In general, a working day for employees is . And irregular working hours - what does that mean?

The concept of irregular working hours according to the Labor Code of the Russian Federation

What does irregular working hours mean? For irregular working hours, the definition is given in Part 1 of Art. 101 Labor Code of the Russian Federation. This is a special mode of work in which individual employees, by order of the employer, are occasionally involved in performing their job duties outside the established working hours (Part 1 of Article 101 of the Labor Code of the Russian Federation).

Irregular working hours - how many hours?

Unlike the rules in force for overtime work, the Labor Code of the Russian Federation does not establish the duration of an irregular working day. But non-standardization does not mean unlimited or systematic. The establishment of irregular working hours means only occasionally and in certain cases the involvement of workers in work outside the working hours established for such workers. Otherwise, we will not be talking about irregular working hours, but about overtime work.

We present a comparison in the table for overtime work and irregular working hours:

Type of work outside the established working hours	Time limit	Payment
Overtime work (Article 99 of the Labor Code of the Russian Federation)	for each employee no more than 4 hours for two days in a row and 120 hours per year (Part 6 of Article 99 of the Labor Code of the Russian Federation).	produced (Article 152 of the Labor Code of the Russian Federation)
Work on irregular working hours (Article 101 of the Labor Code of the Russian Federation)	not installed	not produced

An irregular working day can extend both to the period before the start of the working day or shift, and after its end (). At the same time, irregular working hours according to the Labor Code do not give the employer the right to involve an employee in work on weekends or holidays without appropriate payment (Article 113, 153 of the Labor Code of the Russian Federation, Letter of Rostrud dated 06/07/2008 No. 1316-6-1).

How to arrange irregular working hours?

In order to introduce a regime of irregular working hours, it is necessary to approve the list of employee positions for which such a regime will be established. The list can be prescribed in a collective agreement, in a local regulatory act adopted taking into account the opinion of the representative body of workers (Part 1 of Article 101 of the Labor Code of the Russian Federation). It is possible to develop, for example, a Regulation on irregular working hours, a sample of which we provided in a separate article.

The provision for irregular working hours is also included in employment contract with an employee.

Accordingly, the cancellation of irregular working hours is carried out in in a similar manner.

Despite the fact that the Labor Code of the Russian Federation does not contain direct restrictions on the establishment of an irregular work schedule for certain categories of workers, it is not recommended to establish such a regime for the persons listed in Art. 92, h.h. 1.2 tbsp. 94 Labor Code of the Russian Federation. This applies, for example, to workers under 18 years of age or disabled workers.

Restrictions on the introduction of irregular working hours may be provided for by other regulatory documents. Eg, .

For employees who work part-time, an irregular working day can be introduced only if a part-time working week is established for such employees, but with a full working day (shift) (Part 2 of Article 101 of the Labor Code of the Russian Federation).

Despite the fact that an employee is not entitled to additional payment for work under irregular working hours, records of irregular working hours must be kept (Part 4 of Article 91 of the Labor Code of the Russian Federation). This can be done in a separate journal, developed, for example, on the basis of the unified form No. T-13 “Working time sheet” (Decree of the State Statistics Committee of January 5, 2004 No. 1).

Although, of course, the Labor Code of the Russian Federation does not limit the right of the employer to establish additional payments to employees for irregular work.

Moreover, regardless of the establishment of additional payment, all employers are required to provide employees with this information.

“Irregular working hours” - a whole separate article is devoted to this concept in the Labor Code, which is valid for all citizens living in Russian Federation. However, due to the ambiguity of legal formulations, the average working citizen may still have many questions. What is meant by this term? What is the difference between irregular working hours and working overtime? Let's try to figure it out.

What does the existing Labor Code say about irregular working hours?

Irregular working hours are indicated in the Employment Contract

According to excerpts from Article 101 of the current Labor Code of the Russian Federation, an irregular working day is a specific mode of labor organization in which the employer has the right, by special order, on an irregular basis to attract certain people to perform their direct duties in non-working hours. work time.

By law, this condition is fixed in the employment contract. The future employee of the company accepts it by default by signing the relevant documents, so the employer does not need his direct consent to overwork in each individual case. For his part, the worker has the right to count, at a minimum, on the fact that he will have to work beyond the norm only in case of emergency.

What positions require long working hours?

