In 2015, the European Court of Justice (ECJ) ruled that the time workers spend each day between their homes and their first and last clients is considered working time – case C-266 / 14 (pdf). As a general rule, overtime is not taken into account when maternity, paternity or adoption leave is provided. However, it is taken into account when overtime is guaranteed and you must work overtime as part of your employment contract. If your contract does not guarantee you overtime, your employer may prevent you from acting. But your employer should not discriminate or harass you by leaving other overtime while denying you the opportunity. But workers still cannot work more than 45 normal hours per week on average during this period. Nor can the agreement last more than four months. If the language comes from a collective agreement, it should be done through the workers` union. Workers in certain categories of civil protection services are not subject to rules on the average maximum working time and legal rest periods (SI 52/1998). The agreement may also provide for a rest of at least 60 consecutive hours (hours in a row) every two weeks.

Overtime is usually any work on the basic working time included in your contract. The regulations state that most workers cannot work more than 48 hours per week on average, but they may agree to work longer hours. This agreement must be written and signed by you. What happens if the majority of employees no longer work on Sundays, as business cannot work on weekends? Collective agreements and individual contracts must follow the law. Tablet work week: You can agree to work up to 12 hours a day without paid overtime. This agreement must be written down. If you work a compressed work week, workers cannot work more than 45 hours per week, 10 hours of overtime or 5 days a week. An employer that employs store or betting employees must provide these employees with a declaration informing them of their right to opt out of Sunday work. This statement must be made in a given format and sent within two months of the employee`s work. All workers are entitled to a written certificate of service if the worker stops working for that employer.

The service certificate contains the full name of the employer and employee, work, work, labour, the date the workforce began and the date the workforce ended; wages at the time of the work stoppage, including the maintenance of benefits.

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