory or licensing constraints, and the potential consequences of refusing a request.
• Clearly documenting decisions, including the factors considered, the potential contribution of part‑time work, and any identified barriers and mitigation measures.
• Implementing a clear procedure for managing part‑time working requests, including application, consultation, decision‑making, and implementation or refusal.
• Considering individual circumstances when assessing requests, including personal and family needs, the duration and urgency of the request, available resources, existing part‑time arrangements, and how revised hours would align with the role.

The Code is available on the WRC website here. If you would like assistance reviewing your policies or understanding the implications of the revised Code for your organisation, please contact a member of our Employment team.