ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Contact us
> TRAVAIL home > TRAVAIL legal databases


Page 1 of 1 (1 countries)   

Hungary - Working time - 2009


LAST UPDATE

3 August 2009

SOURCES


Name of Act

Labour Code, Act No. 22 of 1992 Magyar Kozlony, 4 May 1992, as amended up to 1 June 2009 [latest version only available in Hungarian]
click on this symbol to show or hide remarks

Name of Act

Act No. 125 of 2003 on Equal Treatment and the Promotion of Equal Opportunities, as amended

LEGAL DEFINITIONS


Working time/working hours

The duration from the commencement until the end of the period prescribed for working, including any preliminary and finishing activities related and periods of on-call duty.
Labour Code §117(1)(a)

Overtime/overtime work

Overtime work ("special work duty") shall mean any work performed (a) outside scheduled working hours, (b) over and above the working time cycle, or (c) on-call duty and (d) in the case of working on-call duty during the period from the time of arrival at the workplace until the time at which work finishes at the last workplace.
Labour Code §126(1)

Night work(er)

Night work is work performed between 10 p.m. and 6 a.m.

A night worker is a worker carrying out work regularly in night shifts or working at night at least 1/4 of the yearly working time.
Labour Code §117(1)(d), 117(1)(h)

Shift work(er)

Shift work shall mean any method or organizing work in shifts for the employer`s daily time of operation exceeding the full working time of the employees, whereby workers succeed each other at the same work stations according to a certain pattern in a day.
Labour Code §117(1)(e)

On-call work

On-call duty shall mean work where - due to the nature of the job in question - no work is performed during at least one-third of the employee`s regular working time based on a longer period, and the employee is able to rest during such idle time, OR where - in light of the characteristics of the job and of working conditions - the work performed is significantly less strenuous and less demanding than commonly required for a regular job.
Labour Code §117(1)(k)

Young worker

Worker between 16 and 18 years of age.
Labour Code §72(3), 73

NORMAL HOURS LIMITS


Daily hours limit


General limit

8 hours

This may be averaged over 4 months or 16-week cycles, but daily working time may not exceed 12 hours per day.
Labour Code §117/B(1), 118 A(1), 119(3)
Historical data (year indicates year of data collection)
  • 2011: The daily working time in full-time jobs is 8 hours (regular daily working time). However, according to the work schedule, daily working time of employees may be increased up to twelve hours, or twenty-four hours in the case of stand-by jobs.
  • 2007: 8 hours This may be averaged over 2 months, but may not exceed 12 hours per day.

Exceptions

Provisions pertaining to labour relations or an agreement between the parties may stipulate less working time for full-time employment.

12 hours per day may be agreed between the parties for employees who are close relatives of the employer or the owner.
Labour Code §117/B(2), 117B/(3)(b)

Special categories


» Night work

8 hours for workers employed in night work exposed to harmful effects as defined by law.
Labour Code §119(5)

» On-call work

Increase of daily working time up to 12 hours daily possible for employees working on-call duty, based on an agreement between the parties.
If hours are averaged, working time of employees working on-call duty shall not exceed 24 hours per day.
Labour Code §117/B(3)(a), 118/A(1), 119(3)

» Young workers

8 hours
Labour Code §129/A(1)

Weekly hours limit


General limit

40 hours per week, up to 48 hours if 40 hours are averaged over a reference period.
Labour Code §117/B(1), 118/A(1)(2), 119(3)
Historical data (year indicates year of data collection)
  • 2011: Taking into account that the regular daily working time is 8 hours, and the standard work pattern, 5 days a week, the regular weekly working time shall be 40 hours. However, according to the work schedule, weekly working time of employees may be increased up to forty-eight hours, or seventy-two hours in the case of stand-by jobs, if so agreed by the parties.
  • 2007: 40 hours per week, 48 hours if the hours are being averaged over a reference period.
  • 1995: 44 hours.

Reference period(s)

4 months or 16-week cycles.

