Part time work complete guide
17 February 2026 · 7 min reading time
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See job offersThe part-time employment contract now concerns several million employees in France. Whether it is chosen to better balance professional and personal life, pursue studies, supplement another activity, or respond to health constraints, this employment format has expanded significantly in recent years.
Behind this apparent flexibility, part-time work is nevertheless governed by specific rules set out in the French Labor Code. Minimum weekly working hours, distribution of schedules, additional hours, salary calculation, and paid leave rights… both employers and employees must comply with a strict legal framework, at the risk of disputes or contract reclassification.
Understanding how a part-time contract works is therefore essential, whether you are employed, looking for a job, or working on temporary assignments. Conditions of implementation, pay, rights, obligations, and specific arrangements depending on professional situations: here are the key points to know.
What is a part-time employment contract?
Definition of a part-time contract
A part-time contract refers to an employment contract whose working time is lower than the legal or collectively agreed duration applicable within the company. In France, the legal reference duration is set at 35 hours per week for a full-time employee, as provided for by Article L3121-27 of the French Labor Code. Any weekly duration below this threshold is therefore considered part-time, whether under a permanent contract (CDI) or a fixed-term contract (CDD).
The use of this type of contract is governed by the provisions of Articles L3123-1 and following of the French Labor Code, which define its operating rules. The law notably requires a written contract specifying the planned working time as well as the distribution of working hours. This formalization secures the employment relationship and avoids any ambiguity regarding working time organization.
Despite reduced working hours, a part-time employee benefits from the same rights as a full-time employee. Paid leave, social protection, seniority, and access to training remain identical. The main difference concerns remuneration, calculated on a pro rata basis according to working time.
Implementation of a part-time contract
The implementation of a part-time contract can occur in several situations. It may result from the application of a collective agreement, an employer’s decision within a defined framework, or a request from the employee. This choice may respond to organizational needs on the company side, but also to personal projects, training, or private life constraints.
Working time can be organized in different ways: weekly, monthly, or over a broader reference period within the framework of working time arrangements provided by agreement. This flexibility makes it possible to adapt business activity while taking the employee’s situation into account.
Who can have a part-time contract?
Part-time contracts now concern a wide range of profiles. Contrary to popular belief, they are not limited to students or side jobs. All private-sector employees may be concerned, regardless of their qualification level or seniority within the company.
In practice, this form of work organization is particularly common in sectors where activity fluctuates throughout the week or year. This is notably the case in hospitality, retail, logistics, and events, where workforce needs vary according to opening hours, attendance, or peak activity periods.
Part-time work may also result from a personal choice. Reducing working time to pursue training, studies, launch an independent activity, or better balance work and family life: motivations are numerous. It may also be implemented for health reasons or as part of end-of-career arrangements. In all cases, its implementation relies on a formal agreement between employee and employer.
What is the minimum number of hours for a part-time contract?
In France, the minimum working time provided for under a part-time contract is set at 24 hours per week. This threshold is defined by Article L3123-27 of the French Labor Code. It was introduced to guarantee employees a sufficient volume of working hours while limiting the use of very short contracts often associated with job insecurity.
In practical terms, this minimum corresponds to 104 hours per month, or 1,102 hours per year depending on the working time calculation method applied within the company. It constitutes the general rule but may be adjusted in certain situations provided for by law.
A lower duration may be implemented at the employee’s request. This is notably the case for students wishing to adapt their schedules, individuals combining several activities, or those facing personal or health constraints. Such requests must be made in writing and justified.
Sector-level agreements or collective bargaining agreements may also provide derogations from the 24-hour threshold to reflect industry-specific constraints. Short-term contracts, such as certain replacement CDDs or occasional assignments, may also derogate.
In all cases, working hours and their distribution must be clearly stated in the contract to secure the employment relationship and avoid ambiguity regarding working time organization.
How is paid leave calculated for part-time employees?
Working part-time does not reduce the number of paid leave days accrued. Employees benefit from the same rights as full-time employees provided they are present in the company during the reference period. The calculation is based on presence time rather than working hours.
In practical terms, a part-time employee accrues 2.5 working days of paid leave per month of effective work, i.e., 30 working days per year in most situations. This entitlement is therefore identical to that of a full-time employee. The difference appears at the compensation stage, calculated based on remuneration received.
