How Many Hours Is Full Time in the UK? (2026 Guide)

Determining how many hours is full time is a common question for both employees and employers. The answer matters because working hours affect pay, holiday entitlement, pension contributions, overtime thresholds, and compliance with the legal working hours framework under the Working Time Regulations 1998. However, contrary to popular belief, UK employment law does not prescribe a fixed number of hours that automatically makes a job “full time”.

In practice, full-time status depends primarily on the employment contract and the employer’s established working patterns. In many workplaces, full-time hours fall between 35 and 40 hours per week, but this is not a statutory rule. The legal framework instead focuses on comparative treatment between full-time and part-time workers, and on limits to maximum working hours rather than defining a minimum, drawing on wider UK employment law compliance principles.

What this article is about: This guide explains how many hours is full time in the UK from a legal perspective. It clarifies the absence of a statutory definition, outlines how full-time and part-time status are determined under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 using the comparable full-time worker test, examines the impact of the Working Time Regulations 1998, and explains how annual working hours are calculated in practice. It also distinguishes employment law from education rules, which are often confused in online searches.

Section A: How Many Hours Is Full Time in the UK?

Although many people assume there is a fixed legal threshold for full-time work, UK employment law takes a different approach. Rather than setting a statutory minimum number of hours, the law allows employers to define full-time status contractually, subject to compliance with wider employment protections. Understanding this distinction is essential for avoiding incorrect assumptions about rights and entitlements.

1. Is There a Legal Definition of Full-Time Hours?

There is no statutory definition in UK employment legislation that specifies how many hours constitute full-time employment. Neither the Employment Rights Act 1996 nor the Working Time Regulations 1998 defines a minimum or standard number of hours that automatically makes a role full time.

Instead, full-time status is generally determined by:

• The express terms of the employment contract
• The employer’s established working patterns
• Custom and practice within the organisation

This approach becomes particularly important under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. These Regulations do not fix a universal hourly threshold for “full time”. Instead, they protect part-time workers by requiring comparison with a comparable full-time worker employed by the same employer under the same type of contract and doing the same or broadly similar work. In effect, “full time” for these purposes is determined by workplace comparison, not by a national hourly benchmark.

As a result, what is considered full time in one organisation may be regarded as part time in another.

2. How Many Hours a Week Is Full Time in Practice?

Although there is no legal threshold, most UK employers treat between 35 and 40 hours per week as full time. Common models include:

• 35 hours per week (often in office-based roles)
• 37.5 hours per week (for example, 7.5 hours over five days)
• 40 hours per week (common in retail, hospitality and manual roles)

However, some employers operate shorter or longer standard weeks. In certain sectors, particularly those involving shift work, the calculation may be averaged over a rota cycle rather than measured strictly per calendar week.

It is also legally possible for 30 hours per week to be classed as full time if that is the employer’s standard for that role. The label itself is less important than the contractual definition and how comparable workers are treated.

The key legal point is that full-time status is relative to the employer’s normal working arrangements, not to a national hourly rule.

3. How Many Hours a Day Is Full Time?

Full-time hours are usually structured across five working days, often equating to seven to eight hours per day. For example:

• 35 hours per week may equate to seven hours per day
• 40 hours per week may equate to eight hours per day

However, modern working arrangements vary significantly. Some employees work compressed hours, such as four longer days. Others work rotating shifts that exceed eight hours on certain days but average out over a reference period.

Importantly, daily working hours must still comply with the Working Time Regulations 1998. Workers are generally entitled to:

• A 20-minute rest break if working more than six hours in a day
• 11 consecutive hours’ daily rest
• 24 hours’ uninterrupted weekly rest (or 48 hours per fortnight)

For practical guidance on break compliance and rest periods, see rest breaks.

Section A Summary

There is no legally defined number of hours that automatically makes a job full time in the UK. Instead, full-time status is determined by the employment contract and the employer’s established working practices. While 35 to 40 hours per week is typical, the decisive factor in law is how hours are defined and applied within the workplace, including by reference to the comparable full-time worker test when assessing part-time worker protections. Employers should apply their definition consistently and lawfully to reduce avoidable disputes and compliance risk.

Section B: How Many Hours Is Part Time?

