In the United States, full-time status is most commonly recognized as working 30 to 40 hours per week or approximately 130 hours per month. While the Fair Labor Standards Act (FLSA) does not define full-time, the IRS uses these thresholds for Affordable Care Act (ACA) compliance.
The ACA requires employers with at least 50 full-time equivalent employees (FTEs) to offer health coverage to eligible workers. Anyone averaging 30 hours per week over a month counts toward this status.
FLSA Guidelines: Most non-exempt employees must earn at least minimum wage for up to 40 hours weekly; overtime (time-and-a-half) applies beyond that.
Employers can define full-time status for HR or benefits purposes as long as federal compliance (ACA, FLSA) is respected. Definitions may vary based on industry, location, or staffing models.
For example:
A standard full-time schedule equates to 2,080 hours/year (40 hours × 52 weeks), though actual annual hours often fall between 1,800–1,950 after accounting for holidays, vacation, and leave.
Classifying employees correctly is essential to avoid ACA penalties relating to health insurance requirements.
Full-time employees often qualify for employer-sponsored benefits: health, retirement, PTO, and more. Part-time workers are usually excluded unless offered on a prorated basis.
Non-exempt full-time employees must be compensated with overtime pay for hours worked beyond 40 per week. Exempt salaried employees are not subject to overtime calculations.
| Category | Full-Time Employees | Part-Time Employees |
|---|---|---|
| Weekly Hours | 30–40 hours (commonly 35–40) | Fewer than 30–35 hours |
| ACA Classification | Counts toward full-time threshold | May still count toward FTE calculation |
| Benefits Eligibility | Eligible for health insurance, PTO | Limited or prorated benefits |
| Overtime Pay | Overtime required over 40 hrs | Overtime required if > 40 hrs |
| Employer Definition Freedom | Employer can set within range | Employer-defined |