In each individual organization, the manager approves in advance a list that implies an irregular work schedule. Detailed information this can be found in the company's internal documents. Often the list includes the following categories of employees:

• all economic, technical and administrative personnel of the institution;
• consultants (telephone and online), sales agents and other employees whose working hours cannot be accurately calculated;
• workers who independently form their own work schedule;
• personnel whose working time, depending on current duties, can be divided into segments of arbitrary duration

restrictions on the number of working hours per week

The maximum processing time is not specified in the Labor Code

There are currently absolutely no regulations in Russian labor legislation regarding the maximum possible number of overtime hours per day, week or month.

Technically, an employee can be assigned to work at odd hours for as long a period as management requires. However, if these “involvements” happen systematically and in the absence of force majeure, for the employee this is a reason to think and perhaps even.

Compensation for overtime on an irregular schedule

According to current Russian laws, any work outside normal hours must be compensated by additional paid vacation days (at least three annually). If an employee occupies a responsible position and is exposed to heavy workload, the number vacation days may be increased.

In addition, some employers, in order to positively influence the productivity of off-hour workers, provide employees with additional types of work not specified in the law.

Important: the employer is obliged to provide an employee with an officially irregular work schedule with additional days of rest every year, even if during the period that has passed since the last vacation, this employee has actually not been involved in extracurricular work at all. labor activity.

If the employee does not need additional information, he can write an application addressed to his immediate superior with a request to replace the required “time off” with modest monetary compensation. For its part, the employer has the right to either meet the applicant halfway and agree, or refuse him, “forcibly” sending the employee to rest.

The employer changed the employee's schedule from normal to irregular: is this legal?

The employer must notify in advance about irregular working hours

In order to legally introduce an irregular work schedule for some existing positions in the company, the employer must follow the following instructions:

• Make a list of positions that will undergo changes in advance.
• Make appropriate amendments to the internal labor regulations of the organization.
• At least 2 months in advance, familiarize all employees whose positions have been changed with the new ones job descriptions– in person, against signature in an additional agreement to the employment contract.
• Develop a separate one for recording processing time.
• The employee must be notified in advance of the need for extracurricular work on a specific day and time, either verbally or in writing (to avoid disputes and misunderstandings, in practice the latter is most often used)

What does the employer have no right to?

1. Involve employees who work irregular hours to carry out any assignments that are not within the scope of their immediate duties.
2. Introduce irregular work schedules for part-time employees.
3. Engage employees to work after hours on weekends or without additional pay.
4. Introduce irregular work schedules for absolutely all company employees.

Overtime work - what is the difference from irregular hours?

Overtime work is regular, but involves time limits (up to 120 hours annually, no more than 4 hours for every 2 days). Overtime work is usually paid; much less often - compensated by separate days off. It is impossible to force an employee to work overtime without his personal consent. The employment contract usually does not mention the prospect of overtime.

Who can never work according to an irregular schedule?

Not all employees can work “after hours”

There are certain categories of workers who, according to current Russian legislation, are prohibited from being employed at odd hours. Consequently, the employer will not be able to establish an irregular work schedule for such employees. It's about O following categories citizens:

• pregnant women who have not yet passed away;
• moonlighting minors;
• employees undergoing training parallel to their work

The following preferential categories of employees may, with restrictions, be involved in irregular work activities in the absence of medical and other contraindications:

1. any groups;
2. and mothers of young children (children under three years of age);
3. minor children

Employers systematically force employees to work after hours - what to do?

Since Russian legislation does not have clear restrictions on the possible number of extra-hour working hours, the only way to combat arbitrariness on the part of the employer is to apply to the labor inspectorate.

If during the inspection process it is determined that overtime in the organization is systematic, the employer will be imposed and obliged to pay overtime to its employees. However practical experience shows that it can be quite difficult to prove the fact of direct violations on the part of the employer. This often has to be done in court.

Let's sum it up

Irregular working hours must be paid additionally

So, let's briefly summarize: what is an irregular work schedule, and what are its main features?

1. An irregular work schedule implies irregular unpaid overtime of an episodic nature.
2. Employees may be involved in extracurricular work before or after work, but never on weekends or holidays.
3. The employer engages an employee in work on an irregular schedule only in cases of extreme necessity.
4. During work activities on an irregular schedule, an employee is not required to do anything that is not part of his duties.
5. The employer does not require the employee’s personal consent to overtime work in each individual case.
6. The frequency and duration of irregular overtime is not regulated in any way by the Russian Labor Code.
7. As compensation for working on an irregular schedule, each employee annually receives additional paid days for vacation (much less often - a small one).

