A 25-hour weekly schedule may be treated as part time by an employer, while BLS statistics classify fewer than 35 usual weekly hours as part time.
There is no single federal part-time hour limit
The Fair Labor Standards Act does not define a universal number of weekly hours that makes an employee part time. The U.S. Department of Labor states that full-time and part-time status is generally a matter for the employer to determine.
That means labels such as 20, 25, 30, or 32 hours can appear in employer policies. The label does not by itself remove federal minimum-wage or overtime protections that otherwise apply.
Why you may see 35 hours used as the cutoff
The Bureau of Labor Statistics uses fewer than 35 usual hours per week as its statistical definition of part-time work in Current Population Survey data. It treats 35 or more usual weekly hours as full time.
This is a statistical convention, not a universal legal definition employers must use. It is useful when reading labor-market data but should not be substituted for an employer's benefits policy or a law that uses another standard.
Why you may also see 30 hours per week
For the Affordable Care Act employer shared responsibility provisions, the IRS treats an employee as full time for a calendar month if the employee averages at least 30 hours of service per week or has at least 130 hours of service in the month.
That rule exists for a specific federal health-coverage purpose. It does not mean every job under 30 hours is legally 'part time' for every other purpose.
Common part-time schedules
Part-time schedules vary widely. A retail employee might work 20 hours one week and 28 the next, while another employer may use a fixed 24- or 30-hour schedule.
The table below shows schedule examples only. It does not assign legal status.
| Weekly schedule | Approx. annual scheduled hours at 52 weeks | Possible employer label |
|---|---|---|
| 20 hours | 1,040 | Often part time |
| 25 hours | 1,300 | Often part time |
| 30 hours | 1,560 | Depends on policy and purpose |
| 34 hours | 1,768 | Part time under BLS statistical definition |
| 35 hours | 1,820 | Full time under BLS statistical definition |
Can part-time employees get overtime?
Part-time status does not create a separate federal overtime threshold. Under the general FLSA rule, covered nonexempt employees are entitled to overtime after more than 40 hours worked in a workweek, even if the employer normally labels them part time.
State law or other agreements can add different protections. The job label alone is not enough to determine overtime eligibility.
Does part-time status determine benefits?
Benefits eligibility can depend on employer policy, plan terms, collective bargaining agreements, state law, or specific federal rules. Different benefits can use different definitions.
For that reason, an employee should check the actual plan or policy instead of assuming that a particular weekly-hour number automatically grants or removes benefits.
How to estimate pay for a part-time schedule
For hourly work, multiply the hourly rate by scheduled weekly hours to estimate weekly gross pay. At $20 per hour and 25 hours per week, the simple weekly estimate is $500 before taxes and deductions.
Use the Weekly Pay Calculator for a quick estimate. If you need to total a specific shift, use the Hours Worked Calculator.
Part time vs annual work hours
A weekly schedule can also be converted into annual scheduled hours. For example, 25 hours per week × 52 weeks equals 1,300 scheduled hours before unpaid time or schedule changes.
For more schedule examples, see How Many Work Hours Are in a Year?
Continue with a calculation