Understanding how many hours is part time requires examining the legal framework that protects part-time workers. Unlike common assumptions, part-time status is not defined by a fixed national number of hours. Instead, it is determined by comparison with a full-time worker in the same workplace. This distinction is central to ensuring lawful treatment and avoiding less favourable treatment claims, as well as managing wider Equality Act 2010 risk.

1. Legal Definition of a Part-Time Worker

The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 define a part-time worker as someone who is paid wholly or partly by reference to the time they work and who, having regard to the employer’s custom and practice, is not identifiable as a full-time worker when compared with a comparable full-time worker employed under the same type of contract.

A valid comparator must:

• Work for the same employer
• Be engaged under the same type of contract
• Perform the same or broadly similar work

The Regulations are designed to prevent less favourable treatment of part-time workers purely because they work fewer hours. They do not prescribe a minimum or maximum number of hours for part-time status. The focus is comparative fairness rather than a fixed threshold.

This means that a worker doing 30 hours per week could be part time in one organisation but full time in another, depending on the employer’s standard working week.

2. How Many Hours Is Part Time in Practice?

In practical terms, part-time work usually involves working fewer hours than the employer’s established full-time schedule. In many workplaces, this means:

• Fewer than 35 hours per week
• Fewer than 37.5 or 40 hours where those are the contractual full-time hours

However, there is no statutory benchmark such as “under 30 hours equals part time”. The determining factor is whether the worker’s hours are lower than those of a comparable full-time colleague employed under the same type of contract.

Employers should therefore avoid informal assumptions based purely on headline numbers. What matters legally is consistency and proper comparison within the organisation.

3. Pro Rata Rights Explained

Part-time workers must not be treated less favourably than comparable full-time workers unless the employer can show objective justification. In most cases, benefits should be applied on a pro rata basis, meaning in proportion to the hours worked.

This principle commonly applies to:

• Pay and bonuses
• Holiday entitlement and holiday pay calculations
• Occupational pension contributions
• Access to training and promotion opportunities
• Overtime thresholds and eligibility for premium rates of overtime pay

For example, if a full-time worker receives 28 days’ annual leave based on a five-day working week, a part-time worker working three days per week should receive leave calculated proportionately.

In relation to overtime, employers may require part-time workers to work up to the normal full-time hours before overtime premiums apply, provided this reflects the relevant comparator position and does not treat the part-time worker less favourably than the comparable full-time worker. This approach is commonly relevant when employers are managing different working patterns across roles and departments, including where workers work additional hours on an ad hoc basis.

Employers must also ensure that part-time status does not indirectly disadvantage certain protected groups under the Equality Act 2010. Because part-time working patterns are statistically more common among women, differences in treatment can also raise indirect discrimination risk if they cannot be objectively justified.

Section B Summary

There is no fixed number of hours that automatically makes someone part time. The legal test is comparative: a part-time worker works fewer hours than a comparable full-time worker employed under the same type of contract. The law requires proportionate treatment and protects part-time workers from less favourable treatment unless objectively justified. Clear contractual definitions and consistent application are essential to avoid legal exposure and to ensure working arrangements support fair and compliant workforce management.

Section C: Working Time Directive & Maximum Hours

While UK law does not define how many hours is full time, it does regulate how many hours a person can lawfully work. The key framework is the Working Time Regulations 1998, which implement principles derived from the former EU Working Time Directive and now operate as retained UK law. These rules apply regardless of whether a worker is classified as full time or part time and form a core part of the UK’s legal working hours regime.

1. What Is the Working Time Directive in the UK Context?

The Working Time Directive established minimum standards for working hours, rest breaks and paid annual leave across EU Member States. In the UK, these standards were implemented through the Working Time Regulations 1998.

Although the UK has left the European Union, the Regulations remain in force as domestic legislation. They set out minimum protections relating to:

• Maximum weekly working time
• Daily and weekly rest periods
• Rest breaks during the working day
• Paid annual leave

The Regulations apply to “workers”, which is a broader legal category than employees. This means agency workers, casual workers and some individuals working under a contract personally to perform work may be covered.

Importantly, these rules limit excessive working hours but do not determine what counts as full-time employment.

