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Benefits of Having Part-Time Employees


Many organizations are focused on providing appealing benefits, a vibrant company culture, and work-life balance that supports full-time employees as they focus on core projects and revenue-generating services. 

The hiring of part-time employees can actually help with all of these goals while boosting productivity, reducing labor costs, and cultivating specialized skills that strengthen your existing workforce. Part-time employees, who generally work less than 30-35 hours weekly, can empower your organization to quickly adapt to staffing or talent needs as you grow and evolve.

In this article, we’ll explore the benefits of incorporating part-time employees into your workforce, and why the increased flexibility, cost savings, and support for your full-time employees is worth considering.

Reducing Labor Costs

When compared to full-time employees who enjoy a salary, benefits, retirement plan and other perks, part-time employees are a more cost-effective option for meeting staffing needs, especially for specialized or seasonal work. 

Part-time employees, who generally do not receive benefits, are also much less vulnerable to burnout, which is more common among full-time employees. This is, in part, because part-time employees work fewer hours and are granted greater flexibility regarding scheduling and time commitment to their role within the organization.

If, for instance, your business needs to employee more staff during a particular season – during a high-traffic holiday season, or during the summer when full-time staff are less available – part-time employees can bolster your workforce without incurring the typical costs related to health benefits, workers compensation, unemployment insurance, and other perks. Part-time employees can also be utilized on an as-needed basis, simplifying employment agreements and eliminating the need to pay portions of your workforce even during low-activity seasons.

Supporting Full-Time Staff

Hiring part-time employees (hourly or otherwise) can not only help your organization manage high-intensity seasons of business; it can also boost employee satisfaction among your full-time employees. Hiring part-time employees reduces the need for some of your full-time employees to complete supplemental tasks, report overtime, underutilize PTO (negatively impacting long-term productivity), or experience burnout due to issues with understaffing.

When you include part-time employees in your workforce as needed, your organization demonstrates an investment in the well-being and morale of its full-time staff. Your full-time employees will enjoy greater workplace satisfaction, knowing that they have the support they need even during peak seasons or in completing specialized tasks. Simultaneously, by thoughtfully handling staffing and scheduling, your organization meets its workforce needs in a more cost-effective way. You avoid the organization-wide stresses of understaffing without hiring full-time employees for positions that are better suited to a part-time designation.

Increasing Flexibility 

With exclusively full-time staff, workforce management can become challenging and unpredictable, especially when fluctuations in work availability occur. For instance, if one or more of your full-time staff need to step away for parental leave, sick leave, or even in the event of an unexpected resignation, part-time employees can temporarily fulfill those job responsibilities. As an added bonus, part-time employees afford employers much greater flexibility in scheduling, allowing employers to more readily fill weekend or evening shifts, or complete specialized tasks on an as-needed basis. Through this approach, your organization’s productivity remains consistent, your full-time staff feel supported, and labor costs improve even under circumstances that – without part-time employees – would have been disruptive to your budget and workflow.

Leveraging Specialized Skill Sets

Your business may need support in a specific area that requires high-level training or credentials, but the cost of hiring for that role at the full-time level is impractical. Part-time employees can bring specialized skill sets and contributions to your organization without breaking the bank. Whether it’s for IT support, accounting, or managing a particular software that can support your business, part-time employees are an extremely affordable solution to help you fill talent gaps. Fortunately, this approach applies equally to industries like manufacturing, where more advanced training may be required for particular tasks that only require 15, 20, or 25 hours of weekly work. Part-time employees can be trained to perform specialized tasks even if they don’t already possess the required training. This can help your business better formulate efficient and designated roles within the company, lowering the likelihood of low productivity or even workplace injury.

Promoting your organization’s capacity to support part-time employees also opens up greater possibilities in the hiring market. Skilled or experienced candidates who may only be available for part-time work, but who possess some or all of the specialized skills your business most needs, will become available to you in your recruiting efforts. Remaining open-minded about which roles within your company can be completed by part-time employees helps your business attract talented, capable, and experienced staff for particular roles that only require a limited time investment.

Optimize Hiring and Workforce Management

Cost-effectively managing your workforce while supporting work-life balance for all of your employees can be a major challenge without professional support and the technology to streamline key HCM processes. That’s why we offer a complete HR management solution that can be paired with talent and workforce management tools to help you hire, retain, and support highly productive employees for your business.

Contact us today to learn more about how we can help you optimize your workforce and take your business to new heights.

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting, or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.