PAM proposes amending the law to put an end to involuntary part-time work
We must strengthen the position of part-time employees, demands Service Union United PAM President Annika Rönni-Sällinen. PAM proposes that in the future, there should be reasonable grounds for allowing part-time work laid down by the law.
More and more employees working in the private service sector have to work part-time against their will, because there is no full-time work offered. According to a member survey (2020) conducted by PAM, two out of three who work part-time would have preferred working full-time. Of those who work part-time against their will, one quarter had worked part-time for more than ten years.
Part-time work is often carried out solely from the employer’s perspective and without consideration of the employees’ needs. PAM wants that in the future the employer should not be able to assign part-time work other than for justified reasons.
“It is important for the whole society that people who can and want to work full-time are also allowed to do so,” notes Rönni-Sällinen.
“In the future, there must be justified reasons as to why the employer offers part-time work. If someone wants to work part-time, for example alongside studies or due to other life situations, that option must be there. But we don’t want people to have to work part-time against their will, even if there are more working hours to share,” continues Rönni-Sällinen.
Currently, the law defines in more detail, for example, the use of fixed-term employment contracts. Fixed-term employment contracts cannot be concluded unless they have legal grounds, such as substituting for family leave. According to Rönni-Sällinen, regulation is now needed to improve the status of part-time employees.
“In addition to having grounds for part-time work, other amendments in the law are also needed to secure the status of employees and a sufficient livelihood. This means, among other things, setting out the actual working hours in the employment contract and a clear order for offering additional work. In addition, it should be stated in law that consent to additional work should always be case-specific. This would make it easier for the employee to manage his or her own life and would encourage tao more sustainable shift planning when the employer no longer could count on someone always doing extra work at a short notice,” concludes Rönni-Sällinen.