Part-time vs temporary jobs: key differences and use cases

Executive overview

Part-time and temporary roles are often confused but serve distinct purposes. Part-time is defined by hours worked per week; temporary is defined by duration. The right choice depends on whether you need ongoing reduced hours or a short-term fix.

Matching the role type to the business need saves money and avoids unnecessary permanent headcount.

Defining part-time work

• Bureau of Labor Statistics: part-time is fewer than 35 hours per week
• ACA definition: fewer than 30 hours per week — applies only to companies with 50+ full-time employees (applicable large employers, or ALEs)
• ALEs must offer health insurance to employees averaging 30+ hours per week
• Non-ALEs set their own thresholds; no federal rule mandates a specific cutoff

Defining temporary work

• Department of Labor: temporary employees are hired for one year or less
• End dates can be extended or shortened as circumstances change
• Temp roles are often sourced through a staffing agency, but direct hiring is also valid
• A temp position can transition into a permanent role

Benefits of part-time hiring

• Access needed skills without a full-time salary commitment
• Extend customer service coverage into evenings and weekends
• Reduce burnout on existing teams — one part-time hire can offload 5–10 hours per full-time team member

Benefits of temporary hiring

• Ideal for short-term projects that don't justify a permanent role
• Fills gaps during busy seasons or employee absences (e.g. FMLA leave)
• Staffing agency fees are typically lower than the cost of direct hiring