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How do part-time vs full-time Walmart workers' total compensation differ in 2025?
Executive summary
Walmart’s public materials and reporting show that part-time and full-time U.S. associates share some core benefits (401(k) access, PTO accrual from day one, and programs like Live Better U) while pay and eligibility details differ by hours worked, role and location; corporate pages say both full‑ and part‑time hourly associates are eligible for a 401(k) match if credited with 1,000 hours in the first year and that PTO begins on day one [1] [2]. Sources also indicate variation in hourly rates reported by employees and salary sites (Glassdoor ranges ~$14–$19/hr for part‑time roles) and that Walmart moved to a performance‑based raise system affecting both part‑ and full‑time hourly store associates as of mid‑2025 [3] [4] [5].
1. Pay vs. hours: headline difference is total hours worked, not necessarily base rate
Walmart’s publicly available guidance and employee‑reported pay data point to the primary compensation gap being the number of paid hours rather than a clear, company‑wide per‑hour premium for full‑time shifts; many sources state part‑time hourly pay ranges overlap with full‑time hourly ranges and depend on role and location (Glassdoor lists estimated part‑time hourly ranges of roughly $14–$15 and specific part‑time cashier postings up to $15–$19) [3] [4]. Indeed/employee Q&A pages show workers reporting variability in raises and schedules, reinforcing that hourly pay can be similar while total annual earnings diverge because full‑time associates typically work more hours [6].
2. Benefits: overlap exists but eligibility and accrual timing matter
Walmart’s corporate pages and summaries say both full‑ and part‑time hourly associates can access retirement benefits and PTO, with key eligibility and accrual rules affecting net compensation: the company states a 401(k) match — up to 6% — applies to full‑time and part‑time hourly U.S. associates credited with 1,000 hours during their first year, and that PTO begins accruing on day one for both groups [1]. Separate corporate materials emphasize programs like Live Better U (tuition coverage) are available to both full‑ and part‑time associates [2]. However, third‑party summaries and older FAQs note part‑time associates may face a measurement period and different accrual rates for some benefits, and local HR practices or role‑specific plans can change what a part‑time worker actually receives [7] [8].
3. Paid time off and scheduling: predictability favors full‑time but policies claim parity
Walmart promotes schedule stability for full‑time associates and an app to manage shifts; FinanceBuzz reports full‑time associates get schedule stability and that the company provides health benefits to both part‑ and full‑time workers, while corporate sources claim PTO accrues from day one for both categories [9] [1]. Practically, dashboarded schedules and the number of predictable hours typically make full‑time employment provide greater guaranteed earnings and more reliable PTO use — an implication consistent across reporting though actual accrual rates and access to paid leave are not fully detailed in these sources [9] [1].
4. Raises and performance pay: 2025 changes affect both groups but may shift distribution
Reporting on Walmart’s 2025 “Pay for Performance” change says all U.S. store‑based associates — both full‑time and part‑time — were eligible for performance‑based annual pay increases if hired by a mid‑2025 cutoff, meaning future earnings trajectories could be influenced more by evaluated performance than by seniority alone [5]. This suggests differences in total compensation going forward will depend on how the new system is applied across hours, roles and stores; sources do not provide granular outcomes or comparative raise rates by part‑time vs full‑time status [5].
5. Additional pay elements: stock, tuition and locality affect total comp
Walmart lists extras that contribute to total compensation for both part‑ and full‑time associates: a 15% match on associate stock purchase plan contributions, Live Better U tuition coverage available to both categories, and localized pay differences tied to role and geography [1] [2] [10]. Glassdoor and other salary aggregators show role‑specific ranges (pharmacy, fulfillment, cashier) that can push part‑time hourly pay above or below typical levels, but these are self‑reported estimates and vary by market [4] [10].
6. What’s missing or uncertain in current reporting
Available sources do not provide a single, company‑wide table comparing average total annual compensation (wages + benefits monetized) for part‑time versus full‑time associates in 2025; sources instead combine corporate policy statements, aggregated salary site estimates and reporting on incentive changes (not found: precise average annual total comp split between part‑time and full‑time) [1] [4] [5]. Also not found in current reporting: detailed breakdowns of PTO accrual rates by hour band, exact average hours worked by “part‑time” versus “full‑time” in 2025, or post‑implementation data showing how the 2025 performance pay program changed compensation differentials [9] [5].
Conclusion: In 2025, Walmart’s stated policies place many benefits within reach of both part‑time and full‑time hourly associates (401[k] match eligibility with 1,000 hours, PTO accrual from day one, tuition programs), but total compensation differences largely reflect hours worked, role and location; recent shift to performance‑based raises may further reshape who captures larger increases [1] [2] [5].