Job Sharing: Definition & How Leave Works

Job sharing is a flexible working arrangement where two employees split the responsibilities, hours, and pay of a single full-time position. It allows both individuals to work part-time while the employer maintains full coverage of the role. Job sharing has become increasingly common in the UK, where it is supported under flexible working legislation.

For HR teams, the main complexity with job sharing is managing leave entitlements — ensuring both job sharers receive fair and legally compliant time off.

Key Takeaways

• Job sharing splits one full-time role between two part-time employees, each working a defined portion of the hours.
• Leave entitlements for job sharers are calculated pro-rata based on the hours each person works.
• Under UK law, job sharers are entitled to the same statutory rights as any other part-time worker.
• Employers should create clear job-sharing agreements that outline leave policies, cover arrangements, and communication expectations.
• Both job sharers should be able to take leave independently without blocking the other’s entitlement.

What Is Job Sharing?

In a job sharing arrangement, two employees jointly perform the duties of one full-time role. Each job sharer works a set number of hours — for example, three days and two days, or alternating weeks — and the employer treats them as separate employees with individual contracts.

Job sharing is not the same as part-time work. In part-time work, one person fills a reduced-hours role. In job sharing, two distinct employment contracts cover one functional position.

Common Job Sharing Patterns

Pattern	Example
Split week	Person A works Mon–Wed, Person B works Thu–Fri
Alternating weeks	Person A works Week 1, Person B works Week 2
Morning/afternoon split	Person A works mornings, Person B works afternoons
Compressed hours	Both work three full days, covering six days of availability

The pattern depends on the needs of the role and the preferences of the job sharers. The employer must ensure that the arrangement delivers equivalent coverage to a single full-time employee.

How Leave Works for Job Sharers

Leave for job sharers is governed by the same laws that apply to all part-time workers. The key principle is that job sharers must not be treated less favourably than comparable full-time employees.

Pro-Rata Entitlements

Each job sharer’s annual leave entitlement is proportional to the hours they work. If a full-time employee is entitled to 28 days of annual leave, a job sharer working three days per week would receive:

28 × (3/5) = 16.8 days (typically rounded to 17 days)

The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 guarantee that part-time workers — including job sharers — receive treatment no less favourable than comparable full-time workers on a pro-rata basis.

Taking Leave Independently

Each job sharer should be able to take leave independently. When Person A takes a day off, Person B still works their scheduled days. The employer should not reduce one job sharer’s leave entitlement because the other took time off.

However, there are practical considerations:

• Overlap days: If both job sharers want to take leave on the same day, the employer may need to manage this like any scheduling conflict.
• Cover arrangements: Some employers require job sharers to coordinate leave so that coverage is maintained. This should be agreed in the job-sharing contract.

Bank Holidays

In the UK, bank holidays are included in the statutory 28-day entitlement. If a bank holiday falls on a job sharer’s working day, it counts as leave. If it falls on their non-working day, it does not. A job sharer working Mon–Wed would lose three bank holiday days to their schedule, while one working Thu–Fri would lose two.

Some employers address this by granting a pro-rata number of bank holidays rather than deducting specific dates, ensuring equitable treatment.

Setting Up a Job Sharing Policy

A clear policy removes ambiguity and prevents disputes. Your job sharing policy should cover:

1. Contract Structure

Define whether each job sharer has a separate employment contract or whether both are covered under a single arrangement. In the UK, the standard approach is two separate contracts, each specifying the hours, duties, and leave entitlement.

2. Leave Allocation

State how annual leave is calculated for each job sharer, including whether bank holidays are included or additional. Provide a formula or worked example in the policy.

3. Coordination Rules

Specify how job sharers should coordinate leave requests. For example:

• Both job sharers may not take leave on the same day without manager approval.
• Leave requests should be submitted at least [X] weeks in advance.
• Emergency leave follows the standard company procedure.

4. Cover Arrangements

Outline what happens when one job sharer is on leave. Does the other extend their hours temporarily? Does the employer bring in a temporary cover? This should be agreed before the job-sharing arrangement begins.

5. Communication

Define how the two job sharers will hand over work, share information, and maintain continuity. A shared document or weekly catch-up meeting works well for many teams.

Frequently Asked Questions

How many days of leave does a job sharer get?

A job sharer’s leave entitlement is pro-rata based on the hours they work. If a full-time employee receives 28 days, a job sharer working three days per week receives approximately 17 days. The exact calculation depends on the working pattern and whether bank holidays are handled separately.

Can both job sharers take leave at the same time?

They can, but employers are not required to approve simultaneous leave requests. Most job-sharing agreements include a rule that both sharers cannot be on leave on the same day without prior approval, to maintain role coverage.

Is job sharing a legal right in the UK?

Employees with 26 weeks’ service have the right to request flexible working under the Employment Relations Act 1999, which includes job sharing. However, the employer is not obligated to agree — they can refuse on specified business grounds. Since April 2024, all employees have the right to request flexible working from day one of employment.

Do job sharers get the same benefits as full-time employees?

Yes, on a pro-rata basis. Job sharers are protected by the Part-time Workers Regulations 2000, which require that they receive treatment no less favourable than comparable full-time workers. This applies to pay, bonuses, pensions, and other benefits, adjusted proportionally for hours worked.

How do I calculate leave for different working patterns?

Divide the full-time entitlement by the full-time working days, then multiply by the job sharer’s working days. For a 28-day entitlement and a 5-day full-time week: (28 ÷ 5) = 5.6 days per working day. A job sharer working 3 days gets 5.6 × 3 = 16.8 days.