Insurance Deduction Criteria for Part-Time Workers in the United States
Part-time workers often face confusion regarding the deduction of insurance premiums from their salaries. Unlike full-time employees, the eligibility for various insurance programs can vary significantly based on the number of days worked. In this article, we will explore the criteria for insurance deductions applicable to part-time workers in the United States.
Not All Insurances Apply Equally to Part-Time Workers
While part-time workers are eligible for certain types of insurance, the criteria for these insurances differ. Employment insurance, for instance, is deducted even if a worker works for just one day, whereas other insurances, such as health insurance and social security, require meeting specific conditions for deductions to begin.
Employment Insurance: One Day Is Enough
In the U.S., part-time workers are eligible for employment insurance from their very first day of work. This means that even a single day of employment triggers the deduction of employment insurance premiums. Employers are required to report this to the Department of Labor, allowing workers to qualify for unemployment benefits in the future.
Criteria for Employment Insurance
Employment insurance applies on a daily basis. However, if a worker is employed for less than 60 hours a month or fewer than 15 days, they are classified as a “part-time worker.” If they work 15 days or more, or for more than 15 hours per week for a month, they are considered a “regular worker,” and their insurance status changes accordingly.
Health Insurance and Social Security: More Than a Week a Month
For health insurance and social security, part-time workers must work more than eight days in a single month at the same employer to qualify. This means that if a worker shifts between different employers, even if they work more than eight days in total, they may not qualify unless the days are counted under the same employer.
Understanding the Eight-Day Rule
There is often a misconception that working from the first of the month covers the entire month for insurance. However, the key is whether workers exceed eight days at the same employer. For instance, if a worker reaches the eighth day of work on May 8th, insurance deductions for health and social security begin from the ninth day of employment.
Calculating Insurance Deduction Days
For part-time employment, the timing of workdays is critical. Here’s an example:
- Start working on May 1st as a part-time employee.
- From May 1-8: Only employment insurance is deducted.
- From May 9 onwards: Deductions for health insurance and social security begin.
- If the worker does not exceed eight days in May, only employment insurance is deducted, and the other insurances do not apply.
Mandatory Social Security Payments
Once deductions for social security start, payment is mandatory, based on a proportion of monthly income. These contributions are crucial as they count towards the insurance period required to qualify for future benefits.
Health Insurance Conversion
Similarly, health insurance status changes to “employee insurance” once a worker exceeds eight days in a month. If the worker was paying for health insurance independently, the employee insurance takes precedence, and long-term care insurance is also deducted at a specified rate (around 12.81% as of 2025).
Verification of Insurance Deductions
Despite these guidelines, discrepancies can occur if employers do not accurately report workdays or only report employment insurance. Therefore, workers should regularly check their deduction status through the National Insurance Verification Center to ensure correctness.
How to Check Your Employment Insurance History
- Visit the National Insurance Verification Center website.
- Navigate to ‘Personal Services’ → ‘Qualification History Inquiry’.
- Verify the qualification dates for employment insurance, social security, and health insurance.
Final Thoughts
Understanding the insurance deduction criteria for part-time workers can seem complex, but knowing exactly how many days you’ve worked and under which employer is key. Keeping track of workdays and regularly verifying deduction statuses can prevent unexpected surprises in your paycheck. If you notice a sudden increase in deductions, review your work history in light of the above criteria to ensure accuracy.