This report provides an in-depth analysis of the evolving nature of part-time work, examining its relevance to the future of work and exploring the potential for more fluid and adaptable arrangements to better align with employee preferences. The report identifies a shift in how employees choose to engage in the workforce and calls on employers to develop a plan for action that normalises both flexible and part-time work without career penalties.

Key findings

• Part-time roles dropped by 3.2 percentage points in the past two years.
• A rise in flexible full-time and hybrid roles has enabled more employee choice.
• The labour market is shifting, especially in women’s part-time and flexible work.
• A need for action to prioritise gender equity across all job levels, not just management.

Key actions for employers

• Normalise part-time and flexible work arrangements in the workplace.
• Ensure workplace culture respects the time of employees who work to alternative hours by reinforcing the commitment that they are not expected to work outside their agreed hours.
• Senior management should actively role-model flexible work, if they work to these arrangements.
• Implement and maintain effective workplace policies and processes to guard against unconscious biases and systemic penalties against part-time employees.
• Monitor patterns of flexible and part-time work, ensuring they do not carry career penalties in terms of performance, pay, and progression.
• Invest in the development of skills and capabilities of managers and HR professionals to effectively manage a flexible workforce.
• Explore hybrid and remote work options to attract and retain part-time employees who need flexibility in their work location.