Clause 4(4) adds that through collective agreements, social partners can apply conditions for access based on length of service, time worked, or earnings.
Clause 5(2) states that a worker's refusal to transfer from full to part-time work, or vice versa, should not be a reason for dismissal.
Recital 16 also clarifies that any undefined terms in the Directive should be defined ‘in accordance with national law and practice’.
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000[2] implemented the Directive in UK law, without any appearance of going beyond the minimum.
In the leading case, Matthews v Kent & Medway Towns Fire Authority,[3] the House of Lords found that a group of part-time and full-time firefighters were comparable, even though the job responsibilities of the part-time firefighters did not include the administrative work that was expected of the full-time staff.