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1. The employer would only need to train one person as opposed to two people, which means that this saves time in terms of training.

2. Employing one full-time worker means that they are only responsible for one person instead of two, and it means that it is much easier for the employer to tell the one person what they need to do instead of two people.

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1) by having one full time worker instead of two means that the company don't need to spend as much time training as there is only one person. Therefore the employer does not have to waste as much time training both of the staff.
2) A full time worker means that they are there more of the time which means that they may have a better understanding of the company and can pick up the work quicker than part time workers. It also means that they are able to have better communication within the company and get on with tasks better as they have more experience and knowledge of the company.

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1) There will be much better communication when employing one full-time staff member, as they will be aware of the duties and responsibilities that have been carried out, and that need to be done. If there were to be two part-time workers, then they would have to discuss what has been done, and where the next staff member should carry on from, which could be misheard, hence the lack of communication.
2) The full-time workers will have received a much more in depth training, hence making them much more capable with their job. Because of this, the productivity will likely be much greater, and this would be a significant benefit over employing part-time staff, as they will have received less training.

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To the employee:

Sometimes get paid less than full time workers.

To the employer:

Extra induction, training and administration costs.

A job share is a common way to split one job into two in order to cover particular hours or shifts, but the recruitment costs will be higher than if you were taking on a single full-time worker.

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To the employee:

Flexible

Incentive pay

Pensions

Choice to work mornings, afternoons or evenings

To the employer:

They can request more hours of employees during busy times and cut back on hours when business is slow, without having to worry about hiring new workers or letting go of existing ones.

Breaks and holiday's for one worker can automatically be covered by another part-time worker by staggering their job hours.

Keep costs down in areas where full time workers aren't needed.

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Zero hours- staff are given no regular hours and they aren't guaranteed hours, but are called in at short notice when demand is high, e.g. when an event is being help or when cover is needed.

Term time only- usually given to parents who can only work while their children are in school and need to be home during holidays and half term.

Twilight shifts- staff are hired to cover quieter times, such as later in the evening.

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Sports centre receptionists.

Organisers of children's play activities.

Secretaries

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A job which usually involves less than 30 hours per week.

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Site manager wins payout over 70-hour weeks

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Site manager wins payout over 70-hour weeks

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David Brown raised concerns about his working hours with bosses on several occasions but nothing was done to reduce his time on site.

The firm also claimed to have demoted Brown, of Tullibody, Clackmannanshire, to the position of general foreman in a bid to allay his concerns, but his workload was never reduced despite his pay being cut.

The manager, who had 28 years' service with the firm, eventually resigned in October 2014 due to his long working hours before taking his case to an employment tribunal claiming constructive dismissal.

Employment judge Paul Cape found in his favour, saying the time he spent at work was "excessive" and awarded him a total of £14,031.

In a written judgment seen by the Herald Scotland , Judge Cape stated: "I conclude that Ogilvie Construction imposed burdens of work on Mr Brown that required that he work excessive hours week in, week out, over an extended period despite his protestations and that so excessive were those burdens that they amounted to a fundamental breach of contract.

"Further that breach was aggravated by the failure to reply in writing to Mr Brown's emails raising the issue, and by the respondent purporting to restore the claimant to the position and remuneration package of a general foreman whilst doing nothing to match the claimant's workload to that which could reasonably be required of a general foreman."

The tribunal heard that between June and October 2014, Brown did no work less than 53 hours a week and worked more than 70 hours in seven of those weeks

During that time, the worker wrote to bosses raising concerns about his hours and asking for a site foreman to be put in place to help with his workload, but he received no reply.

A site foreman was eventually appointed at the site, but Brown continued to have to work excessive hours.

Judge Cape said Ogilvie could not escape the fact that they were well aware of Brown's hours as his time sheets were seen by his line manager.

He added that, while Brown's contract required him to work extra hours in order to complete building projects, this "must be qualified by the word 'reasonably'".

Ogilvie Construction did not respond to The Herald's request for a comment.

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Site manager wins payout over 70-hour weeks

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David Brown raised concerns about his working hours with bosses on several occasions but nothing was done to reduce his time on site. The firm also claimed to have demoted Brown, of Tullibody, Clackmannanshire, to the position of general foreman in a bid to allay his concerns, but his workload was never reduced despite his pay being cut.

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To the employee:

It can be hard to create a balance between work and family commitments- work/life balance.

It could be unsociable hours- working late night shifts.

To the employer:

It costs more to hire full time workers than part time workers.

It can be difficult to get rid of an employee if they turn out not to be great at the job or the needs of the organisation change.

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To the employee:

Assured income level

Opportunities for promotion and development

Guaranteed paid holidays

Recognised achievements

Good pension plans

Discounts for events

Health insurance

Could also get: free uniform, canteen vouchers or annual bonuses

To the employer:

Full time workers are usually vital key workers and decision makers so they help the organisation keep moving forward.

They work regularly- they know how the organisation runs and can respond to problems easily.

They usually work at a managerial level with good qualifications.

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A marketing manager at a health and fitness club.

An assistant in a leisure goods retail outlet store.

A leisure centre receptionist who works from 7am until 3pm, with a colleague who takes over from 3pm until 11pm.

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Full time work usually means those who work on a daily basis for 8 hours a day, usually doing 40-48 hours per week. This is usually around 9am to 5pm each day. This is a conventional (normal/regular) work pattern.

However, full time staff can work shift patterns instead to achieve a 40 hour week.