2. What Is the 48-Hour Weekly Limit?

Under the Working Time Regulations, a worker’s working time must not exceed an average of 48 hours per week, calculated over a standard 17-week reference period, unless the worker has voluntarily signed a written opt-out agreement.

The 48-hour limit is an average. This means:

• A worker may work more than 48 hours in a particular week
• Their average must not exceed 48 hours across the reference period

Workers cannot be forced to opt out. An employer must not subject a worker to detriment for refusing to sign an opt-out agreement. A worker who has opted out may withdraw consent by giving notice, typically seven days unless a longer notice period, up to three months, is agreed in writing.

Even where a worker has opted out of the 48-hour limit, employers remain subject to general health and safety duties under the Health and Safety at Work etc. Act 1974.

3. What Counts as Working Time?

Working time for the purposes of the Regulations generally includes any period during which the worker is:

• Working
• At the employer’s disposal
• Carrying out their duties

This can include:

• Contractual overtime and additional hours attracting overtime pay
• Additional hours worked at the employer’s request or with the employer’s knowledge, including some forms of voluntary overtime
• Time spent on call at the workplace
• Work-related travel where travel forms part of the job
• Travel between home and the first and last customer where the worker has no fixed or habitual place of work

Working time does not normally include:

• Ordinary commuting to and from a fixed workplace
• Rest breaks where no work is performed
• Paid annual leave
• Periods when a worker is on call away from the workplace and not required to undertake work

The distinction between compulsory and voluntary overtime is not decisive. If the worker is working at the employer’s disposal and carrying out duties with the employer’s knowledge and control, that time will usually count as working time for the purpose of calculating the 48-hour average.

For practical compliance guidance on daily and weekly rest entitlements, see rest breaks.

Section C Summary

The law does not define full-time hours, but it does cap average weekly working time at 48 hours unless a worker signs a valid written opt-out agreement. These protections apply to workers, not just employees, and include minimum requirements for rest breaks and paid annual leave. Understanding the Working Time Regulations is essential when assessing whether full-time hours remain lawful, proportionate and compliant.

Section D: How Many Working Hours in a Year?

Searches for “how many working hours in a year” often arise alongside questions about full-time status. While UK law does not define full-time hours numerically, annual working hours can be calculated by reference to the contractual weekly hours. This is particularly relevant for workforce planning, salary benchmarking and understanding full-time equivalent calculations.

1. Calculating Annual Full-Time Hours

To calculate annual working hours, multiply the weekly contracted hours by 52 weeks.

Common examples include:

• 35 hours per week × 52 weeks = 1,820 hours per year
• 37.5 hours per week × 52 weeks = 1,950 hours per year
• 40 hours per week × 52 weeks = 2,080 hours per year

However, these figures represent total contracted hours before accounting for statutory annual leave.

Under the Working Time Regulations 1998, workers are entitled to 5.6 weeks’ paid annual leave each year. For a five-day full-time worker, this typically equates to 28 days’ leave, which may include public holidays depending on the employment contract.

When calculating actual working hours in a year, employers often deduct statutory leave from the total. For example:

• A 37.5-hour worker with 5.6 weeks’ leave works approximately 1,950 total hours minus 210 leave hours (37.5 × 5.6), equating to 1,740 working hours per year.

For further detail on statutory leave calculations, see holiday entitlement and holiday pay guidance.

These calculations are not legal definitions of full time but practical workforce management tools.

2. What Is Full-Time Equivalent (FTE)?

Full-Time Equivalent (FTE) is a workforce planning measure used to standardise part-time and full-time hours for comparison purposes.

For example:

• If full-time hours are 40 per week, a worker doing 20 hours per week represents 0.5 FTE.
• A worker doing 30 hours in a workplace where 37.5 hours is full time represents 0.8 FTE.

FTE is not a statutory employment law concept. It is an administrative calculation commonly used in budgeting, organisational design and reporting.

Legally, rights and entitlements do not depend on FTE as such. Instead, they depend on contractual status and statutory protections, including the requirement to apply benefits on a pro rata basis where appropriate.

3. Annualised Hours and Overtime

Some employers operate annualised hours contracts rather than fixed weekly hours. Under these arrangements, a worker agrees to work a specified number of hours over the course of a year, with flexibility as to when those hours are performed.