Expert lawyer's opinion:

The article discusses complex topic. Legal regulation labor relations It’s quite difficult when working irregular hours. This is explained by the fact that the situation itself is in a borderline position between law and the moral and psychological approach to the problem.

On the one hand, there are legal norms that regulate such work, and on the other hand, there is a sense of duty and responsibility that are not subject to legal regulation. And in such a situation, the moral qualities of the employee come to the fore.

It is he who behaves in the way necessary for the benefit of the work, while at the same time not infringing on his rights. It is in the employer's interest to select for collaboration a team that would behave reasonably, maintaining a balance between the interests of the enterprise and its own interests.

Irregular working hours Controversial issues of its establishment... About this - in the video:

Since the criteria for episodic employment within the framework of irregular days And maximum amount hours of overtime, then in practice disputes very often arise between the employee and the employer. Let's try to figure it out.

Another feature of this work regime is the employer’s ability to engage an employee both before and after the end of a shift without obtaining his consent to work beyond the norm (Letter of Rostrud dated 06/07/2008 No. 1316-6-1). This position is confirmed by the recently issued Letter of the Ministry of Labor dated October 29, 2018 No. 14-2/OOG-8616. In the letter, officials remind that the introduction of an irregular working day should not change the established working hours, and overtime should not lead to the transformation of an irregular working day into an extended one.

If there is no provision in the employee’s employment contract regarding the irregularity of his working hours, but he is occasionally involved in work outside of his working standard, such an employee may also qualify for additional days off. However, he may choose compensation in money. In this case, you need to be guided new edition Art. 119 TK— the rule is excluded from it that if the employer does not provide additional leave for using an employee on an irregular day, overtime in excess of the standard working hours with the written consent of the employee is compensated as. Thus, the legislator does not recognize overtime during irregular hours as overtime work, which must be compensated by additional pay and has hourly restrictions.

At the same time, employees whose working hours are not standardized are subject to the rules regarding the beginning and end of the working day, providing them with weekly days off and rest on holidays. This means that attracting an employee to extra work on weekends and holidays it is possible only in compliance with the rules Art. 113 And Art. 153 Labor Code of the Russian Federation. This is also recalled in Letter of the Ministry of Labor No. 14-2/OOG-8616.

Night work is also a deviation from the norm, therefore it must be properly documented and paid at the increased rate established local acts or ( Art. 154 Labor Code of the Russian Federation).

Who gets an irregular day?

The legislation does not limit the employer in the choice of positions for which irregular working hours can be established. However, the determination of such a list must be approached taking into account the nature of the work and not include in it all positions available at the enterprise. This may raise questions from inspectors.

The list of positions can be drawn up in the form of a separate local regulatory act or included in a collective agreement or internal labor regulations. It must also be agreed upon with the employees’ representative body (if there is one).

Sample order for approval of the list of positions

Documentation of conditions

When hiring an employee, it is necessary to familiarize him with the collective agreement, internal labor regulations and other local regulations in force in the organization and relating to his labor function. After this, an employment contract is concluded with the employee, which includes a condition for working on irregular working hours. By signing it, the employee agrees with the nature of the work, which involves overtime.

Sample employment contract

This condition must also be indicated in the employment order.

Sample order

It is worth noting that if an employment contract has been concluded with an employee for a position that is not in the approved list of professions with irregular working hours, then this condition is unlawful. Consequently, the employee has the right to refuse to work beyond the working hours and on this basis he cannot be brought to disciplinary liability.

If an employee is transferred to a position for which irregular working hours are established, then the employer should:

• familiarize him with local regulations containing a list of positions with irregular working hours;
• conclude an additional agreement to the employment contract to include conditions for irregular working hours and compensation for this type of work;
• issue an appropriate order (in free form).

If the employee’s condition on irregular working hours is excluded, then the employer must enter into an additional agreement with him, which will contain a different work schedule, and issue a corresponding order.

Registration of attraction to work beyond the norm

The procedure for attracting workers to work beyond the norm during irregular working hours is not regulated. In practice, recruitment is often carried out on the basis of a verbal order from the boss or on the initiative of the employee himself who did not have time to complete the task. It seems that in order to guarantee the rights of employees, it is advisable for them to require a written order from the employer to engage in work beyond the norm, otherwise it will be difficult to prove the existence of such an expression of the employer’s will.

