What Is Part-Time Employment? How Is Part-Time Pay Calculated?

Changing labor market dynamics, digitalization, and the widespread adoption of flexible working models have significantly transformed how employers plan their workforce. As one of the most common examples of this transformation, part-time employment has evolved beyond being a model primarily preferred by students or individuals seeking supplementary income. Today, it has become an integral part of workforce planning across a wide range of industries, from retail and manufacturing to healthcare and information technology.

However, part-time employment is often perceived simply as "working fewer hours." In reality, its legal and operational dimensions are far more comprehensive. The determination of working hours, wage calculations, Social Security Institution (SSI) premium days, annual paid leave entitlement, severance pay, national and public holiday practices, and payroll processes may all require different considerations for part-time employees.

In particular, when the provisions of the Turkish Labor Law No. 4857, the Social Insurance and General Health Insurance Law No. 5510, and the relevant secondary legislation are evaluated together, it becomes clear that part-time employment is not merely a form of employment but also a human resources and payroll process that must be managed accurately.

This guide examines the legal framework of part-time employment, wage and SSI premium calculations, employee rights, employer obligations, and the role of digital payroll systems in managing these processes in accordance with the current legislation.

What Is Part-Time Employment?

Part-time employment, referred to as part-time employment under the Turkish Labor Law, is regulated under Article 13 of the Labor Law No. 4857.

According to the Law, an employment contract is deemed to be a part-time employment contract if the employee's normal weekly working hours are determined to be significantly shorter than those of a comparable full-time employee working in the same workplace.

This definition demonstrates that part-time employment does not merely refer to reducing daily working hours. The primary criterion is that the employee's total working time is lower than that of a comparable full-time employee.

Accordingly, part-time employment may be arranged in various forms, including:

• Working on specific days of the week,
• Working shorter hours each day,
• Working based on seasonal or workload-related business needs,
• Flexible shift schedules.

For example, a retail employee working three days per week and a software developer working only four hours per day, five days a week, may have different working arrangements, yet both may be considered part-time employees.

Quick Answer

Part-time employment is a working model in which an employee works fewer hours than a comparable full-time employee and is regulated under Article 13 of the Turkish Labor Law No. 4857.

How Are Part-Time Working Hours Determined?

One of the most frequently asked questions regarding part-time employment is how many hours an employee may work per week. However, Turkish legislation does not contain a direct provision stating that "part-time employment is limited to a maximum of 30 hours per week."

Instead, this assessment is based on the Regulation on Working Hours under the Labor Law. As a general rule in Türkiye, the normal weekly working time is 45 hours. Part-time employment applies where the working time is up to two-thirds of the comparable full-time working hours.

Accordingly, the calculation is as follows:

45 hours × 2/3 = 30 hours

Therefore, in practice, employment involving 30 hours or less per week is generally regarded as part-time employment.

However, this calculation does not automatically apply to every workplace. The Law requires the comparison to be made based on a comparable full-time employee working in the same workplace. Consequently, in industries with different working arrangements, the working hours of the comparable employee must be taken into consideration.

The examples below illustrate different working models that may fall within the scope of part-time employment.

The determining factor is not how many days an employee works during the week, but rather the total working time.

What Is the Difference Between Part-Time and Full-Time Employment?

The primary difference between part-time and full-time employment is the length of working time. However, this distinction extends beyond the number of weekly working hours. The working model directly affects wage calculations, SSI premium reporting, payroll input records, and workforce planning.

Nevertheless, the fact that part-time employees work fewer hours does not mean that they are entitled to fewer fundamental employment rights. Pursuant to Article 13 of the Turkish Labor Law No. 4857, part-time employees may not be treated differently from comparable full-time employees solely because they work fewer hours. This provision is intended to safeguard the principle of equal treatment for part-time employees.

The main differences between the two employment models are summarized below:

One of the most significant practical differences arises in operational processes. While wage and premium calculations for full-time employees generally follow a standardized structure, payroll administration for part-time employees requires payroll inputs, working hours, and missing-day notifications to be assessed together. As a result, part-time employment requires greater monitoring and control from a payroll management perspective.

How Is Pay Calculated for Part-Time Employees?

Under the part-time employment model, wage calculation is primarily based on the actual time worked by the employee under the employment contract. However, wage calculation is not merely a matter of applying the ratio of the employee's weekly working hours to those of a full-time employee. The employee's job description, the method used to determine wages, fringe benefits, and the provisions of the employment contract must all be evaluated together.

