Ask HR: Can I Return to Work Part Time After Retiring?

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I’m retired from my career as a paralegal, but I’m interested in possibly returning on a part-time or limited basis. What is a good way to approach my previous employer or other employers in the field to gauge interest? — Leanne 

Now is a great time to explore part-time opportunities as a paralegal. With the legal field constantly evolving and many firms seeking experienced professionals, your skills and expertise are in demand.

If you left your previous employer on good terms, consider reaching out directly to gauge their interest. Since you’re already familiar with their processes and expectations, they may be open to bringing you back in a flexible role, whether part-time, contract-based, or for specific projects. A direct conversation with a former supervisor or HR representative can provide clarity on their current needs and rehiring policies.

If you’re looking for new opportunities, you can research law firms, corporate legal departments, or government agencies offering part-time roles. Networking is also key: Connect with former colleagues, legal professionals, and industry groups to learn about potential openings. Additionally, updating your resume to highlight your skills, experience, and flexibility will help make a strong case for your value.

Many legal employers appreciate the depth of knowledge and reliability seasoned professionals bring. By taking a proactive approach, you’ll be in a strong position to leverage your expertise and find a role to fit your needs.

I work at a fitness center that we expect to close due to severe storm warnings. Do employers have to pay employees when they close because of inclement weather? — Harvey 

Whether employees must be paid when a business closes due to severe weather depends on their employee classification under the Fair Labor Standards Act and any applicable state laws:

Nonexempt (hourly) employees: Employers are generally required to pay nonexempt employees only for hours worked. If the fitness center is closed, these employees are not entitled to pay unless state law requires “report-in” or “call-in” pay for employees who are scheduled to work but are sent home. In such a case, your employer should also check for state-specific requirements.

Exempt (salaried) employees: Employers must pay exempt employees their full salary if they worked any part of the workweek, even if the business closes due to inclement weather. The only time an employer is not required to pay an exempt employee is if the business remains closed for an entire workweek and the employee performs no work during that time. If the business remains open but the exempt employee chooses not to come in, the employer may deduct from their paid time off (PTO) balance but must still pay their salary.

Many employers have policies requiring employees to use PTO when the business closes due to inclement weather. If an employee has exhausted their PTO, nonexempt employees may go unpaid, but exempt employees must still receive their guaranteed salary if the closure lasts less than a full workweek.

Employers should apply policies consistently and in compliance with state laws; they may also institute additional policies that work best for their operation. Review your employer’s policies on inclement weather closures and PTO usage to understand what is expected in this instance.

Member Toolkit: Managing Through Emergency and Disaster

Employers that require employees to use their PTO for business closures should have a written policy in place to inform employees of this requirement. Employers should apply policies fairly and consistently to avoid potential discriminatory claims. Ultimately, your employer is responsible for ensuring its policy on mandatory use of PTO complies with state laws. 

I hope this helps resolve your question. Stay safe.