Work accounting

The working hours of an employee with irregular hours are recorded without taking into account the time worked in excess of the norm. This is due to the fact that he is not given monetary compensation, as in the case of overtime work, but is provided with additional annual leave. But since Article 91 of the Labor Code of the Russian Federation It is determined that the employer is obliged to keep track of the actual hours worked by each employee; the employer can keep such records in a separate independently developed document, for example, a log book or a separate time sheet. This may come in handy if an emergency occurs while performing work outside of normal working hours.

Part-time and part-time work

According to Article 101 of the Labor Code of the Russian Federation, an employee working under conditions can be assigned an irregular day if he is assigned a part-time working week, but with a full working day (shift).

If the employee is assigned a part-time working day, then it is impossible to establish an irregular working day for him. In this case, one of the labor modes completely loses its meaning.

Also, the law does not prohibit the establishment of irregular days. But there are some peculiarities here:

• if the part-time worker is given a duration working day no more than 4 hours, then such a working day is considered incomplete. Therefore, it is impossible to establish an irregular working day;
• If a part-time worker at his main place of work is free from work duties on some days, then he can work a full shift with a part-time workweek. In this case, it will be possible for him to have an irregular working day (according to Art. 101 Labor Code of the Russian Federation) and, accordingly, compensation in the form of annual paid leave of at least three calendar days.

New edition of Art. 101 Labor Code of the Russian Federation

Commentary on Article 101 of the Labor Code of the Russian Federation

An irregular working day is a special work regime, according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the normal working hours. The list of positions of employees with irregular working hours is established by a collective agreement, agreement or internal labor regulations of the organization.

The peculiarity of the considered work schedule is that the employee is subject to the general work schedule of the organization, but may stay at work at the request of the employer to perform his job duties beyond the usual work shift or call to work before the start of the working day.

It should be noted that employees can be involved in working with irregular working hours only to perform their labor functions, which they must perform under the employment contract. Consequently, an employee cannot be obligated to perform any other types of work, including outside the normal working hours.

The Labor Code of the Russian Federation stipulates that irregular working hours are established only for individual employees included in a special list (it is attached to the collective agreement or internal regulations in force in the organization). This list can also be established in industry, regional and other agreements.

Irregular working hours may be used for administrative, managerial, technical and business personnel; persons whose work cannot be counted in time; persons who allocate time at their own discretion; persons whose working time, due to the nature of the work, is divided into parts of indefinite duration.

It should be noted that, when applying the rules of Article 101 of the Labor Code of the Russian Federation, the employer must not obtain the consent of either the employee himself or the representative body of employees to attract (on days of production necessity) employees to work beyond the established working hours. This right of the employer is already provided for in the terms of the employment contract. The employee does not have the right to refuse to perform such work. Otherwise, there is a gross violation of labor discipline. Please note that this article contains a definition of irregular working hours, which states that in accordance with this work schedule, workers may be involved in performing their labor functions outside the limits established for of this employee duration of working hours.

The establishment of irregular working hours does not mean that these workers are not subject to basic standards labor legislation on norms of working time and rest time. Therefore, recruitment to work outside the established working hours cannot be systematic.

Since working with irregular working hours involves certain overtime in excess of normal working hours, the Code, as compensation, provides that employees with irregular working hours are provided with annual additional paid leave, the duration of which is determined by the collective agreement or internal labor regulations. In the event that such leave (at least three calendar days) is not provided, overtime in excess of normal working hours is compensated with the written consent of the employee as overtime work (Article 119 of the Labor Code of the Russian Federation).

Another comment on Art. 101 Labor Code of the Russian Federation

1. The uniqueness of the irregular working hours regime is that the employee can, by order of the employer, fulfill his job responsibilities outside the working hours established for him in accordance with the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation, collective agreements, agreements, local regulations, employment contracts. In Art. 101 of the Labor Code of the Russian Federation emphasizes that such processing is allowed only if necessary and should not be systematic, but episodic.

2. The list of positions of workers with irregular working hours usually includes workers:

a) whose work during the working day cannot be accurately recorded;

b) distributing working time at their own discretion;

c) whose working time, according to the nature of the work, is divided into parts of indefinite duration.

3. In case of irregular working hours, overtime in excess of the standard working time established for the employee is not considered as overtime work, since in this case the very nature of the work implies the possibility of overtime, which, moreover, as a rule, cannot be accurately counted. In this regard, compensation for overtime during irregular working hours is carried out not according to the rules relating to overtime work, but by providing additional leave (see Article 119 of the Labor Code of the Russian Federation and the commentary thereto).

