The SLI received questions about work during the holidays: it remembered the most important rules

During the vacation period, fixed-term or seasonal employment contracts may be entered into with employees hired for a specified period of time or to carry out certain works during the increase in the volume of work in the company and if necessary. Downtime workers in a permanent job can also find temporary employment in areas where the need for labor has increased.

During downtime at one workplace, an employee may be employed at another workplace. The law does not provide for the prohibition of working in various workplaces, it is important to comply with the established requirements of minimum rest and maximum working time.

The SLI states that an employer can order overtime work only with the consent of the employee (except in exceptional cases where unforeseen work is required for the public, to prevent accidents, hazards, etc .; cessation of work or damage to materials, products or equipment (when required by a collective agreement) Overtime must not violate the requirements of maximum working hours and minimum rest periods.

Overtime is paid at least one and a half times the employee’s salary. For overtime work on a day off (if you work outside work hours (shift)) or overtime work at night, at least double the employee’s salary has been established. If overtime is worked on a holiday, a minimum wage of two and a half times the employee’s salary is paid.

At least double the employee’s salary is also paid for working on a holiday. A salary increase for work on a holiday is paid to all employees who work on the holiday, regardless of whether such work is specified in their work schedule (shift) or not.

The Labor Code also states that, at the request of the employee, work time on weekends or holidays or overtime multiplied by an appropriate amount can be added to the annual vacation period (for example, when an employee works on a holiday, this time can be multiplied by two). annual holiday).

Appointment to work on holidays is possible if the employee agrees: the employer must obtain the employee’s written consent (except in the case of working according to the accounting of total working time or in the cases specified in the collective agreement).

For employees on the eve of holidays, the duration of the working day (shift) must be reduced by one hour (except for employees who work at the reduced-time rate).

Working on holidays has certain reservations: this time in all cases must be recorded on the timesheet, other pay arrangements apply, and employee consent is required.

Violations of the following requirements (when employees do not report overtime, work hours on holidays or rest days, nights, extra work, or if data is entered incorrectly in the timesheet): Administrative fines may be imposed on employers or other persons responsible for violating labor laws range from 150 to 1450 euros.