This may be extended to 6 months or 26-week cycles through a collective agreement.
Labour Code §118/A(1)(2)

Exceptions

Provisions pertaining to labour relations or an agreement between the parties may stipulate less working time for full-time employment.

60 hours per week may be agreed between the parties in case that the work is performed for an employer that is a close relative of the worker.

The weekly working time may be increased by written agreement between the parties to 44 hours, only if the average basic working time does not exceed 40 hours a week over the reference period between 1 April 2009 and 31 December 2011.

Collective agreements may stipulate a working time cycle of a maximum one year or fifty-two weeks for seasonal workers.
Labour Code §117/B(2), 117/B(3)(b), 117/C(1)(2), 118/A(3)d)

Special categories


» Night work

8 hours maximum for night work under conditions exposed to harmful effects
Labour Code §119(5)

» Shift work

Annualization: Collective agreements may stipulate a working time cycle of maximum one year or fifty-two weeks for employees working in continuous shifts and employees working in alternating shifts.
Labour Code §118/A(3)

» On-call work

Increase of working time up to 60 hours weekly possible for employees working on-call duty, based on an agreement between the parties.
If hours are averaged, the weekly working time of employees working on-call duty shall not exceed seventy-two hours, including the entire duration of stand-by duty and the duration of special work duty ordered in addition to stand-by duty.
Labour Code §117/B(3)(a), 118/A(1), 119(3)

» Young workers

40 hours.
The working time cycle of young persons shall not be longer than one week.
Labour Code §129/A(1)

OVERTIME WORK


Criteria for overtime


General

Employees may be required to work overtime ("special duty") only under justified and extraordinary circumstances.
Labour Code §127(1)

Limits on overtime hours


General limits

200 hours per calendar year, may be extended to 300 hours per calendar year by a collective agreement.

The daily and weekly working time of employees shall not exceed 12 and 48 hours, respectively. Where working time is defined in specific cycles instead of on a daily basis, 12 hours daily and 48 hours weekly have to be averaged in general over a 3-month and 12-weeks period.
Labour Code §127(4); 118/A(1); 119(3)(4)
click on this symbol to show or hide remarks
Historical data (year indicates year of data collection)
  • 2011: Workers may perform overtime work up to 250 hours per year or the proportionally hours if the employment relationship commenced during the year, in the case of fixed-term employment relationships, or in connection with part-time jobs.
  • 2007: 200 hours per calendar year, may be extended to 300 hours per calendar year by a collective agreement.
  • 1995: Maximum: 12 hours a day, including overtime. 8 hours over 4 consecutive days or 144 hours annually.

Restrictions/exceptions

Overtime work may not be required if it imposes any danger to the physical integrity or health of the employee, or if it constitutes any unreasonable hardship to the employee in respect of his/her personal, family or other circumstances.

The employer and the employee may enter into an agreement for a fixed duration of maximum one year, laying down an option for the employer to order overtime work ("special work duty") of 100 hours annually, provided that the employer had filed a request with the government employment agency to mediate a worker in a similar position as the employee in question, and the agency was unable to comply with this request. Overtime work must not exceed three hundred hours in total.

No restrictions shall apply for work ordered in the interest of the prevention or mitigation of any imminent and serious danger of accident, natural disaster or serious damage or of any danger to life, health or physical integrity.
Labour Code §127(1), 127/A(1)(2), 128(1)

Compensation for overtime work


Overtime rate(s)

50 per cent increase (general overtime rate)
100 per cent for work carried out on rest days.
Labour Code §147(2)(3)
Historical data (year indicates year of data collection)
  • 2011: Employees shall be entitled to a 50 per cent wage supplement for the performance of overtime work on working days, and entitled to a 100 per cent wage supplement if carried out on rest days.
  • 2007: General compensation rate: 50%; for work carried out rest days: 100%.
  • 1995: 50% premium (100% on weekly rest day and public holidays).

