If your company hires across borders, you should know that each country defines part-time and full-time employment differently. A full-time employee in one country might be considered part-time in another based solely on hours.
The distinction affects pay, benefits, overtime, tax obligations, and other compliance requirements. Companies with remote or distributed teams need to be aware of the distinctions between full-time and part-time status. Failure to comply with the country’s labor laws creates real legal and financial risks.
What Is the Difference Between Full-Time and Part-Time Employees?
Whether a worker is classified as full-time or part-time can make a big difference in what the employee is legally entitled to.
Core Distinction: Number of Working Hours
Full-time generally refers to employees working the standard workweek set either by local law or company policy. Part-time refers to employees working fewer hours than the threshold.
However, there's no universal standard. Full-time hours range from 35 to 48 per week, depending on the employee’s location. Someone working 35 hours could be considered full-time in one country and part-time in another.
Key Differences Beyond Hours
Employee classification goes beyond the employee’s schedule. It affects eligibility for things like:
- Benefits, such as health insurance
- Pensions
- Overtime pay
- Statutory protections
- Payroll taxes and social contributions
Part-time employees may receive benefits on a prorated basis or not at all, depending on local law.
Part-Time Does ≠ Independent Contractor
Part-time employment is not the same as contractor status. Both part-time and full-time workers can be employees, with the legal protections that come with that classification. Confusing the two is a common misclassification mistake that can trigger penalties, back pay, and tax liability.
Full-Time or Part-Time? A Country-by-Country Overview
"Full-time" is defined by statute in some countries and by collective agreements or employer policy in others. Part-time is typically anything below that threshold.
Here's how 10 popular countries for global hiring define each.
1. United States
Standard working hours: No single federal definition of full-time
The Fair Labor Standards Act (FLSA) in the United States allows employers to define full-time and part-time employment. Most define full-time as 35-40 hours per week, and overtime generally applies after 40 hours.
The Affordable Care Act (ACA) uses a 30-hour-per-week, or 130-hour-per-month, threshold for healthcare benefit eligibility.
United Kingdom
Standard working hours: No statutory definition, but typically 35–40 hours per week
The United Kingdom has no legal definition of full-time or part-time. The Working Time Regulations state that employees should not work more than 48 hours on average per workweek.
Part-time workers are protected under the Part-time Workers Regulations 2000 and are entitled to the same rights and benefits as full-time workers on a pro rata basis. Overtime pay applies only when a part-time worker exceeds their normal full-time hours.
Portugal
Standard working hours: 40 hours per week
Portugal's Labor Code defines full-time as 40 hours per week. Part-time, or "contrato a tempo parcial," is any schedule below that.
The employment contract must be in writing and specify daily and weekly hours (otherwise the law assumes it's full-time). Part-time workers receive pro-rata benefits, and collective bargaining agreements may have additional requirements that must be followed.
Spain
Standard working hours: 40 hours per week (averaged annually), with a daily maximum of 9 hours
Spain's Workers' Statute, or "Estatuto de los Trabajadores," sets a maximum workweek of 40 hours. Part-time contracts must be in writing and specify exact hours, or the law presumes the employee is full-time.
Collective bargaining agreements can specify lower weekly limits. "Complementary hours" for part-time employees beyond the contracted schedule are capped at 30% (or up to 60% under a collective bargaining agreement). Employers must keep daily time records, which must be retained for four years.
Germany
Standard working hours: 35–40 hours per week (varies by sector and collective agreement)
Germany's Working Time Act, or "Arbeitszeitgesetz," sets the daily limit at eight hours (which can be extended to 10 when averaged over six months). Most full-time employees work about 40 hours per week, though collective agreements often set lower limits.
The Part-Time and Fixed-Term Employment Act, or "Teilzeit-und Befristungsgesetz," gives employees the right to request reduced hours. It also mandates equal treatment for part-time employees.
France
Standard working hours: 35 hours per week, legally defined
France's Labor Code, or "Code du travail," sets full-time at 35 hours and part-time as any schedule below 35 hours. Employees who work more than 35 hours per week are entitled to overtime pay for any hours worked beyond 35.
Part-time contracts must be in writing, and typically at a minimum of 24 hours per week. There are exceptions for short-term contracts, students, and employee requests.
Netherlands
Standard working hours: 36–40 hours per week (varies by sector and collective agreement)
The Netherlands has no single statutory definition of full-time. The Working Hours Act, or "Arbeidstijdenwet," caps daily hours at 12 and weekly hours at 60. However, average working time must remain at or below 48 hours over a defined period.
At 38.6%, the Netherlands has the highest part-time employment rate in the EU. Under the Flexible Working Act, or "Wet flexibel werken," employees can request changes to their hours, and employers can only refuse for legitimate business reasons.
Canada
Standard working hours: No single nationwide definition, but it’s commonly 35–40 hours per week (varies by province)
Canada's employment standards are split between federal and provincial jurisdiction. The federal Canada Labour Code makes no distinction between full-time and part-time.
