Employers, Workforce Agencies, and Employees Subject: Clarification of Part-Time Employment Status Under the Fair Labor Standards Act (FLSA) and Related DOL Regulations
Employers and employees must note that state laws may impose stricter requirements. Some states define part-time status more narrowly (e.g., fewer than 30 hours per week) or mandate paid sick leave and rest periods for part-time workers. In cases where federal and state standards differ, the standard more protective of the employee applies. dole explanatory bulletin on part-time employment
Here is the text for a , written in the style of a formal U.S. Department of Labor guidance document. U.S. Department of Labor Employment Standards Administration Explanatory Bulletin No. 2026-04 Here is the text for a , written in the style of a formal U
This bulletin provides general guidance on the classification, compensation, and regulatory treatment of part-time employees. Its purpose is to clarify that part-time employment is defined primarily by employer policy and operational practice, not by statutory maximum hour thresholds under the Fair Labor Standards Act (FLSA). including minimum wage
The Department of Labor reaffirms that part-time employment is a legitimate and flexible work arrangement. However, part-time status does not exempt employers from core FLSA obligations, including minimum wage, overtime for hours over 40 per week, and accurate recordkeeping. Employers are encouraged to maintain clear, written policies defining part-time status and to comply fully with applicable state laws.