Part-time workers can provide the necessary manpower for the increased volume of a growing business without the commitment and labor cost of full-time employees. However, to avoid fines for noncompliance, it is important for businesses of all sizes to carefully consider the laws that apply to part-time workers, which often correspond to those for full-time workers.

Employment laws vary by state and locality. No matter the location, it is important to verify employment regulations for part-timers, including whether they qualify for overtime and whether meal and rest break regulations apply. Furthermore, adding part-time workers could potentially push small businesses into a new status with regard to employment laws. For example, in California, increasing a small business from four to five workers means it must comply with state workplace disability rules.

When considering the addition of part-time workers, businesses should learn the rules that apply ahead of time and establish compliant practices and procedures accordingly.

To combat other employment-related exposures, businesses should purchase employment practices liability insurance, which can cover wrongful termination, harassment, discrimination and other violations.

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