Hiring a part-time worker in NZ requires a written employment agreement stating agreed hours, pay and entitlements calculated pro rata. Advertising the role can be done free through a 15-day employer listing before deciding on wider recruitment spend.
What actually changes when the role is part-time rather than full-time?
Nothing about the law changes, only the arithmetic. A part-time employee gets the same minimum entitlements as anyone else, just calculated against the hours they actually work. Annual leave is still four weeks after 12 months of continuous employment, but four weeks for someone working 20 hours a week looks different on paper to four weeks for someone working 40.
Source: Annual holidays
Sick leave works the same way in principle: 10 days per year once someone has been with you for six months, regardless of whether they work three shifts a week or five.
Source: Sick leave
What does the agreement need to say that a full-time one might not?
Be specific about the hours, not vague. "Part time, flexible" is not a term, it is an invitation to a dispute later about how many hours were actually promised. Write down the agreed hours or the agreed range, which days they typically fall on, and how much notice either side gives if the roster needs to shift. If the hours vary week to week because your business genuinely needs that flexibility, say so in the agreement rather than leaving it unsaid and hoping nobody asks.
What should the job ad actually say if the hours are not fixed every week?
Say what you do know. If the role is three mornings a week, say three mornings a week. If it is genuinely variable, give a realistic range, such as 15 to 25 hours depending on the roster, rather than leaving hours out altogether. People weighing up a part-time role are usually juggling it against something else, study, another job, school pickups, and they need enough detail to work out if it actually fits before they apply. A vague ad gets you applicants who did not realise the hours were that limited, and that mismatch costs you time in screening calls you did not need to make.
Where do you advertise a part-time role without it costing you anything?
A free employer account lets you run one listing live for 15 days at no cost, which is more than enough time to see whether a part-time role at your pay rate and hours attracts anyone suitable. You can advertise a role at no cost and use that window before deciding whether it is worth paying for a longer or featured listing. Part-time roles are a regular category on the FindMeAJob board, not a niche corner of it.
What about KiwiSaver and the trial period for a part-time hire?
KiwiSaver employer contributions still apply at the 3% minimum, calculated on whatever the employee actually earns, part-time or not.
Source: KiwiSaver for employers
The 90-day trial period is still available to you if you employ fewer than 20 staff, part-time hires included, but it has to be agreed in writing before the person starts work, not added in after their first shift.
Source: Trial periods
Key takeaways
- Part-time employees get the same minimum entitlements as full-time staff, calculated pro rata against their actual hours, not a reduced version of the rules.
- The written agreement should state actual hours or a realistic range, not leave them vague, since that is where most part-time disputes start.
- A job ad with honest, specific hours attracts people who can genuinely commit to the role, which saves you screening calls with people the hours never suited.
- A free 15-day listing is enough to test demand for a part-time role before paying for anything wider.
Frequently asked questions
Does a part-time employee get the same minimum wage as full-time staff?
Yes. The adult minimum wage of $23.95 per hour applies regardless of how many hours someone works, unless they qualify for the starting-out or training rate of $19.16 per hour.
Source: Minimum wage
Can I use a 90-day trial for a part-time hire?
Yes, provided you have fewer than 20 employees and the trial clause is agreed in writing and signed before the person's first day. It cannot be added retroactively once they have started.
How do I calculate annual leave for someone working variable hours?
Work it out based on their average hours over a representative period, since four weeks of leave has to reflect what they would normally have worked. If hours vary a lot, keep clear records so the calculation holds up.
Do I need to advertise the exact hours in the job ad?
You are not legally required to, but it makes the ad far more useful. Vague hours lead to applicants who cannot actually commit to the shifts once they find out what they involve.
If you are hiring for a part-time role, advertise a role at no cost and see who it brings in before you spend anything on wider advertising.