Wondering how many hours count as full-time in 2025? This in-depth guide explains regional standards, legal definitions, and strategic workforce implications for HR leaders, startup founders, and global employers.
In today’s dynamic work environment—shaped by hybrid teams, flexible scheduling, and a growing contingent workforce—the traditional notion of “full-time” work is being redefined. While many still assume 40 hours per week is the standard, the reality is far more complex.
Whether you're hiring a software engineer in San Diego, a remote developer in Bangalore, or a part-time designer in London, how you define “full-time” impacts:
For HR leaders and global employers, understanding and applying the right full-time criteria isn't just about policy—it's a strategic business decision that influences hiring success, cost efficiency, and retention.
Insight: “In 2025, over 60% of global employers define full-time as fewer than 40 hours per week.”
There’s no universal federal standard, but several U.S. institutions have established thresholds that guide how employers offer benefits and classify workers.
| Agency | Definition |
|---|---|
| IRS (ACA) | 30+ hours/week triggers healthcare eligibility |
| DOL (FLSA) | No set threshold for “full-time” status |
| Employers (common practice) | 35–40 hours/week as the internal benchmark |
While most U.S. companies define full-time as 40 hours per week, others offer 35-hour workweeks with full benefits. The IRS definition matters most for employers managing ACA compliance, since offering health insurance becomes mandatory for eligible employees at 30 hours/week or more.
Employers who ignore this threshold risk fines and legal scrutiny—especially when using fluctuating work schedules or classifying roles as part-time to avoid offering benefits.
Defining “full-time” becomes even more nuanced when managing global or remote-first teams. Each country has its own legal standard—and misunderstanding those thresholds can lead to payroll errors, benefit inequities, or compliance risks.
| Country | Legal Full-Time Hours | Key Notes |
|---|---|---|
| 🇺🇸 USA | 30+ (IRS), 35–40 typical | ACA mandates apply at 30 hours/week |
| 🇬🇧 UK | 35–40 hours | No strict definition; 48-hour max (opt-out available) |
| 🇨🇦 Canada | 30–40 | Varies by province (e.g., Alberta = 44 hrs/week) |
| 🇦🇺 Australia | 38 hours | Defined under the National Employment Standards |
| 🇮🇳 India | 48 hours | 6-day workweeks standard; labor reforms may lower this soon |
Hiring globally? A one-size-fits-all approach to full-time classification doesn’t work across borders. That’s why Employer of Record (EOR) and Payrolling services are essential for businesses hiring internationally—they help define, document, and maintain local compliance.
Defining full-time properly isn’t just a compliance box to check—it affects nearly every area of people operations:
Company: Fast-growing AI startup based in San Diego
Challenge: The HR team assumed 40 hours/week was full-time everywhere
Problem: Developers hired in India through a contractor network were working over 48 hours per week without local benefits, creating a misclassification risk
Solution: TCWGlobal deployed an EOR model to hire talent compliantly at 48 hrs/week per India’s labor codes
Result: 100% legal alignment, happier team, and retention improved by 22% in 6 months
Pro Tip: If you're scaling fast across borders, align your “full-time” standard to local laws—not just your HQ expectations.
| Category | Full-Time | Part-Time |
|---|---|---|
| Hours/Week | 35–40 (varies globally) | Usually <30 |
| Eligibility for Benefits | Yes (often includes healthcare, PTO, etc.) | Rare or pro-rated |
| Exemption Status | Can be exempt or non-exempt | Typically non-exempt |
| HR Use Cases | Long-term, committed hires | Seasonal, transitional, or flexible coverage |
| Classification Risk | Medium to high (if done incorrectly) | Lower, but must be documented |
Hiring Insight: Tech companies using staffing agencies or contingent workforce programs must be especially cautious. Contract workers putting in full-time hours may risk being reclassified as employees, triggering back taxes and retroactive benefits claims.
The global shift toward flexible work is reshaping the full-time landscape. Increasingly, companies define full-time based on results and responsibilities, not rigid schedules.
Emerging formats include:
Implication for Employers: To attract top talent, especially in tech, flexibility is no longer optional. Leading with clear, localized definitions of full-time shows maturity and care—especially for distributed teams.
Q: Is 32 hours full-time?
It can be. Many companies now offer 32-hour workweeks (e.g., 4-day weeks) as full-time, as long as benefits and expectations align.
Q: Do I have to offer benefits to someone working 30+ hours?
Under the ACA in the U.S., yes. Once an employee works 30+ hours/week, they become benefits-eligible.
Q: Can a contractor work full-time?
They can work full-time hours—but legally, they shouldn’t be treated like full-time employees without converting them through an EOR or proper W-2 classification.
Q: Does full-time look different in remote/hybrid teams?
Absolutely. In a distributed workforce, clarity is key. Define full-time by local standards, then align expectations around deliverables and communication.
There’s no universal answer to how many hours is full-time—but there is a right answer for your team, location, and goals.
Whether you’re onboarding global engineers, refining internal job classifications, or managing benefit rollouts, the way you define “full-time” shapes everything from morale to margin.
Need expert support defining and managing full-time roles across borders?
Talk to TCWGlobal—your partner for EOR, Payrolling, and workforce solutions that scale with you.
Need help managing your contingent workforce? Contact TCWGlobal today to learn more.
Whether you need expertise in Employer of Record (EOR) services, Managed Service Provider (MSP) solutions, or Vendor Management Systems (VMS), our team is equipped to support your business needs. We specialize in addressing worker misclassification, offering comprehensive payroll solutions, and managing global payroll intricacies.
From remote workforce management to workforce compliance, and from international hiring to employee benefits administration, TCWGlobal has the experience and resources to streamline your HR functions. Our services also include HR outsourcing, talent acquisition, freelancer management, and contractor compliance, ensuring seamless cross-border employment and adherence to labor laws.
We help you navigate employment contracts, tax compliance, workforce flexibility, and risk mitigation, all tailored to your unique business requirements. Contact us today at tcwglobal.com or email us at hello@tcwglobal.com to discover how we can help your organization thrive in today's dynamic work environment. Let TCWGlobal assist with all your payrolling needs!