Published On: 08/11/2025By

How Many Hours Per Week Is Part-Time in Malaysia

Hiring part-time staff is common in Malaysia’s retail, F&B, and service industries. But how many hours can they actually work under Malaysian labour law? This guide explains what qualifies as part-time employment, the maximum working hours allowed, overtime rules, and compliance requirements under the Employment (Part-Time Employees) Regulations 2010.

What Is Considered a Part-Time Employee in Malaysia?

Under the Employment (Part-Time Employees) Regulations 2010, a part-time employee is defined as someone who:

  • Works between 30% to 70% of the normal hours of a full-time employee in the same role.

  • Works up to 31.5 hours per week, assuming a full-time employee works 45 hours weekly.

  • Earns wages not exceeding RM2,000 per month (for coverage under the Employment Act).

It’s important to note that casual workers (those working occasionally or irregularly) and home-based workers are not classified as part-time employees under these regulations.

Examples of part-time roles include retail staff, cashiers, waiters, tutors, delivery assistants, and event crew.

How Many Hours Per Week Is Considered Part-Time?

In Malaysia, a full-time employee typically works 45 hours per week—about 8 hours a day over 5 or 6 days. Therefore, a part-time employee cannot work more than 70% of those hours, or 31.5 hours per week.

To ensure compliance, clearly state the total weekly hours, shift patterns, and rest days in the employment contract. This protects both employer and employee and avoids disputes over working time or pay.

Example:
If your business operates 6 days a week, 7.5 hours per day, a part-time employee can legally work around 4 to 4.5 days per week, depending on the agreement.

Part-Time Working Hours During Festive or Peak Seasons

During festive or busy periods—such as Ramadan, Chinese New Year, or Hari Raya—employers often need extra manpower. You may schedule more shifts for part-timers, but their total working hours per week must still not exceed 31.5 hours.

If the hours exceed that limit, the extra hours are considered overtime and must be compensated according to law.

Alternatively, employers can hire temporary full-time or seasonal workers under short-term contracts to cover peak periods legally and efficiently.

Overtime Rules for Part-Time Employees in Malaysia

Part-time employees are entitled to overtime pay when they work beyond their agreed normal hours.

According to Regulation 5 of the Employment (Part-Time Employees) Regulations 2010:

  • When part-timers work beyond their normal hours but not exceeding the full-time hours, they must be paid at their normal hourly rate.

  • When they work beyond the normal full-time hours, they must be paid 1.5 times their hourly rate.

Example:
If full-time staff work 8 hours per day and a part-timer works 6 hours, any hours between 6 and 8 are paid at the normal rate, while hours beyond 8 are paid at 1.5 times overtime rate.

Failure to pay proper overtime may result in penalties of up to RM10,000 under the Employment Act.

Do Part-Time Employees Get Rest Days and Public Holidays?

Yes. Part-time employees are entitled to rest days and public holidays—on a pro-rated basis depending on their hours and service period.

Rest Days

A part-time employee must receive one rest day per week if they:

  • Work at least five days per week, and

  • Work 20 hours or more in total per week.

If required to work on a rest day, they must be paid at least twice their ordinary daily wage.

Public Holidays

Part-time employees are entitled to at least seven paid public holidays per year, including:

  • National Day

  • The King’s Birthday

  • The State Ruler’s or Federal Territory Day

  • Labour Day

If a part-time employee is required to work on a paid public holiday, they must receive two days’ wages in addition to their holiday pay.

Adjusting Working Hours for Employee Needs

Employers are encouraged to practice flexibility, especially when part-time staff face personal or family-related needs such as:

  • Religious observances (e.g. Friday prayers, Ramadan breaks)

  • Childcare or caregiving responsibilities

  • Transportation or health-related issues

Reasonable flexibility may include:

  • Adjusting start or end times

  • Allowing longer breaks between shifts

  • Offering alternative working days

As long as the total hours remain within 31.5 hours per week, employers may modify schedules without breaching the law.

Such flexibility promotes a supportive work culture, boosts loyalty, and reduces absenteeism.

Common Myths About Part-Time Working Hours in Malaysia

Many employers still misunderstand what counts as working hours or which benefits apply to part-timers. Let’s clear up some common misconceptions:

Myth 1: Lunch breaks count as working hours
❌ False. Breaks and meal times are not counted unless the employee must remain on duty.

Myth 2: Part-time employees don’t receive benefits
❌ False. Part-timers are entitled to pro-rated annual leave, sick leave, and public holiday pay under the 2010 Regulations.

Myth 3: Employers can freely change schedules anytime
❌ False. Work schedules must follow the agreed terms in the contract. Any changes should be mutually agreed and communicated in advance.

Myth 4: Overtime doesn’t apply to part-time employees
❌ False. Overtime rules apply once they work beyond their agreed normal hours or exceed the full-time limit.

Frequently Asked Questions (FAQs)

1. What’s the maximum working hour limit for part-time employees in Malaysia?
A part-time employee cannot work more than 31.5 hours per week, which is 70% of a normal 45-hour work week.

2. Do part-time employees get paid leave?
Yes. They are entitled to annual leave, sick leave, rest days, and public holidays, calculated proportionately based on their service and working hours.

3. Can part-time staff work overtime?
Yes. Overtime is allowed if agreed, but employers must pay 1 time for extra hours up to full-time limits, and 1.5 times for hours beyond.

4. Can employers schedule part-time workers for extra hours during festive seasons?
Yes, but the total weekly hours must still not exceed 31.5 hours, unless they are converted to temporary full-time or compensated as overtime.

5. Do lunch or rest breaks count as working hours?
No. Only active working hours are counted under the Employment Act.