Overtime thresholds vary by province from 40 hours in British Columbia and Quebec to 48 hours in Nova Scotia. Benefit eligibility is largely based on employer policy.
India
Standard working hours: 48 hours per week and 8 hours/day
India has four new Labour Codes that went into effect in November 2025. The OSH Code now caps daily hours at eight while maintaining the weekly maximum of 48 hours. The state-level Shops and Establishments Acts cover non-factory workers with similar caps, including workers in the IT industry.
Indian labor laws do not provide a statutory definition of part-time employment. Part-time employees generally have the same rights as regular employees, with proportionate benefits.
Philippines
Standard working hours: 8 hours per day; 48 hours per week (6-day workweek)
The Philippines' Labor Code sets the standard workday at eight hours. Many companies operate on a 5-day, 40-hour schedule, though the legal maximum is 48 hours across six days.
Part-time workers are covered by the same Labor Code and entitled to the same basic rights, including minimum wage, government contributions, and pro-rated 13th-month pay. Labor inspections in the Philippines can be very strict.
Why Proper Classification Matters
Employers must ensure they correctly classify full-time and part-time employees. Getting classification wrong can trigger legal, tax, and financial liabilities.
If a part-time employee regularly works full-time hours, the company may face back pay claims, fines, and labor inspections. In France, for example, misclassification penalties can reach EUR 250,000. Improper classification can trigger retroactive contributions, interest, penalties, and government enforcement.
In the U.K., Germany, the Netherlands, and France, part-time employees must receive the same treatment as comparable full-time employees on a pro-rata basis. Failing to do so can lead to discrimination claims.
Additionally, in some countries, visa eligibility depends on full-time status. Misclassifying part-time work as full-time — or the reverse — can jeopardize an employee's immigration status.
Consequences of Getting Employee Classification Wrong
A single classification error can have a ripple effect on your global hiring.
Employees who discover they've been underpaid or denied benefits can file a dispute with a labor agency or a court. Compliance issues can also trigger government audits, delay expansion if visa applications are denied, and damage your reputation as an employer.
Best Practices for Employers Hiring Globally
To avoid misclassification between full-time and part-time employees, there are a few things you should do.
Clearly Define Working Hours in Contracts
Specify weekly or monthly hours in every employment contract and ensure it’s aligned with local labor laws. In some countries, such as Spain and Portugal, this is required even for part-time contracts. Ensure overtime premiums are included where required by local labor laws.
Review Local Statutory Thresholds Before Hiring
Don't assume that your home country's standards apply across borders. Additionally, check whether any collective bargaining agreements set limits that differ from local labor laws. Confirm the requirements for paid leave, bonuses, and social contributions.
Monitor and Update as Needed
If a part-time employee regularly exceeds their contracted hours, you should reassess their classification. Update contracts if the employee’s hours formally change.
When Classification Gets More Complex
Flexible schedules can blur the distinction between part-time and full-time, especially when an employee’s hours fluctuate from week to week. This type of schedule can create uncertainty in some countries, since classification may shift depending on hours worked in a given period.
Cross-border remote work adds another layer of complexity. When an employee works in one country for a company based in another, they’re generally subject to the labor laws of the country where they’re physically located. In other words, compliance follows the employee — not the employer’s headquarters. And when someone works across multiple countries, those compliance obligations can quickly become even more complicated.
RemoFirst Ensures Employees Are Properly Classified
Since there’s no universal definition of full-time or part-time employment, oversight can be complicated. Every country sets its own thresholds, and some leave the definition to employers or collective agreements. Getting classification right affects your legal compliance, risk exposure, cost structure, and – most importantly — the employee experience.
As an Employer of Record (EOR), RemoFirst ensures employees are properly classified in accordance with local law. We handle employment contracts, payroll, and benefits so you can hire without the stress of compliance requirements.
Book a demo to see how RemoFirst can help you compliantly employ full- and part-time talent in 185+ countries around the world.
FAQs
Is 30 hours considered full-time?
It depends on the country. Some countries have explicit laws defining full-time versus part-time hours, while others leave it up to employers or collective bargaining agreements.
Can part-time employees receive full benefits?
In many countries, part-time employees are entitled to the same benefits as full-time employees on a pro-rata basis. Some countries, like the U.K. and Germany, have laws that explicitly prohibit less favorable treatment of part-time workers.
What happens if a part-time employee consistently works full-time hours?
The employer may need to reclassify the employee. If that happens, they need to provide the corresponding benefits and protections of a full-time employee.
Does full-time status affect tax or social security contributions?
In most countries, employer contributions to social security and payroll taxes are calculated based on the employee's gross salary, which is directly tied to the number of hours worked.
Is part-time the same as an independent contractor?
No. Part-time employees have legal protections like minimum wage, paid leave, and social contributions. Independent contractors operate under a different legal relationship and are not entitled to employee benefits.