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Article 101 of the Labor Code of the Russian Federation. Irregular working hours

Article 101 of the Labor Code of the Russian Federation with comments and amendments for 2016-2017.

Irregular working hours are a special work regime, according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the established working hours. The list of positions of employees with irregular working hours is established by a collective agreement, agreements or local regulations adopted taking into account the opinion of the representative body of employees.

Commentary on Article 101 of the Labor Code of the Russian Federation:

1. Article 101 of the Labor Code of the Russian Federation establishes the concept of “irregular working hours”. The main features of irregular working hours are:

• working outside the established working hours. There are no restrictions on the length of work of persons working part-time (Article 284 of the Labor Code) during overtime (Article 99 of the Labor Code). An employee can be involved in work both before the start of the working day (shift) and after the end of the working day (shift);
• attraction to work is caused by a need determined by the interests of the organization and the labor function performed by the employee (for example, the employee belongs to the administrative staff - the head of the workshop);
• involvement in work outside the established working hours is sporadic, i.e. cannot be a system.

The procedure for engaging in work outside the normal working hours has been established: an order from the employer is required; the positions of those involved must be included in the list of positions of employees with irregular working hours, which is established by a collective agreement, agreement or local regulation adopted taking into account the opinion of the representative body of employees. Representatives of workers in social partnership are trade unions, therefore the adoption of a local regulatory act is carried out by the employer in the manner established by Art. 372 TK.

The employee's consent to be involved in such work is not required. At the same time, the employer does not have the right to entrust him with performing work that is not determined by his labor function.

2. According to Art. 119 of the Labor Code, employees with irregular working hours are provided with annual additional paid leave.

3. Rules for providing annual additional paid leave to employees with irregular working hours in organizations financed from the federal budget, approved. Decree of the Government of the Russian Federation of December 11, 2002 N 884 (SZ RF. 2002. N 51. Art. 5081), it is established that the list of positions of workers with irregular working hours includes management, technical and economic personnel and other persons whose work is in the flow of the working day cannot be accurately recorded, persons who distribute working time at their own discretion, as well as persons whose working time, due to the nature of the work, is divided into parts of indefinite duration.

Irregular working hours - an individual work schedule in which the employer has legal right attract a worker to work at any time of the day in order to perform basic job duties.

An irregular regime does not require a worker to be at the workplace for 8 hours. The schedule may vary up or down. The actual activity time depends only on agreements with immediate superiors, as well as the emergence of production needs.

Most public and private organizations use standardized labor hours defined within the Labor Code. It is 8 hours with breaks for lunch. Work involves working every day for 5 days, weekends are Saturday and Sunday.

However, some types of employment require the introduction of an irregular schedule. Its regulation is carried out in accordance with Article 101 of the Labor Code of the Russian Federation.

With an irregular schedule, a worker can be called to work at any time. It is possible for him to be absent from the workplace, but to arrive immediately after calling his superiors. It is also possible to determine the actual location at work for a certain time (for example, 4 hours) and arrive in case of a call due to production needs.

Many citizens mistakenly equate irregular working hours with overtime work. These are different concepts that imply different wages and documenting. Overtime work is periodic, irregular work is permanent. If a citizen can legally refuse to be involved in overtime work, then in the case of an irregular day, this is excluded.

Features of irregular mode

An irregular schedule cannot be established for certain categories of citizens, these include: pregnant women, minors, single parents.

How many hours of work are allocated for an irregular day?

The Labor Code provides for the introduction of restrictions on working hours under Art. 94. It involves the use of a five-day working week at eight hours. What does it mean? First of all, she says that work time should not exceed 40 hours per week. However, the employer still retains the right to increase it within the framework of production needs.

This can be done through:

• Involving a worker in work beyond the norm;
• Introduction of irregular work hours

Many workers ask the question: “Irregular hours – how many hours?” It is impossible to answer this question unambiguously. By itself, irregular time does not provide a clear temporal definition. There is simply no framework, and payment is made by agreement with management.

The fact is that an irregular day is constant, but episodic. This means that on one day an employee can spend 12 hours on work, on another – 4 hours. As a result, in one calendar month, he can work less or more than 40 hours.

The employer has the right to give the employee a task at any time, as mentioned above. It is not necessary to write a written order, as is the case with overtime work. Even here it will be enough oral form explanations. The employee will not be able to refuse to complete the task. Length of time spent completing work task, not regulated.