Compensatory rest

Provisions pertaining to labour relations or an agreement between the parties may stipulate the provision of time-off in lieu of a wage supplement. The time off shall not be less than the duration of the work performed.
Labour Code §147(2)
click on this symbol to show or hide remarks

Compensation procedure

Unless otherwise agreed, the compensatory time off shall be allocated before the end of the month following the month in which the special work was performed. When working time is specified in cycles, the time off or the resting day shall be allocated before the end of the given working time cycle.
Labour Code §147(4)

Notice of requirement to work overtime


General provisions

If so stipulated by collective agreement or so requested by the employee, overtime work ("special work duty") shall be ordered in writing.
Labour Code §127(3)

Special categories


Young workers

Young workers are prohibited from carrying out overtime work.
Labour Code §129/A(5)

Pregnant workers/recent birth

Overtime is prohibited for women between the time when a pregnancy is diagnosed up to the time when the child reaches one year of age.
Labour Code §127(6)

Parents

An employer must obtain prior consent for overtime work from an employee who is a single parent and raising a child younger than four years of age.
Overtime is prohibited for any man caring for his child as a single parent up to the time when the child reaches one year of age.
Labour Code §127(6)(7)

SCHEDULES


General

The organisation of work, the working time cycle and the daily work schedule shall be stipulated in the collective agreement or, in the absence of such, by the employer.

Working time may be divided unevenly over different working days, daily working time in this case can be no shorter than four hours, except for part time work.

The employee has to be notified about the weekly working schedule by the employer at least 7 days in advance. If no notification has been given, work must be carried out according to the last schedule.

Where working time is defined in specific cycles instead of on a daily basis, the beginning and ending date of the working time cycle shall be specified in writing and shall be provided to the employee to whom it pertains.
Labour Code §118(1), 118/A(4), 119(2), 120 (1)

REST PERIODS


Rest breaks


General provisions

If the daily working time exceeds six hours, employees shall be provided with a rest period of a duration of at least 20 minutes (1 hours at most). For every further three working hours the employee shall be provided with further 20 minutes.
Labour Code §122(1)
Historical data (year indicates year of data collection)
  • 2011: If the scheduled daily working time or the duration of overtime work performed exceeds 6 hours, 20 minutes of rest break shall be provided, and if exceeds 9 hours, an additional 25 minutes of rest break shall be provided. Longer rest breaks may be provided to employees by agreement of the parties or in the collective agreement, up to a total duration of 60 minutes. During the rest break work must be interrupted. Rest breaks shall be provided after not less than 3 hours of work and before not more than 6 hours of work.
  • 2007: If the daily working time exceeds six hours, employees shall be provided with a rest period of a duration of at least 20 minutes. For every further three working hours the employee shall be provided with further 20 minutes.
  • 1995: One break if working day exceeds 6 hours.

Special categories


» Young workers

If their daily working time exceeds 4.5 hours, young workers shall be provided with a rest period of a duration of at least 30 minutes.
Labour Code §129/A(2)

Daily rest periods


Duration

11 hours

8 hours in seasonal work, if in accordance with a collective agreement.
Labour Code §123
click on this symbol to show or hide remarks
Historical data (year indicates year of data collection)
  • 2011: Workers shall enjoy at least 11 hours of uninterrupted rest period between shifts.
  • 2007: 11 hours 8 hours in seasonal work, if in accordance with a collective agreement (work which due to the nature of the product or service is linked to a certain season, time of year or date).
  • 1995: 11 hours.

Special categories


» Shift work

8 hours, if provided by a collective agreement.
Labour Code §123 (2)

» On-call work

8 hours of rest, if prescribed by collective agreement. The employee is not entitled to this rest period, if he/she has not worked during the period of on-call.
Labour Code §123(2)(3)

» Young workers

12 hours
Labour Code §129/A(3)

Weekly rest periods


Duration


» General

2 days
Labour Code §124(1)
Historical data (year indicates year of data collection)
  • 2011: Workers shall be entitled to two days of weekly rest.
  • 2007: 2 days
  • 1995: 2 days.