When an employee takes leave, the allowance is determined according to standard rules: salary maintenance or the one-tenth rule. The amount paid reflects the employee’s working time and is therefore prorated, without affecting the number of days accrued.
Leave is taken under the same conditions as for full-time employees. Days deducted correspond to the days usually worked. An employee working three days per week will only have those days deducted when taking vacation, ensuring equitable treatment.
What is the difference between half-time and part-time work?
Half-time is a specific form of part-time work. Contrary to popular belief, it is not a distinct legal status but simply a precise working time volume within part-time employment.
Half-time refers to working time corresponding to around 50% of the legal or collectively agreed duration applicable within the company. Based on the legal duration of 35 hours per week, half-time therefore represents approximately 17.5 weekly hours.
Part-time work, on the other hand, refers to any working time lower than full-time, without a single threshold. It may be 80%, 70%, a 30-hour contract, or the 24-hour legal minimum. Half-time is therefore one configuration among many.
From a legal standpoint, the rules are identical. Whether working half-time or 28 hours per week, employees fall under the same framework: mandatory written contract, defined working time, regulated additional hours, and prorated remuneration.
The difference therefore lies mainly in working time volume. Half-time corresponds to a specific work quota, while part-time covers all situations where working time is below full-time.
How does an 80% part-time schedule work?
The 80% part-time schedule corresponds to a reduction of working time to 80% of full-time. Based on the legal duration of 35 hours per week, this generally represents 28 working hours.
This type of working time arrangement is often chosen to better balance professional and personal life, particularly in the context of parental leave, personal projects, or gradual return to work. It may be implemented at the employee’s request, subject to employer approval, or in cases provided by law.
Remuneration is calculated proportionally to time worked. An employee at 80% therefore receives around 80% of the full-time salary, excluding bonuses or variable pay. Working hours organization may vary: shorter days, reduced weeks, or a non-working day depending on company needs and agreements.
Is 30 hours considered part-time?
Yes, a 30-hour weekly contract is considered part-time. In France, the legal full-time reference duration is set at 35 weekly hours. Any working time below this threshold is therefore part-time, regardless of schedule organization.
An employee working 30 hours per week benefits from part-time status, with remuneration calculated proportionally. Rights remain identical to those of full-time employees, particularly regarding paid leave, social protection, and training access.
This working time volume is relatively common in certain sectors, as it allows regular company presence while offering greater flexibility in work organization.
What remuneration applies to a part-time contract?
Part-time remuneration is calculated proportionally to working time. The hourly rate remains identical to that of a full-time employee in an equivalent position; only working duration differs. Salary is therefore prorated based on contractual hours.
Additional elements may supplement base remuneration, including additional hours, collective agreement bonuses, or working condition premiums.
What salary applies to a minimum wage part-time employee?
When an employee is paid at minimum wage, remuneration is calculated based on the legal hourly rate applied to contractual working time.
For example, an employee working 24 hours per week earns approximately 69% of the gross monthly minimum wage, the calculation being based on the 35 hour legal duration.
To obtain a precise estimate of minimum wage according to your working time, you can consult our dedicated article on calculating the part-time minimum wage.
Can overtime be worked under a part-time contract?
Under a part-time contract, overtime is not referred to as “overtime hours” but as “additional hours.” These correspond to hours worked beyond contractual duration without reaching full-time legal duration.
They are often used to address temporary needs: replacing an absent employee, handling increased activity, or adjusting schedules. This flexibility remains regulated to prevent part-time work from effectively becoming full-time.
What is the limit for additional hours?
The number of additional hours an employee can work is capped. As a general rule, it cannot exceed 10% of the contractual working time.
For example, under a 24 hour weekly contract, the maximum is 2.4 additional hours. Some collective agreements allow higher limits, up to one-third of contractual duration, provided this is specified in writing.
How are additional hours paid?
Additional hours are subject to salary increases. Those worked within the 10% limit are increased by at least 10%.
When the volume exceeds this threshold, where collective agreements allow, the minimum increase rises to 25%. This enhanced pay compensates the flexibility required from the employee and regulates the use of additional hours.
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