What does the term "objective justification" imply regarding part-time work under EU law?

The term "objective justification" within the context of part-time work under EU law signifies that there are permissible grounds for treating part-time employees differently from their full-time counterparts, provided these grounds are legitimate and reasonable. This principle recognizes the complexities and variations in employment arrangements, acknowledging that not all differences in treatment arise from discriminatory motivations.

For example, an employer may offer certain benefits only to full-time employees based on justified business needs such as cost efficiency or the nature of the job, which aligns with the operational requirements of the organization. However, these distinctions must be backed by substantial and justifiable reasons, rather than arbitrary or discriminatory factors.

This understanding allows for a framework wherein part-time workers may not necessarily receive the same treatment as full-time workers, but only when the reasons for such treatment are objectively justified. This aligns with the EU's objective of promoting equality in the workplace while also recognizing the practicality of different working arrangements.