» Exceptions

Where working time is defined in specific cycles (hours averaging) instead of on a daily basis, weekly rest may be provided
- either as 48 consecutive hours, if working in a position or with an employer who regularly operates on Sundays, or if working as a seasonal worker, where work is to include a Sunday at least once a month, or as
- 40 consecutive hours, including one full calendar day and a Sunday at least once month, provided that forty-eight hours resting time are
reached in average over the working time cycle.

In these cases, as well as for employees working on-call duty, in continuous shifts, in alternating shifts and as seasonal workers in specific cycles instead of on a daily basis, resting days may be carried forward and allocated - in part or in faull - biweekly OR monthly, if so stipulated by a collective or individual agreement OR bi-monthly, if agreed between the parties for seasonal work.
Labour Code §124(3)-(6)

Day specified


» General

The weekly rest period shall include Sunday.
Labour Code §124 (1)

» Exceptions

In cases where work on a Sunday is allowed, one resting day each month shall be allocated on a Sunday. One resting day must be provided after six days of work, unless otherwise provided in the collective agreement in the case of employees working in alternating shifts or in continuous shifts, and in the case of seasonal workers.
Labour Code §124(3)(4)

Work on weekly rest day


» Criteria

Work on Sundays shall be allowed if the employer generally operates on Sundays by nature of the business, in the case of employees working on-call duty, in continuous shifts of in three or more shifts, in the case of seasonal workers and under specific circumstances, if the resting days are carried forward and allocated within the working time cycle as provided by law.
Labour Code §124(6)(7), 124/A(1)

» Compensation (for working on a rest day)

50 per cent wage supplement for work performed in three or more shifts and for employees working in a working time cycle and whose resting day is carried forward and allocated biweekly/monthly/bi-monthly, OR for on-call duty and work in alternating shifts, if the resting days are carried forward and allocated within the working time cycle as provided for by collective agreement.
A supplement is not paid for employees working with an employer who regularly operates on Sundays, employees working part-time and who are allowed to work on Saturdays and Sundays only by agreement of the parties.
Labour Code §124(5)(6), 149/A

Special categories


» Shift workers

48 hours of uninterrupted rest time shall be provided weekly for employees working in three or more shifts.
Work on Sundays shall be allowed in the case of employees working on-call duty, in continuous shifts of in three or more shifts. In these cases on resting day each month shall be allocated on a Sunday.
Labour Code §124 (3)(d), 124 A(1)(3)

» On-call work

48 hours uniterrupted rest where working time is defined in specific cycles instead of on a daily basis and workers working on-call duty.

Work on Sundays shall be allowed in the case of employees working on-call duty. In these cases on resting day each month shall be allocated on a Sunday.
Labour Code §124(3)b), 124 A(1)(4)

» Young workers

Young workers shall be entitled to two days of rest each week, one of which must be a Sunday, without exceptions.
Labour Code §124, 129/A(4)

ANNUAL LEAVE AND PUBLIC HOLIDAYS


ANNUAL LEAVE


Qualifying period

An employee whose employment relationship commenced during the year, shall be entitled to a commensurate portion of leave for such year.
Labour Code §133(1)

Duration


» General

20 working days minimum per year, increasing with seniority.
Labour Code §131(1)(2)
click on this symbol to show or hide remarks
Historical data (year indicates year of data collection)
  • 2011: Workers shall be entitled to enjoy minimum 20 working days of annual leave, plus extra days based on different criteria. SENIORITY From the age of 25 years old, the worker shall be entitled to 21 working days of annual leave; from the age of 28 years old, 22 days; from the age of 31 years old, 23 days; from the age of 33 years old, 24 days; from the age of 35 years old, 25 days; from the age of 37 years old, 26 days; from the age of 39 years old, 27 days; from the age of 41 years old, 28 days; from the age of 43 years old, 29 days; and from the age of 45 years old, 30 days. PATERNITY Workers shall be entitled to extra annual leave days by reason of paternity, as follows; 2 extra days for one child; 4 extra days for two children; and a total of 7 extra days for more than two children under sixteen years old. Such duration shall be increased by 2 days per child if they have any disability. WORKERS AT RISK Employees permanently working underground or spending at least 3 hours per day on a job exposed to ionizing radiation, shall be entitled to 5 extra days of vacation each year. Employees having suffered a degree of health impairment of at least 50 per cent as diagnosed by the body of rehabilitation experts, shall be entitled to 5 extra days of vacation time per year.
  • 2007: 20 days minimum per year. From age 25 of the worker - 21 days, age 28 - 22 days, age 31 - 23 days, age 33 - 24 days, age 35 - 25 days, age 37 - 26 days, age 39 - 27 days, age 41 - 28 days, age 43 - 29 days and from age 45 - 30 days per year.
  • 1995: 20 working days.