Annualised hours do not change whether a worker is full time or part time. What matters is the total contracted hours and how they compare to the employer’s standard full-time schedule.

Overtime must still be assessed carefully. Even where a worker has annualised hours, working time must comply with the 48-hour average limit under the Working Time Regulations 1998 unless the worker has signed a valid written opt-out agreement.

Section D Summary

There is no legal definition of annual full-time hours, but they can be calculated by multiplying weekly contractual hours by 52 weeks and adjusting for statutory leave. Full-Time Equivalent is a workforce planning tool rather than a legal status. Regardless of calculation method, employers must ensure compliance with working time limits and apply contractual entitlements proportionately and consistently.

Section E: Full-Time Hours in Education (A Separate Legal Context)

Search results for “how many hours is full time” frequently overlap with education-related queries. However, full-time education is governed by a different legal framework from employment law. It is important not to confuse the two, as the rules serve different purposes and operate under separate legislation.

1. What Is Full-Time Education in the UK?

In the UK, there is no single statutory definition of full-time education that applies universally across all contexts. Instead, the meaning depends on the specific legislative or funding framework.

For 16 to 18-year-olds in England, young people are required to remain in education or training until the age of 18. This requirement can be met through:

• Full-time education at school or college
• An apprenticeship
• Part-time education or training combined with employment or volunteering

In funding terms, full-time study programmes for 16 to 19-year-olds are typically structured around a minimum number of guided learning hours per academic year, often 540 hours or more. This is a funding and administrative benchmark rather than an employment law concept.

For universities, full-time study generally involves a workload equivalent to a full academic programme, usually measured in credit hours and expected study time rather than weekly attendance hours.

These definitions do not determine whether someone is working full time for employment law purposes.

2. School Leaving Age and Education Participation

In England, the legal school leaving age is 16. However, the duty to participate in education or training continues until age 18.

A young person who does not remain in education or training until 18 may be in breach of participation requirements, although enforcement is typically handled at local authority level rather than through criminal sanctions against the young person.

The participation requirement does not mean a young person must remain in full-time classroom education. Apprenticeships and approved training routes satisfy the legal obligation.

These education rules are separate from employment law rules governing working hours. Young workers (over compulsory school age but under 18) in employment are subject to stricter limits under the Working Time Regulations 1998, including:

• A maximum of 8 hours per day
• A maximum of 40 hours per week
• Enhanced daily and weekly rest requirements

Section E Summary

Full-time education is not defined in the same way as full-time employment. Education rules focus on participation requirements and guided learning hours, while employment law focuses on contractual hours and maximum working time limits. Confusing the two can lead to incorrect assumptions about rights and obligations, particularly where young workers are involved.

Section F: Can Employers Decide What Full Time Means?

Although there is no statutory definition of full-time hours, employers do not have unlimited discretion. Full-time status is primarily a contractual matter, but it must be applied consistently and in compliance with employment legislation. Poorly managed changes to working hours can give rise to breach of contract claims, indirect discrimination risk and potential constructive dismissal claims.

1. Contractual Hours and Workplace Custom

An employee’s or worker’s full-time status will normally be set out expressly in their contract of employment or written statement of employment particulars. The terms and conditions of employment should specify:

• Weekly working hours
• Any flexibility provisions
• Overtime arrangements
• Whether hours may vary

In addition to the written contract, workplace custom and practice may influence how full-time status is interpreted. If an employer consistently treats a certain number of hours as full time across a department or organisation, this may form part of the contractual understanding.

Consistency is critical. Employers who label one group as full time at 37.5 hours but treat another group working similar hours as part time risk internal inconsistency and potential claims under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000.

2. Changing Full-Time Hours Lawfully

An employer cannot unilaterally reduce or increase an employee’s contractual hours without legal risk. Working hours are a fundamental contractual term.

To change full-time hours lawfully, an employer should:

• Seek agreement with the employee
• Follow a fair consultation process
• Consider the impact on pay and benefits
• Avoid discriminatory impact

Imposing changes without consent may amount to a breach of contract. In some circumstances, this could entitle the employee to resign and claim constructive dismissal, provided they meet the qualifying service requirements.

