What is the mixed part time contract and how it works


It suggests the word itself: in this case there is the combination of your previous typologies, of course, to meet the needs of the company and perhaps also provide a certain flexibility to the worker. To give you an example: a mixed part-time contract can expect you to work from Monday to Thursday, but on Tuesdays and Thursdays 8 hours and the other 4 hours. For a total of 20 hours, however. That way, you have both full time and full time.

Important: In the concrete part-time regulation, collective agreements play a key role, so many aspects of how your work will be done will depend on the type of CCNL that you will be doing, such as: trade, metalwork, tourism etc …

Part time contract: how many are the minimum hours?

This is a question that many do and even in this case, is the sector CCNL: it is in fact a collective agreement that indicates the minimum weekly time with which you will be doing your job. In general, the minimum hours for part-time are 16 weekly and in this case we talk about part time at 40% (which is the percentage of hours compared to a full time job).

The form of the part time contract

In order to be valid this type of contract, as well as others, must always be stipulated in writing. If not, the contract is not null, but there is no proof that there is actually a relationship between you and your employer.

As far as the content of the contract is concerned, it must be clarified in writing:

  1. duration of employment (if fixed or indefinite)
  2. timing of time with reference to day, month and year

The employer can not change the times (eg in the case of work spells), unless there are preventive agreements – the so-called elastic clauses I will be discussing below – which must in any case be included in the contract collective.

And should these aspects not be clarified in the contract? The contract is not null and void, but if the duration of the work is lacking, a full-time job can be declared at the worker’s request.
If, however, the timing of time is lacking, the judge may determine new time-limits for the performance of the service that take account of the employee’s family responsibilities, his need to supplement the income by carrying out another activity and the needs of the employer of work.

In either case, for the period prior to the judgment – that period of time in which you worked without a contract – the court may award a sum for compensation for the damage suffered.

Part time and extraordinary: what does the law say

Okay, on the timetable it’s all clear, but if your employer asks you for more hours? In that case, it is necessary to make a difference between extra and extraordinary work.

The additional work is equal to the difference between the part-time agreed between the parties and that of a normal working day. Let’s say you work 4 hours a day and make a horizontal part time, if they ask you to do 4 hours more it’s extra work. If, however, the hours required exceed the normal working hours, we are talking about extraordinary work.

In the first case, no worker’s consent is required if the collective agreement provides for and governs these hours in more detail. If instead the CCNL you do not expect it, the employer must ask your ok.

To know about remuneration: The Single Work Order stipulates, in the latter case, that your supplementary work should be paid 15% more than the total time remuneration (as provided for by the elastic clauses) and that it can not be paid made over 25% of the agreed weekly contractual time. An example? If your part time contract is 25 hours, you will not be able to sneak for that week for more than 6 hours and 25 minutes.

As far as extraordinary work is concerned, the general rule applicable to full-time workers applies to remuneration.