Professional help

Do you have any clarifying questions about the text of the article? Ask them in the comments!

What is the procedure for introducing an irregular schedule?

Irregular working hours cannot be introduced suddenly. Its registration is preceded by a number of implementation stages:

1. Development of a list of positions and their responsibilities;
2. Drawing up a draft internal regulatory act regulating the issue of establishing an irregular day;
3. Coordination of the issue with the leaders of the trade union organization;
4. Concluding basic and additional agreements with employees;
5. Amendments to the collective agreement

Newly hired employees will sign an employment contract with clauses already included in it regarding irregular working hours. In the event that it is necessary to transfer existing personnel to it, an addition to the main contract is created.

What should an employee know about working long hours?

When giving an agreement to introduce irregular working hours, the employee must take into account the following:

• The employer has the right to call for work at any time of the day or night;
• The worker is obliged to begin performing his duties immediately after the employer calls;
• The non-standard schedule must be reflected in the employment contract;
• Refusal to go to work is equivalent to actual refusal job responsibilities. This may well result in or be subject to disciplinary action;
• The employer does not have the right to force a worker to perform duties not specified in the job description;
• Engaging an employee on weekends and holidays is not permitted, with the exception of cases specified in the employment contract

If the work schedule is irregular, the employee is entitled to an additional three days of leave. It is combined with the main leave, and is paid in the standard manner from the employer’s funds.

Calculation of wages for irregular hours is based on the standard rate and allowances for irregular hours. As a rule, the increase in an employee’s income is insignificant, while he has to work twice as hard. However, this is not always practiced. Some employers set optimal conditions working under irregular hours, while wages are at a high level.

The importance of an irregular day for an employer

The introduction of irregular working hours must be carried out in full compliance with current legislation. First of all, the employer should take care of the documentary side of the issue: preparing a new collective agreement, obtaining permission from the trade union, developing draft contracts, determining a list of positions.

Next, it is necessary to conduct an oral conversation with employees occupying positions for which it is planned to introduce irregular working hours in the future. After their verbal consent, you can begin to directly sign an additional agreement to make appropriate changes to the contract. The employer must understand that he does not have the right to force an existing employee to switch to irregular hours. Everything must happen by mutual agreement of the parties.

The introduction of an irregular work schedule should not infringe on the rights of the employee. The employer must give him enough time to rest, not forgetting the need to provide annual leave. The manager cannot force the worker to give up his allotted vacation days, even if compensation is paid.

The introduction of an irregular day brings with it some benefits for the employer related to the direct performance of work. On the one hand, he will be able to involve an employee in the performance of official duties at any time, while actually not having to overpay for labor.

The amount of time worked according to an irregular schedule does not equate to overtime work, that is, payment of double wages will not be required.

For which categories of workers is it possible to establish an irregular day?

As a rule, an irregular day is set for:

• Leadership positions;
• Accountants;
• Drivers;
• Artists;
• Writers;
• Economists;
• Technicians;
• Servicemen;
• Logisticians;
• Dispatchers

Some types of positions may not qualify for standard timekeeping criteria. For them, establishing an irregular day is the only way out of the situation. For example, it is impossible to take into account the time it takes to create a sketch of a house. The designer can spend a few hours or several weeks on it.

An irregular day is quite often used for people with creative professions. It is simply impossible to specify the time frame for their work.

Latest news about changes to irregular working hours in 2018

In 2018, no changes were introduced regarding the use of irregular work hours at enterprises. However, at a meeting held in March, the current government decided to adjust and review some of the conditions for an irregular day. Their development will continue, and the actual date of implementation is unknown.

Deputies insist on making the following changes:

• Extending the period of additional leave to 15 days;
• Reflection of irregular work in the collective agreement;
• Introducing restrictions on actual work periods;
• Increasing wages for workers with irregular schedules

Practice shows that both the owner of the enterprise and the employee himself can use an irregular schedule to his advantage. Situations often occur when workers sit in offices all day long, while their wage is at a low level. The introduction of new changes will help improve the situation. Employers will have to reduce the level of tasks assigned to employees, or spend significant sums on paying their labor.

As for workers, many neglect their responsibilities. An irregular schedule is used for personal purposes: rest, going to a second job. On the one hand, such actions are not prohibited, but on the other hand, they may lead to poor performance of work duties.

Let's sum it up