https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=LEGISSUM...:

“Part-time workers cannot be treated less favourably than comparable full-time workers solely because they work part-time, unless it can be objectively justified.”

So, employers can deny requests for shorter working hours, but only if that can be objectively justified.

In general, that’s fairly hard to do, given the amount of part-time workers and the diversity of their jobs already in the market.

Have you heard of Texas? Almost the worst state in the union for workers. This is a right-to-work or at-will employment state. This means employers can, and often do, treat workers like slaves with little oversight. Texas law says an employer can fire a worker without "cause or condition". They could fire anyone for almost anything and they do. This state is absolutely hostile to unions, worker rights, and higher pay. The only reason I can avoid much of this is because I work for a not-for-profit and we treat each other with respect. I'm blessed in this regard. I'm negotiating with my wife to move to the PNW at some point. I hate the politics, weather, and redneck outlook here with a raging passion.

At lot of states are at-will, including Washington and Oregon. So if you think at-will employment produces slavery like working conditions (which seems rather overstated), moving the the Pacific Northwest isn't going to help much.

Also, when I was considering moving to the Seattle area, I got the feeling that non-compete clauses were fairly standard, although, that is entirely subjective and might be incorrect.

Thank you for the info. The chances are high that if/when we move, I will be leaving IT after 20 years, so the non-compete angle will not apply. I may still do some consulting on SaaS/PaaS and small automation tasks to help if I can, but I've long desired to get out of IT. The grind is starting to take its toll on me and I want to take on new adventures in things I like to do on the side like crafts and similar. With my daughter off doing her thing, I'll have spare money to set up shop and do other things. My wife wants to work until she cannot stand up, which is just like her dad.

I worked in Texas for a stint, and completely understand what you describe here. However, don't look to the PNW as a place it's any better.

Both Oregon and Washington are at-will states, and have the same laws with the same kind of work cultures -- you're a cog in a system, and if you start grinding or upsetting the status quo in some way, the candidate pool in this region is strong enough, they'll replace you. However, the expectation still remains that when you choose to exercise your same rights under at-will that you give two weeks notice. Can't say any employer is going to give an employee that same courtesy when letting them go. Not to mention if you're salaried, you might as well accept that your role is nothing more than indentured servitude branded as capitalism (to clarify, this may not be at all companies, but definitely is a strong cultural trait I've seen at the ones I've worked at).

All that being said, the PNW is much prettier than many areas of Texas, and while natives are hostile towards transplants, the quality of life is leaps and bounds better than that horrendous mass of land called the Lone Star State.

Thank you for the information. I am looking at smaller cities rather than Seattle or Portland. I don't care for major conurbations. My wife can work anywhere with her job and I'm starting to edge out of IT myself after 20 years for something a little less stressful like woodworking or arts/crafts. I'm handy with these things and I need to pursue this angle while I'm young enough to do so and still make money.

And that if the person still gets full benefits, then the hourly rate can be objectively reduced to offset the difference in total compensation rate.

Yes.

This is a page from the government describing your rights: https://www.rijksoverheid.nl/onderwerpen/arbeidsovereenkomst... (you can translate it)

I understand that it is fairly strictly enforced, so an employer saying "no sorry, that would be annoying" won't fly - they would need a concrete justification.