Where the proposed change affects a group of employees, collective consultation obligations may arise, depending on the scale of the change and whether dismissals and re-engagement are contemplated.

3. Impact on Holiday, Pay and Pension Entitlements

Changing the number of hours classed as full time can affect:

• Holiday entitlement and holiday pay calculations
• Eligibility for overtime pay
• Salary levels and pay benchmarking
• Pension eligibility under auto-enrolment thresholds

Statutory holiday entitlement under the Working Time Regulations 1998 is 5.6 weeks per year. For part-time workers, this must be calculated proportionately. Pension auto-enrolment eligibility depends on age and earnings thresholds rather than full-time status alone, but changes to hours may affect whether an individual qualifies.

Employers must also consider discrimination risks. Because part-time working patterns are statistically more common among women, changes that disproportionately affect part-time workers may require objective justification under the Equality Act 2010.

Section F Summary

Employers can define what full time means within their organisation, but this must be done contractually, consistently and lawfully. Changes to working hours require agreement and careful handling to avoid breach of contract, constructive dismissal and discrimination risk. Any definition of full time must comply with working time limits, part-time worker protections and equality law obligations.

FAQs

How many hours is full time in the UK?

There is no fixed legal definition of full-time hours in UK employment law. Full-time status is determined by the employment contract and the employer’s standard working pattern. In practice, many full-time roles involve between 35 and 40 hours per week, but this can vary by sector and organisation.

How many hours a week is full time?

For most employers, full-time work ranges from 35 to 40 hours per week. However, there is no statutory rule setting a national weekly minimum. The decisive factor is what the employer treats as the standard full-time schedule for comparable roles.

Is 30 hours a week full time?

Thirty hours per week may be classed as full time in some workplaces if that is the employer’s standard working week. In many organisations, however, 30 hours would be considered part time. The legal position depends on comparison with a comparable full-time worker under the same type of contract.

Is 28 hours full time?

In most UK workplaces, 28 hours per week would usually be regarded as part time. That said, there is no statutory minimum for full-time employment. The classification depends on the employer’s contractual definition and workplace practice.

Is 50 hours a week legal in the UK?

Working 50 hours in a single week is not automatically unlawful. The Working Time Regulations 1998 limit average weekly working time to 48 hours, usually calculated over a 17-week reference period. A worker may also sign a voluntary written opt-out agreement allowing them to exceed the 48-hour average limit.

How many hours is part time?

There is no fixed legal number that defines part-time work. A part-time worker is someone who works fewer hours than a comparable full-time worker employed under the same type of contract. In practice, this often means fewer than 35 to 40 hours per week, depending on the employer’s standard.

How many working hours are there in a year?

Annual working hours depend on the weekly contracted hours. For example, a 40-hour week equates to 2,080 hours per year before deducting statutory annual leave. A 37.5-hour week equates to 1,950 hours per year before leave is deducted.

What is full-time education in the UK?

Full-time education is defined separately from employment law. For 16 to 18-year-olds in England, participation in education or training is required until age 18. Full-time study programmes are typically measured by guided learning hours rather than weekly employment-style hours.

What happens if I do not stay in education until 18?

In England, young people are legally required to remain in education or training until 18. This can include school, college, apprenticeships or part-time study combined with work. Enforcement is generally managed by local authorities rather than through criminal penalties for the young person.
 

Conclusion

There is no single statutory rule in UK employment law that defines how many hours is full time. Instead, full-time status is determined by the employment contract and the employer’s established working arrangements. While 35 to 40 hours per week is common across many sectors, the decisive factor is how those hours compare to the employer’s standard full-time schedule.

The law focuses less on defining full-time hours and more on regulating fairness and working limits. The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 ensure that part-time workers are not treated less favourably than comparable full-time workers. The Working Time Regulations 1998 limit average weekly working time to 48 hours unless a valid written opt-out applies and impose minimum rest and annual leave requirements.

Employers should define full-time hours clearly within contracts, apply those definitions consistently, and manage any changes lawfully to avoid breach of contract, constructive dismissal and discrimination risks under the Equality Act 2010. Employees and workers should refer first to their contractual terms, then consider how comparable roles are treated within the organisation.

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