» Exceptions

Employees working permanently underground or spending at least three hours a day on a job exposed to ionizing radiation shall be entitled to five extra days of vacation each year.
Labour Code §132(4)

Payment


» Amount

Payment for leave shall be include pay based on the normal wage for the duration of the absence, the regular wage supplement(s) and extra pay if the employee worked more than 50 extra hours during the preceding year.
Labour Code §151(2)(e), 151/A

» Date of payment

Unless otherwise agreed, the employer shall pay the employee at latest on the working day preceding the date when vacation commences (a) the wage due on a payday falling within the time of the vacation, and (b) the wage payable for the time of annual leave.
Labour Code §157(2)

Schedule and splitting

Vacation time shall be scheduled by the employer following advance discussion with the employee. Except for the first three months of an employment relationship the employer must issue one quarter of the annual leave according to the request of the employee. The leave has to be given in the year in which it is due.

Employees shall be notified of the scheduled date of annual leave no later than one month before the first day of vacation.

Annual leave may only be assigned in more than two parts upon the request of the employee.
Labour Code §134(1)-(5)

Work during annual leave

Annual leave may only be interrupted by the employer for any direct and consequential reason arising in connection with its operations or due to economic reasons of particular importance.
In such cases, the time spent by traveling from the place of stay during the vacation to the place of employment, or the return trip and the time spent working shall not be included in the vacation time. Employers shall reimburse the employees for any damages and/or expenses incurred in connection with such interruption.
Labour Code §134(6)
click on this symbol to show or hide remarks

Special categories


» Shift work

For the purposes of calculation, the absentee pay;

a) 7.5% of normal wage if working in a two-shift rotation
b) 15% of normal wage if working in a three-shift rotation, or if working in a two-shift rotation and and night work is 30% or more of weekly or monthly work time
c) 20% of normal wage if working in continuous shifts

shall be applied as a shift supplement.
Labour Code §151/A(3)

» Young workers

Five extra days of vacation each year.
Labour Code §72, 73, 132(1)

» Parents

The employee assuming the greater role in raising a child according to the parents` decision, and single parents shall be entitled to extra vacation time amounting to two days a year for one child, four days a year for two children, a total of seven days a year for more than two children under sixteen years of age.
Labour Code §132(2)

» Disabled workers

Blind employees shall be entitled to five extra days of vacation each year.
Labour Code §132(3)

PUBLIC HOLIDAYS


Number and dates

10 days.
Labour Code §125(3)
click on this symbol to show or hide remarks

Work on Public Holidays


» Criteria

In general, employees may be required to work in legal holidays only if the employer operates in continuous shifts or if the employer operates on such days by the nature of its business.
Exceptions apply in cases of prevention or mitigation of any imminent danger or accident, natural disaster or serious damage or of any danger to life, health or physical integrity.
Labour Code §125(1), 127(1)

» Compensation

100 per cent supplement (or 50 per cent if another resting day is provided)
Labour Code §147(3), 149(2)

EMERGENCY FAMILY LEAVE

Upon the employee`s request, the employer shall permit leave of absence without pay for any extended (foreseeably more than thirty days) nursing or home care of a close relative for the duration of care, but for a maximum of two years, provided the employee personally provides such care.
The leave and its justification shall be certified by the physician of the person in need of care.
Labour Code §139(1)
click on this symbol to show or hide remarks

