Clarico Explains: The Updated WRC Code of Practice on Access to Part-Time Working
Clarico Explains is a series where we dive into the latest industry intel and break it down in a way that clarifies things for our clients.
The Code of Practice on Access to Part-Time Working 2026 (Code) was published on January 22, 2026. Prepared by the Workplace Relations Commission (WRC), it replaces the original 2006 version to better reflect modern, post-pandemic workplace needs. At Clarico, we champion employers to be truly flexible and supportive when it comes to genuinely considering the demands of modern society their employees face daily. The publication of this code, along with the earlier code regarding the Right to Request Remote/Flexible Work, demonstrates that the WRC is putting mechanisms and guidance in place for employers to move away from rigid, on-site, full-time employment set-ups.
While neither of the Codes are legally binding (meaning there is no automatic "right" to work part-time or to work remotely or flexibly), it is admissible in evidence in legal proceedings. Failure to follow it can be used against an employer in the WRC or the Labour Court. Employers will be required to have fair and transparent processes in place to facilitate and consider employees making these requests.
Summary of the Code’s Key Concepts
The primary goal of the Code is to create a fair and transparent mechanism for employees to move between full-time and part-time status.
Voluntary Basis: The move to part-time work should be voluntary for the employee.
Equal Treatment: Under the Protection of Employees (Part-Time Work) Act 2001, part-time staff must not be treated less favourably than comparable full-time staff (e.g., regarding pay, benefits, and career opportunities).
Seniority & Recruitment: Employers are encouraged to consider part-time options for all roles, including senior, skilled and managerial positions, rather than just entry-level jobs.
The Code acknowledges that an employer’s operational needs, business context and overall competitiveness are necessary and important factors in determining whether new or enhanced part-time working arrangements can be facilitated.
2. The Structured Request Process
The 2026 Code establishes a formal, four-stage framework for handling requests from employees:
1. Application: The employee makes a formal request to change their hours.
2. Consultation: The employer meets with the employee to discuss the request's feasibility and personal/business needs.
3. Decision: The employer provides a timely response. If refused, clear, objective reasons must be given. Employers should outline the relevant factors in writing when reaching a decision for the employee.
4. Outcome: If approved, a written agreement is signed. If refused, an appeals mechanism should be available.
3. Employer Considerations (The "Objective Grounds")
Employers can refuse a request, but the Code suggests they must base the decision on operational factors such as:
Cost: Increased administration, recruitment, or training expenses.
Staffing: Difficulty in finding cover for the remaining hours.
Service Delivery: Potential negative impact on customers or the rest of the team.
Structural Barriers: Regulatory or safety constraints that require full-time presence.
Where constraints to part-time work may exist, employers are expected to minimise them as far as possible and consider practical steps to address or remove them.
4. Summary of New Focus Areas in the 2026 Update
Gender Transparency: Employers are now strongly encouraged to publish gender-balanced data on the take-up of flexible and part-time work to prevent "hidden" career penalties for women.
Recruitment Stage Consideration: During recruitment, employers should consider whether a role can be carried out on a part-time basis.
Training Access: Employers should avoid scheduling mandatory training outside of a part-time worker's normal hours whenever possible.
Reverse Movement: The Code places new emphasis on the right to request a move back to full-time work or to increase hours (referencing the Employment (Miscellaneous Provisions) Act 2018 regarding "banded hours").
Penalisation: Employees are explicitly protected from being treated poorly or "punished" just for making a request.
What this means for you
If you are an employer, you should review your handbook and policies to ensure your "Right to Request" policies align with the request procedures set out in the Code. Where such policies are not yet in place, the Code suggests that employers should develop and implement them. The Code states that best practice is to consult with employees or their representatives regarding updates to existing policies or the introduction of new policies.
If you are an employee, this Code gives you a benchmark to ensure your request is handled fairly and transparently.
New code. New opportunities. Same ambition.
If you’re ready to redefine what "full-time commitment" looks like for your career, let’s talk. Clarico provides the coaching you need to navigate the 2026 workplace with confidence. We are also happy to support employers with putting these policies in place and educating staff in relation to same.
Explore Clarico’s services for individuals and employers and get in touch with us today.