Pursuant to Article 13 of the Turkish Labor Law No. 4857, part-time employees may not be treated differently from comparable full-time employees solely because of their working hours. This principle also applies to remuneration. In other words, the employer should base the wage on the compensation policy applicable to a comparable full-time employee and determine the part-time employee's wage in proportion to the working time.

For example, assume that a full-time employee working in the same position earns a monthly gross salary of TRY 60,000 and works 45 hours per week. The wage calculation for a part-time employee working 22.5 hours per week may be as follows:

However, in practice, wage calculations are not always this straightforward. In workplaces where sales commissions, performance bonuses, shift allowances, or similar variable compensation components exist, remuneration must be assessed more comprehensively. Therefore, when preparing payroll for part-time employees, not only the working hours but also all components of remuneration should be taken into account.

The key principle here is the preservation of equal pay for equal work. Any difference in pay between a full-time employee and a part-time employee performing the same job should arise solely from the difference in working time. Applying different pay practices without an objective justification other than working hours may give rise to labor law disputes.

How Are SSI Premiums Calculated for Part-Time Employees?

One of the areas where mistakes are most frequently made in part-time employment is the calculation of SSI premium days. Particularly in workplaces with variable working hours, inconsistencies between payroll inputs and SSI declarations may result not only in administrative sanctions but also in adverse consequences for employees' social security rights.

Pursuant to the Social Insurance and General Health Insurance Law No. 5510, the premium days of part-time employees are calculated based on the total time actually worked. Since the SSI recognizes 7.5 hours as one working day, the total number of hours worked during the month is divided by 7.5 to determine the number of premium days to be reported.

For example, assume that an employee has worked a total of 90 hours during a given month.

90 ÷ 7.5 = 12 premium days

Accordingly, the employer must report the employee's SSI premiums based on 12 premium days for that month.

An important point should be noted here. The determining criterion for calculating premium days is not the number of days the employee attended work, but the total working hours. For instance, an employee working five days a week for only two hours per day and another employee working two long shifts per week may have different premium day calculations despite attending work on a different number of days.

Another critical issue is the reporting of missing days. Where the reported premium days are fewer than 30, the reason for the missing days must be declared to the SSI using the correct code. If the missing day notification is inconsistent with the payroll inputs or the employment contract, inspections may result in retroactive premium assessments and administrative fines. Therefore, ensuring accurate payroll calculations alone is not sufficient for part-time employees. Maintaining regular records of working hours and ensuring that payroll inputs fully correspond with SSI declarations are equally essential.

How Does Part-Time Employment Affect Retirement?

While part-time employment affects wages and working hours in the short term, one of its most significant long-term implications relates to social security rights. This is because the retirement system is based not only on the insured period of employment but also on the number of SSI premium days reported.

For full-time employees, premiums are generally reported as 30 days per month, whereas for part-time employees, the number of premium days is calculated according to the actual working time. Consequently, reporting fewer premium days each month may extend the time required to accumulate the total number of premium days necessary for retirement.

This does not mean that part-time employment is inherently disadvantageous. On the contrary, it offers significant benefits for students, retirees, individuals with a second job, and employees who prefer flexible working arrangements. However, employees planning to spend a substantial part of their careers in part-time employment should take this effect into account when planning their retirement.

From an employer's perspective, accurately reporting premium days is not only essential for compliance with legislation but also an important responsibility in safeguarding employees' future social security rights.

Do Part-Time Employees Have Different Employment Rights Than Full-Time Employees?

One of the most common misconceptions about part-time employment is that part-time employees have fewer employment rights than full-time employees. However, the fundamental principle of labor law is exactly the opposite. Simply working fewer hours does not constitute a legal basis for restricting employment rights.

Pursuant to Article 13 of the Turkish Labor Law No. 4857, part-time employees may not be treated differently from comparable full-time employees solely because of their shorter working hours. This provision ensures that the principle of equal treatment under labor law also applies to part-time employment.

Accordingly, part-time employees may benefit from fundamental employment rights such as:

• Annual paid leave,
• Weekly rest days,
• National holiday and public holiday pay,
• Severance and notice pay,
• Occupational health and safety protections,
• Trade union rights.

However, because some of these rights are linked to working time, the method of calculation may differ from that applicable to full-time employees. In other words, what differs is not the rights themselves, but the manner in which those rights are applied.

Are Part-Time Employees Entitled to Annual Paid Leave?

Yes. Part-time employees are also entitled to annual paid leave.

One of the most common misconceptions in practice is the belief that employees who work only a few days per week cannot qualify for annual paid leave. However, Article 53 of the Turkish Labor Law No. 4857 and the Regulation on Annual Paid Leave make no such distinction for part-time employees.