PART-TIME WORK


General provisions

Unless otherwise specified the employment relationship shall be established for full time work. In the case of part-time work direct or indirect remuneration either in cash or in other benefits shall be provided in accordance with the length of time of work performed if remuneration is contingent upon the amount of working time.
Labour Code §78/A

Right to equal treatment


Right/scope

Provisions that result in a person or a group is treated less favourably than another person or group in a comparable situation because of the part-time nature of employment are considered direct discrimination.
It is considered a particular violation of the principle of equal treatment if the employer inflicts direct or indirect negative discrimination upon an employee
Act No. 125 of 2003 on Equal Treatment and the Promotion of Equal Opportunities §8(r), 21

Permissable justification for different treatment

If the discrimination is proportional, justified by the characteristic or nature of the work and is based on all relevant and legitimate terms or conditions or the discrimination arises directly from a religious or other ideological conviction or national or ethnic origin fundamentally determining the nature of the organization, and is proportional and justified by the employment activity or the conditions of its pursuit.
Act No. 125 of 2003 on Equal Treatment and the Promotion of Equal Opportunities §22

NIGHT WORK


Criteria for night work

Employers shall provide for the health examination of workers who regularly work on a night shift as a normal course, or who work during night time in at least one-fourth of his/her annual working time, prior to and at regular intervals during employment. If the health examination of an employee states that night work may be detrimental to the employee’s health or that his/her illness is directly related to night work, such employee must be transferred to day work.
Labour Code §117(1)h), 121(2)

Compensation

15 per cent increase for night work.
Labour Code §117(1)(d), 146(1)

Workers' health

The daily working time of employees working under hazardous circumstances at night shall be no more than eight hours.

The employee carrying out night work prior shall be reassigned to day work if the work during night endangers the health of the worker or a sickness of the worker is due to the work carried out at night.
Labour Code §119 (5), 121 (2)

Special categories


Shift workers

Employees working in alternating shifts shall be entitled to an increase of 30 per cent for night shifts, employees working in continuous shifts shall be entitled to an additional ten per cent shift supplement for night shifts.
Labour Code §146(2)(3)

Young workers

Young workers are prohibited from carrying out night work.
Labour Code §129/A(5)

Pregnant workers/recent birth

Starting from the determination of pregnancy until the child reaches age one mothers can not be assigned to carry out night work.
Labour Code §121 (2), 127(6)

Parents

Single fathers until the child reaches age one can not be assigned to carry out night work.
Labour Code §121(2), 127(6)

SHIFT WORK


Criteria for shift work

Work may be organized in continuous shifts (a) if the employer`s operation is suspended for not more than six hours in any calendar day or for the reasons and for the duration required by the technology employed in any calendar year and if the employer is engaged in the provision of basic public services on a regular basis, or if economic or feasible operation cannot be ensured otherwise for objective and technical reasons or (b) if so justified by the nature of work.
Labour Code §118(2)

Daily rest period

Collective agreements may allow eight hours of uninterrupted rest between the end of their daily work and commencement of work the following day.
Labour Code §123(2)

Weekly rest period

The weekly rest period may not include Sunday for workers employed at employers working in three or more shifts or in continuous shifts, provided that hours averaging is in operation. Instead, 48 consecutive hours may be provided.
Labour Code §124(3)

ON-CALL WORK


Criteria

On-call and stand-by work are allowed for the uninterrupted provision of basic services for the general public, in order to prevent or mitigate any imminent danger of accident, natural disaster or serious damage as well as any danger to life, limb, health or physical integrity or for the proper maintenance and safe operation of technological equipment.

The duration of the period of on-call/stand-by is determined by the employer and is to be scheduled for one month ahead and the actual time shall be communicated one week in advance.
Workers on stand-by or on-call duty are obliged to remain in a conditions suitable for work.

