The Committee considered a report that provided an analysis of the Council’s Part-time workforce starting with a ‘headline’ summary as follows:

• Gender Disparity – A significantly higher proportion of women worked part-time compared to men (88% versus 12%), this reflected national trends;
• Job Grade Distribution – Part-time employees were more likely to be in lower-graded roles, with 76% in RG5 or lower, compared to 57% of full-time employees;
• Length of Service – Part-time employees tended to have longer tenure at the Council, with 52% having worked for over 10 years, compared to 35% of full-time staff;
• Age Variations – The proportion of full-time versus part-time employees was relatively even across most age groups, except for employees aged 60 and over and those under 29, who showed a stronger preference for part-time work;
• Minimal Ethnic Disparity – The likelihood of working part-time did not appear to vary significantly by ethnic group;

·       Disability Representation – Employees who had declared a disability worked part-time at a similar rate to those who hadn’t, indicating no substantial difference in employment patterns related to disability.

The report stated that these trends suggested that part-time employment was influenced most strongly by gender, job-type and career stage, rather than ethnicity or disability status.

Nationally the latest UK Labour Market Statistics had shown that approximately 24% of people were employed on a part-time basis and many employees opted for part-time jobs for personal and professional reasons. One common factor was flexibility: part-time roles allowed individuals to balance work with other commitments such as education, caregiving or personal interests and it could be particularly beneficial for parents managing childcare responsibilities, students seeking to fund their studies, or retirees who still wished to remain active in the workforce without the demands of full-time employment. Economic considerations could also play a role because in uncertain job markets, part-time work could provide an income source while allowing individuals to explore multiple opportunities, freelance, or run a personal business. Moreover, organisations could benefit from hiring part-time staff by managing costs and staffing needs efficiently, creating a mutually beneficial arrangement.

The report stated that the proportion of Council employees who were working part-time was broadly in line with the national picture and had been consistent over the previous three years, standing at 23% in 2023 and 22% in 2024 and 2025. Both nationally and within the Council’s workforce more women worked part-time than men, 71% nationally and 88% at the Council and research from the TUC had shown that women were three times more likely to work part-time than men. In its Policies the Council was committed to the promotion of flexible working practices in order to realise accommodation efficiencies and to enable employees to balance their home and working lives.

The report included a number of tables that gave a breakdown of the part-time workforce including the distribution of part-time workforce by service area, the top ten job roles with the highest number of part-time employees and distribution by ethnic group, sex, grade, length of service and age.

Finally, the report stated that in summary the Council’s part-time workforce reflected both national employment trends and internal organisational priorities, with a steady proportion of employees choosing reduced hours over the previous three years. While flexibility remained a key driver for part-time work, particularly among women, the data highlighted broader patterns regarding role distribution, length of service and pay grades and the findings reinforced the importance of maintaining inclusive and adaptable employment policies that supported staff in balancing work with personal responsibilities.

Resolved:       That the analysis of the Council’s part-time workforce be noted.