The determining factor for entitlement to annual paid leave is not whether the employee works full-time or part-time, but whether the employee has completed at least one year of service with the same employer.

Accordingly, part-time employees who satisfy the required length of service are also entitled to annual paid leave. The Court of Cassation has consistently adopted the same approach for many years. In its decision E. 2015/30069, K. 2018/7876, the 22nd Civil Chamber of the Court of Cassation explicitly held that working on certain days of the week or for only a few hours each day under a part-time arrangement does not eliminate the employee's entitlement to annual paid leave. Likewise, in its decision E. 2017/20568, K. 2019/4851, the Court reaffirmed that part-time employees who complete one year of service are entitled to annual paid leave.

The same principle also applies to the duration of annual leave. An employee's leave entitlement is determined according to the seniority periods prescribed under the Labor Law, and the fact that the employee works part-time cannot be used as a basis for granting a shorter period of annual leave.

Are Part-Time Employees Entitled to Severance Pay and Notice Pay?

Although part-time employment changes the nature of the employment relationship, it does not eliminate an employee's entitlement to severance pay or notice pay.

Pursuant to Article 14 of the repealed Labor Law No. 1475, which remains in force with respect to severance pay, part-time employees are also entitled to severance pay, provided that the statutory conditions are met. The determining criterion is not the employee's weekly working hours but the total duration of the employment relationship.

For example, if one employee works three days per week and another works six days per week, but both commenced employment on the same date and their employment contracts terminate under circumstances entitling them to severance pay, their length of service will be calculated based on the calendar period. However, the wage used for calculating severance pay will be the employee's final gross wage with benefits, determined in accordance with the part-time working arrangement.

Similarly, where an employment contract is terminated without observing the applicable notice periods, there is no distinction between part-time and full-time employees regarding entitlement to notice pay.

Can Part-Time Employees Work on National Holidays and Public Holidays?

There are no separate legal provisions governing the employment of part-time employees on national holidays and public holidays. Accordingly, this issue is assessed within the framework of the general provisions of the Turkish Labor Law No. 4857.

Unless otherwise agreed in the employment contract or a collective bargaining agreement, the employer who are required to work on national holidays or public holidays must obtain the employee's consent. If work is performed on such days, the employee must be paid the remuneration prescribed under the applicable legislation.

An important point to note is that the assessment should not be based solely on whether the part-time employee was originally scheduled to work on that particular day. Instead, both the actual work performed and the provisions of the employment contract must be taken into consideration when determining the employee's entitlement. Particularly in workplaces operating on shift schedules, ensuring that these calculations are fully aligned with payroll inputs plays a critical role in maintaining accurate payroll processes.

Can Part-Time Employees Work Overtime?

One of the areas where incorrect practices are most commonly encountered in part-time employment is overtime work. In practice, during periods of increased workload, the working hours of part-time employees are often extended on a regular basis and treated as a routine practice. However, Turkish labor legislation adopts a clear approach on this issue.

Pursuant to Article 8 of the Regulation on Overtime Work and Excess Hours under the Labor Law, employees working under part-time employment contracts may not perform overtime work.

The primary purpose of this provision is to preserve the nature of part-time employment. Continuously extending working hours may gradually cause the actual working arrangement to resemble full-time employment. In such circumstances, not only wage calculations but also the legal nature of the employment contract itself may become subject to dispute.

Accordingly, rather than continuously increasing the working hours of part-time employees to address temporary increases in workload, employers should structure their shift planning and workforce organization in a manner consistent with the nature of part-time employment.

What Should Employers Consider When Managing Part-Time Employment?

The part-time employment model offers businesses significant advantages in terms of flexible workforce planning. However, these advantages can only be sustained if working hours, payroll inputs, payroll administration, and SSI reporting are managed together as an integrated process, in addition to implementing proper recruitment practices.

In practice, a significant proportion of employment disputes arise not because the part-time employment contract has been drafted incorrectly, but because the employee's actual working pattern does not correspond with the contractual terms. For example, where an employment contract specifies 24 working hours per week, but the employee regularly works 35–40 hours per week, this may create various legal risks concerning both the nature of the employment relationship and payroll administration.

Employers are particularly advised to pay attention to the following matters:

Particularly in organizations operating across multiple locations or using shift-based working systems, monitoring these processes manually becomes increasingly difficult. Moreover, the use of different data sources by human resources, payroll, and operations teams can increase the risk of errors.

For this reason, in managing part-time employees, data integrity should be regarded as just as critical as compliance with the applicable legislation.