If so stipulated by collective agreement or so requested by the employee, stand-by and on-call duty shall be ordered in writing.

Stand-by or on-call duty are prohibited for young persons.
Labour Code §127(2)(3)(6)(7), 129(1)-(3)(6), 129/A(5)

Prohibitions and limitations

Stand-by and on-call duty are prohibited if they impose any danger to the physical integrity or health of the employee, or if they constitute any unreasonable hardship to the employee in respect of his/her personal, family or other circumstances, and for (a) any women between the time when her pregnancy is diagnosed up to the time when her child reaches one year of age, (b) any man caring for his child as a single parent up to the time when his child reaches one year of age, (c) any employee who works under conditions harmful to health as defined by legal regulation.
An employee caring for his/her child as a single parent may be required to work stand-by/on-call only with his/her consent as from the time the child reaches one year of age up to the time when the child reaches four year of age.
Labour Code §127(6)(7), 129(3)

Limits

STAND-BY DUTY: The employee shall carry out not more than 200 hours of stand-by in any given calendar year (or 300 hours if provided by collective agreement)

ON-CALL DUTY: The employee shall carry out not more than 168 hours on-call work per month. Collective agreements may allow for more on-call work.
An increase of working time up to 60 hours weekly is possible, based on an agreement between the parties. If hours are averaged, the weekly working time of employees working on-call duty shall not exceed seventy-two hours, including the entire duration of stand-by duty and additional overtime work.
Labour Code §117/B(3)(a), 118/A(1), 119(3), 127(4), 129(3)(4)

Daily rest period

8 hours of rest, if prescribed by collective agreement. The employee is not entitled to this rest period, if he/she has not worked during the period of on-call.
Labour Code §123(2)(3)

Calculation of working time

Actual work carried out during on-call work must be regarded as overtime work.

The wage for on-call duty corresponds to 20 per cent, for stand-by duty to 40 per cent of the basic wage.

The wage for actual work during on-call or stand-by duty corresponds either to the overtime wage rate, or a flat-rate payment shall be determined that is to include the on-call fee and the remuneration as applicable to overtime work.
Labour Code §126(1)(c)(d), 148

Weekly rest period

Unless otherwise prescribed by collective agreement, an employee may not be ordered to be on-call during the weekly rest period if he/she has been on-call duty on the weekly rest period during the preceding one hundred sixty-eight hours.
Labour Code §129(5)

SHORT-TIME WORK/WORK-SHARING


General provisions

If the employer temporarily reduces the working time stipulated in the employment contract of an employee on account of economic reasons, the employee shall be entitled to his/her personal basic wage for such time lost, unless provisions pertaining to labour relations provide otherwise.
Labour Code §150(2)

RIGHT TO CHANGE WORKING HOURS


Employer duties

Where an employee wishes to modify the employment contract in connection with full or part-time employment, the employer shall, at its own discretion, determine whether to accept the proposal for modification in light of the work schedule, feasibility and filling the position in question. The employer shall notify the employee within fifteen days concerning his decision.
Labour Code §84/A(1)

INFORMATION & CONSULTATION


Information

The employer shall inform the employees, workers` councils and trade unions concerning all facts and conditions, and any changes therein, which are of import from the point of view of exercising rights and fulfilling obligations. Employers are also subject to this obligation in respect of employees during the procedure preceding the conclusion of the employment contract.
Trade unions have the right to request any kind of information regarding the employers and the employee. If no works council exists at the employer, the employer has to provide information to the trade union without its request on the working time situation every six months.
The employer has to provide information on the working time situation every six months.
Labour Code §3, 22(2)(c), 65(4)(c)

Results generated on: 30th August 2014 at 10:09:03.
Page 1 of 1 (1 countries)   

 
^ top
Summaries and full texts in the TRAVAIL Legal Database are provided for information purposes only and are not intended to replace consultation of the authentic legal texts. We update the database regularly but are unable to guarantee that the laws it contains are always complete, accurate and the most recent version. Please contact us if you have updated information.