In January 2026, the Irish Government formally introduced an updated Code of Practice on Access to Part-Time Work, signalling a refreshed approach to flexible work arrangements in workplaces across the country. The revised Code, prepared by the Workplace Relations Commission (WRC) and signed into law by Minister of State Alan Dillon on 22 January 2026, replaces guidance that had been in place since 2006.
While the Code itself does not create new statutory rights, it provides comprehensive practical guidance to help employers and employees structure part-time work arrangements fairly and effectively in a modern labour market.
Part-time work remains a key component of flexible working arrangements in Ireland, alongside options such as term-time working, job-sharing, compressed hours, and remote work. The Government has emphasised the role of such flexibility in supporting labour-market participation, especially for parents, carers, older workers, and students, as well as in enhancing work–life balance and employee wellbeing. Employers are encouraged to review internal policies and to consider publishing gender-balanced data on flexible working uptake to promote transparency and fairness.
At its core the updated Code is underpinned by the Protection of Employees (Part-Time Work) Act 2001, which implements an EU Framework Directive and ensures that part-time employees are not treated less favourably than comparable full-time employees, with pay and benefits applied on a pro-rata basis where appropriate.
Key Practical Obligations for Employers
Although the Code does not establish a legal right to part-time work, it sets out a series of best practice obligations and expectations for employers seeking to manage part-time arrangements fairly and consistently.
- Develop and Review Policies: Employers should review existing organizational policies on flexible work or introduce new ones where none exist. These policies should articulate the organisation’s approach to part-time work, set out objective criteria for suitability, and be developed in consultation with employees or representatives where appropriate.
- Recruitment and Job Design: When creating or advertising positions, employers are encouraged to consider whether roles can be structured on a part-time basis without compromising operational needs. This means assessing job duties, service delivery requirements, and potential flexibility at the design stage.
- Structured Request Process: A central practical requirement is that employers should establish a clear, documented process for handling requests to move from full-time to part-time work (or vice versa) and for requests to increase working hours. This includes setting out how applications should be made, consulting with the employee on personal and business needs, providing timely decisions, and communicating clear reasons if a request is refused or deferred. Employers are also advised to maintain an appeal or grievance mechanism.
- Equal Access to Training and Career Development: Employers should ensure that part-time employees are not disadvantaged in training opportunities, promotion pathways, or career development. Training scheduling should take the needs of part-time staff into account, and performance appraisal and promotion policies should be reviewed to remove barriers to progression.
- Protection from Penalisation: The Code explicitly states that employers must not penalise employees for exercising rights under the Part-Time Work Act or for declining employer requests to change working arrangements. This protection helps reinforce trust and fairness in workplace flexibility discussions
By setting out these practical steps, the updated Code aims to foster a more inclusive and flexible workplace culture that recognises the value of part-time work for both businesses and employees. Employers who take proactive steps to implement its guidance can improve retention, widen their talent pool, and support a more adaptable workforce in line with contemporary labour market expectations.
The full code can be reviewed here on the WRC portal.
As a member of ISME you’ll find further details and resources in supporting your employees with requests under this code within our HR Hub.