Frequently Asked Questions

Is a part-time employee entitled to a weekly rest day?

Yes. Provided that the conditions set forth under the Turkish Labor Law No. 4857 are satisfied, part-time employees are also entitled to a weekly rest day. The assessment should be made by considering both the employment contract and the employee's actual working arrangement.

Can a part-time employee benefit from maternity leave and breastfeeding leave?

Yes. Part-time employees are entitled to maternity leave, breastfeeding leave, and other statutory leave rights under the Turkish Labor Law. The fact that an employee works part-time does not eliminate these rights.

Can a part-time employee receive unemployment benefits?

Yes. Part-time employees may qualify for unemployment benefits, provided that they satisfy the premium payment and insurance conditions set out in the Unemployment Insurance Law No. 4447. Applications are evaluated in accordance with the same procedures and principles applicable to all insured employees.

Can a part-time employee work for more than one employer at the same time?

Yes. Turkish legislation does not prohibit part-time employees from working for multiple employers simultaneously. However, if the employment contract contains a non-compete clause, an exclusivity provision, or other contractual terms that may affect working hours, these provisions should be evaluated separately.

Are part-time employees included in the BES Automatic Enrollment System?

Yes. Part-time employees who satisfy the conditions set out under the Private Pension Savings and Investment System Law No. 4632 may also be included in the BES Automatic Enrollment System (BES). Working under a part-time employment model does not, by itself, exclude an employee from the scope of the system.

How are fractional days treated when calculating SSI premium days for part-time employees?

When calculating the number of SSI premium days for part-time employees, the total working hours within the month are divided by 7.5 hours, which is the normal daily working time. If the calculation results in a fraction of a day, this fraction is counted as one full day.

For example, if a part-time employee has worked a total of 92 hours during the month:

92 ÷ 7.5 = 12.27 days

Since the fractional 0.27 day resulting from the calculation is rounded up to a full day, the employee’s number of premium payment days for the relevant month is reported as 13 days. Therefore, taking only full days into account when calculating SSI premium days for part-time employees may result in underreporting the insured employee’s premium days.

How is annual leave entitlement determined and used for part-time employees?

The annual paid leave entitlement of part-time employees cannot be reduced compared to that of full-time employees solely because they work fewer hours. Pursuant to Article 13 of the Regulation on Annual Paid Leave, employees working under part-time or on-call employment contracts are entitled to annual paid leave in the same manner as full-time employees and cannot be treated differently.

Under the same regulation, part-time employees take annual paid leave on the days they would normally work under their part-time schedule. Accordingly, the duration of the leave entitlement is not reduced proportionally based on the number of working days; the employee’s normal work schedule is taken into account when the leave is used.

For example, where an employee works only on Mondays, Wednesdays, and Fridays, their absence from work on those working days falling within the annual leave period is considered annual leave. Since the employee is already under no obligation to work on the other days of the week, the part-time working arrangement is not regarded as a factor that reduces the employee’s leave entitlement itself.

How are missing days reported for part-time employees?

For employees whose number of premium days is less than 30 days in a month due to a part-time employment contract, the reason for missing days is reported in the Withholding and Premium Service Return under code “06 – Part-Time Employment.” This code indicates that the missing days result from the employee’s part-time working arrangement.

For example, for a part-time employee whose SSI premium days are calculated as 18 days based on their working hours during the month, the remaining period is reported using the missing-day reason “06 – Part-Time Employment,” provided that the applicable conditions are met.

From the employer’s perspective, documenting the basis of the notification is as important as selecting the correct reporting code. Retaining the part-time employment contract and payroll inputs or working-time records showing the actual hours worked makes it possible to demonstrate, during any inspections that may be conducted by SSI, the consistency between the reported premium days and the actual working arrangement.

Conclusion

Part-time employment is one of the most common forms of flexible employment in today's labor market, offering significant advantages for both employees and employers. However, the effective implementation of this employment model depends not only on planning working hours but also on managing wage calculations, SSI reporting, payroll inputs, and payroll processes as an integrated whole.

While the Turkish Labor Law No. 4857 and the relevant legislation safeguard the fundamental employment rights of part-time employees, they also impose obligations on employers to accurately plan working hours, maintain proper records, and submit statutory notifications in compliance with the applicable legal requirements. As flexible working models become increasingly widespread, manual processes may significantly increase the risk of operational errors.

For this reason, a working model supported by digital human resources and payroll systems not only facilitates compliance with legislation but also contributes to more transparent, consistent, and sustainable management of payroll administration, SSI processes, and workforce planning.