The number of hours an employee must work to be considered full-time and eligible for employee benefits such as health insurance, paid time off (including vacation leave and sick leave), and retirement accounts (401k and related employer-contributions) is generally in the sole discretion of the employer. This is because an employer is not obligated to provide these employee benefits or fringe benefits to any employee, whether full-time or part-time.

For example, the Fair Labor Standards Act (FLSA) does not define full-time employment or part-time employment. And whether an employee is considered full-time or part-time does not change the application of the FLSA—or the application of the Service Contract Act (41 US.C. §351) or the Davis-Bacon Act wage and fringe benefit requirements (40 U.S.C. §3141).

In Washington State, the definition of full-time employment and the eligibility for employee benefits such as health insurance, paid time off, and retirement accounts are typically determined by the employer. There is no specific number of hours that universally qualifies an employee as full-time across all businesses. Federal laws like the Fair Labor Standards Act (FLSA) do not provide a definition for full-time or part-time employment, which means the distinction does not affect the application of the FLSA, nor does it impact the Service Contract Act or the Davis-Bacon Act regarding wage and fringe benefit requirements. Employers have the discretion to establish their own criteria for full-time status and the accompanying benefits. However, some state-specific regulations or local ordinances may influence benefit eligibility, and employers must also comply with the Affordable Care Act (ACA), which has its own standards for providing health insurance to full-time employees, generally defined as those working 30 hours or more per week.