Six sneaky costs of hiring part-timers

Stephanie Aslan
Back to Content Hub

Hidden costs are the worst. When you invest in a big purchase – say, a designer bag, a new car or a tropical cruise, you know where you are with those. It’s the surreptitious costs that hit you hardest. The amount you spend after a bar tab runs out. All the add-ons that come with a cheap rental car deal. Hiring part-time workers.

There’s a huge misconception that recruiting your own part-time staff is cheaper than turning to a flexible alternative like Catapult. Many companies believe that adding an extra pound or two per hour will have a massive impact on the bottom line. But the costs of recruiting don’t end when you post the job ad. While companies will pay less in wages in the short-term, part-time workers can actually end up costing more than a single full-time worker when you add everything up.

Here are six sneaky costs you might not consider when hiring part-timers.



Let’s not dress it up: recruiting’s a major hassle. The hiring manager spends countless hours going through the various levels of sign-off, devising a job description, writing the job ad, posting the job ad, wading through countless CVs and covering letters of varying relevance, vetting candidates, conducting phone interviews, conducting face-to-face interviews, even putting together competency tests to help whittle down the applicants. That’s an awful lot of time, effort and cost. The more people you’re hiring, the more times you need to go through the process.


Even though part-timers don’t work as many hours as their full-time counterparts, they still need the same level of training so they can perform the job to the same standard. And if you’re hiring more than one part-timer at a time, the amount of training required will multiply for each person you bring in.


From introductions to the immediate team to a glimpse of the secret stash of coffee stirrers, part-timers need to be shown around and given a good understanding of both the company and the role. If you’re insistent on bringing in groups of part-time staff, you could end up spending more time as a would-be tour guide than actually doing your job.


Hiring part-timers without due thought to how you’re going to physically manage them all is the professional equivalent of saying to your neighbours: “Don’t worry, I’m fine with babysitting all your kids while you’re off at the street barbecue. Save me a couple of burgers.” The more people you hire, the more people you’ll need to supervise, and the more time you’ll spend supervising. If two colleagues don’t entirely get what they’re doing, it’ll take you twice as much time helping them out.


When you hire more part-time workers, you need to pay more in National Insurance and pension contributions - not to mention any uniform you need provide them. Depending on the benefits offered by your company, you might also need to fork out more on dental care, childcare vouchers and other perks. 

The knock-on effects

It’s not just you that has to look after part-timers. Every employee needs to be processed by other departments in the business, such as HR (onboarding and training) and Finance (payroll, expenses). By hiring several people, you’re actually creating more work for everyone.

Hiring part-timers can be crucial in filling skills gaps in your team and giving your workers the flexibility they need, which is becoming more and more crucial in the modern workplace. But not getting the right balance of full-time and part-time workers means you can actually end up paying more for the same amount of work.

If you need advice about hiring part-time staff or simply find out how we can remove the hassle for you, speak to one of our experts.

Related Posts