PART 1: DATES, DEFINITIONS AND OBLIGATIONS
PART-TIME WORKERS The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 were introduced on 1st July 2000 to provide protection for part-time workers in areas of pay, pensions, training and holidays. COPYRIGHT © 2021 THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS The treatment of a part-time worker in these areas must be no less favourable than that of a comparable full-time worker. A part-time worker must: • receive the same hourly rate as a comparable full-time worker • receive the same hourly rate of overtime as a comparable full-time worker, once they have worked more than the normal full-time hours • not be excluded from training because they work part-time • have the same annual leave, contractual maternity, parental and dependant leave entitlement on a pro-rata basis as full-time workers • in a redundancy situation, be treated no less favourably than a full-time equivalent worker • have the same access to pension schemes, except where justified on objective grounds, as full-time workers, with calculation of benefits on a pro-rata basis. Former full-time workers, who return to part-time work after a period of absence, are to be treated no less favourably than they were before becoming part-time. PATERNITY LEAVE AND PAY An eligible employee who is the biological father of a child or the mother’s spouse, civil partner or partner is entitled to one or two weeks’ ordinary Statutory Paternity Pay and leave. The period within which the ordinary Statutory Paternity Pay period must occur begins on the date of the child’s birth and ends 56 days after that date. The parents of babies due on or after 3rd April 2011 can also be entitled to additional Statutory Paternity Leave and pay of up to 19 weeks if their partner returns to work with between 2 and 19 weeks of unused maternity/adoption pay and leave. With the introduction of Shared Parental Leave and Pay on 6th April 2015 additional paternity leave and pay was abolished. New regulations extended the right to take ordinary paternity leave and pay to intended parents in a surrogacy situation and approved prospective adopters who look after children as part of a “fostering to adopt” arrangement. Fathers are entitled to take time off to attend up to two ante-natal appointments. More information on the payment rights of paternity leave will be found in PART 4, STATUTORY PAYMENTS . No printing, copying or reproduction permitted. PAYMENT OF WAGES The Truck Acts ‘1831 to 1940’ gave manual workers (‘Artificers’) the right to receive payment in cash. This right was abolished by the Wages Act 1986, which recognised the benefits and security that could be obtained, from automated transfer of pay direct into employees’ bank accounts. Where however payment in cash is contained within an employee’s contract or terms
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