22nd January 2026
Updated Code promotes flexible working arrangements and supports an inclusive and dynamic labour market
Minister of State for Small Businesses, Retail and Employment at the Department of Enterprise, Tourism and Employment, Alan Dillon, has signed into law a revised Code of Practice on Access to Part‑Time Working. Prepared by the Workplace Relations Commission (WRC), the updated Code provides practical guidance to help employers and employees agree part‑time arrangements that support flexible, inclusive and modern workplaces.
The Code reflects the Government’s commitment to expanding flexible working options and increasing labour‑market participation, particularly among parents, carers, older employees and students. Employers are encouraged to review their policies and publish gender‑balanced data on the take‑up of flexible working to promote transparency.
Part‑time work remains a key flexible option alongside term‑time working, job‑sharing, compressed hours and remote working. It supports work–life balance, employee wellbeing and offers a valuable pathway into or back into the labour market. The European Commission estimates that improving transitions between part‑time and full‑time work could add 2.3 million people to the labour supply.
Announcing the approval, Minister Dillon said:
“Part‑time work plays a vital role in building a flexible and dynamic labour market. Part-time work supports a flexible, inclusive and dynamic labour market and can facilitate people to engage in work at various points in their life. Part-time work can empower parents and carers to better balance the demands and quality of modern life. This revised Code of Practice will support employers and employees to facilitate part-time working arrangements by providing practical guidance and best practice in relation to part-time work.”
Audrey Cahill, Director General of the WRC, added:
“Access to part time employment opportunities plays a vital role for many employees today and particularly for those who are seeking to enter the jobs market while continuing to devote some of their time to other personal obligations. That’s why it was important that the WRC played a lead part in ensuring that the Code of Practice on Access to Part-Time Working was updated, ensuring it remains relevant and effective.
The revised Code provides clearer guidance for employers and employees, supporting best practice in the implementation and management of part time working arrangements. I strongly encourage all stakeholders to familiarise themselves with the updated Code.”
The Code is underpinned by the Protection of Employees (Part‑Time Work) Act 2001, which ensures that part‑time employees cannot be treated less favourably than comparable full‑time employees and that all employee protections apply equally.
Notes to the editor
Code of Practice
The Code of Practice on Access to Part-Time Working is available on the WRC’s website: Code of Practice on Access to Part-Time Work - WRC
Council Directive 97/81/EC of 15 December 1997 concerning the Framework Agreement on part-time work
Clause 5.3 of Council Directive 97/81/EC requires employers to consider requests from workers to switch between full-time and part-time work. Ireland addressed this by implementing a Code of Practice under the Protection of Employees (Part-Time Work) Act 2001, prepared by the Labour Relations Commission, which is now the WRC, in consultation with social partners.
The Protection of Employees (Part-Time Work) Act 2001
The Protection of Employees (Part-Time Work) Act 2001 came into operation on 20 December 2001.
The purpose of the Act is to implement Directive 97/81/EC of 15 December 1997 concerning the Framework Agreement on part-time work concluded by the Union of Industrial and Employers’ Confederations of Europe (UNICE), the European Centre of Employers and Enterprises providing Public Services (CEEP) and the European Trade Union Confederation (ETUC).
Specifically, the Act:
- provides that part-time employees (as defined by the Act) cannot be treated in a less favourable manner than a comparable full-time employee in relation to conditions of employment
- provides that all employee protection legislation applies to part-time employees in the manner it applies to full-time employees. Any qualifying conditions (with the exception of any hours thresholds) applying to a full-time employee in legislation also applies to a part-time employee
- improves the quality of part-time work
- facilitates the development of part-time work on a voluntary basis and contributes to the flexible organisation of working time in a manner which takes account of the needs of employers and workers
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