When most people think of salaried positions, full-time roles with benefits and consistent hours often come to mind. But what about part-time workers? Can a part-time employee be salaried? It’s a fair question—especially as more businesses adopt flexible work arrangements.
In this article, we’ll break down what it means to be salaried, how part-time status factors into that, and what employers and employees should consider when mixing these classifications.
Understanding the Basics: Salary vs. Hourly Employment
Before we dive into part-time salaries, it’s important to understand the difference between salaried and hourly employment.
What Is a Salaried Employee?
A salaried employee:
- Receives a fixed amount of pay per pay period
- Is often exempt from overtime pay under the Fair Labor Standards Act (FLSA)
- Typically works full-time hours, but not always
Salaried employees are generally expected to complete a set scope of work, regardless of how many hours it takes.
What Is an Hourly Employee?
An hourly employee:
- Is paid based on the number of hours worked
- Is usually non-exempt and eligible for overtime pay
- May work either part-time or full-time
Hourly positions offer more flexibility but may lack the consistency and benefits that salaried roles provide.
Can a Part-Time Employee Be Salaried?
Yes, part-time employees can be salaried, but there are important factors and legal guidelines to consider.
FLSA and Exempt Status
Under the Fair Labor Standards Act (FLSA), not all salaried employees are exempt from overtime. To qualify for exempt status, an employee must:
- Be paid at least $684 per week (as of 2020)
- Perform specific executive, administrative, or professional duties
This means a part-time salaried employee may not meet the minimum salary threshold for exemption. In that case, the employee may need to be treated as non-exempt, even if they receive a fixed salary.
Salaried Non-Exempt Employees
Employers can also classify part-time workers as salaried non-exempt, which means:
- They receive a set salary for a specific number of hours
- They are eligible for overtime pay if they exceed 40 hours per week
This arrangement offers predictability in pay while still adhering to labor laws.
Pros and Cons of Salaried Part-Time Employment
Like any employment structure, salaried part-time work comes with its own set of advantages and disadvantages.
Pros
- Consistent Paychecks: Employees know exactly what they’ll earn, making budgeting easier.
- Flexible Scheduling: May offer more freedom compared to traditional full-time roles.
- Professional Status: Salaried roles are often perceived as more stable or prestigious.
Cons
- Lack of Overtime Pay (if exempt): Employees may put in extra hours without extra compensation.
- Minimum Salary Thresholds: Some employees may not meet the criteria for exempt status.
- Benefit Limitations: Part-time roles may not offer benefits like health insurance or PTO.
When Does It Make Sense to Salary a Part-Time Worker?
Employers might consider offering a salary to a part-time employee in specific scenarios, such as:
- Consistent Workload: When an employee consistently works the same number of hours or tasks each week.
- Professional Roles: For jobs requiring specialized skills, even if only part-time.
- Budgeting Simplicity: To streamline payroll processes and predict staffing costs.
This can work well in fields like marketing, consulting, or nonprofit work, where deliverables matter more than clocking in and out.
Legal and Compliance Considerations
Ensure Proper Classification
Misclassifying an employee as exempt when they should be non-exempt can lead to legal penalties and back pay obligations. It’s critical to:
- Review the FLSA exemption tests
- Consider state labor laws, which may have stricter requirements than federal guidelines
Minimum Salary Thresholds
If the employee is exempt, they must meet the minimum weekly salary. For a part-time role, this might require pro-rating the salary or reclassifying the role as non-exempt.
How to Structure a Salaried Part-Time Role
Employers interested in this model should take the following steps:
- Define the Scope of Work: Clarify job duties and expectations.
- Set Weekly Hour Expectations: Even if it’s part-time, know how many hours the employee is expected to work.
- Determine Exemption Status: Use the FLSA and job duties to decide whether the employee is exempt or non-exempt.
- Set a Fair Salary: Ensure it meets legal thresholds or is prorated appropriately.
- Track Time if Necessary: Even salaried employees may need to log hours, especially if they’re non-exempt.
Examples of Salaried Part-Time Jobs
Here are some roles where a salaried part-time setup is fairly common:
- Part-time teachers or adjunct faculty
- Freelance project managers on retainer
- Bookkeepers or accountants with set monthly duties
- Nonprofit coordinators working 20 hours per week
- Marketing consultants on fixed-term contracts
These roles often focus more on output and expertise than hours worked, making a salary structure more suitable.
Final Thoughts: Is a Salaried Part-Time Job Right for You?
So, can a part-time employee be salaried? Absolutely—but it must be done correctly.
Whether you’re an employer or an employee, understanding the legal, financial, and practical implications of a salaried part-time role is key. While it offers stability and flexibility, it must align with FLSA rules, state regulations, and the actual job duties involved.
Andre Cuevas provides career insights, job search strategies, and professional advice to help individuals navigate the job market and achieve their career goals.
