In the Czech Republic, standard working hours are regulated, providing a predictable workweek for employees. The key points are as follows:

• The standard workweek in the Czech Republic is capped at 40 hours. This translates to an expected 8-hour workday spread across five days.

There are exceptions to this rule:

• Employers and employees can agree on a shorter workweek through an employment contract or collective bargaining agreement.

• Certain professions, such as those involving underground mine work or continuous operations, may have lower maximum working hours established by law.

The primary legal reference for standard working hours in the Czech Republic is the Labour Code. Section 78 establishes the general maximum weekly working hours, Section 81 allows for flexibility through agreements for shorter workweeks, and Section 78(3) highlights exceptions for specific professions with reduced maximum working hours.

In the Czech Republic, overtime work is governed by the Labour Code, specifically Sections 79-85.

An employer can only require an employee to work overtime due to serious operational reasons, excluding regular workload demands. There are two main limits on overtime work:

• A weekly limit where an employee cannot be required to work more than 8 hours of overtime in a single week.
• An annual limit where the total amount of overtime work cannot exceed 150 hours per calendar year, unless the employee agrees to work more.

It's important to note that the average weekly overtime work should not exceed 8 hours over a period of no more than 26 consecutive weeks. A collective agreement can extend this period to a maximum of 52 consecutive weeks, resulting in a maximum possible overtime of 416 hours per year.

Employees are entitled to compensation for overtime work. There are two options:

• Overtime Pay: Employees are entitled to be paid their regular wage plus a premium of at least 25% of their average hourly wage for every overtime hour worked.
• Compensatory Time Off: In agreement with the employer, employees can receive compensatory time off instead of the overtime pay. The time off provided must be equal to the overtime hours worked.

Additional points to note include:

• On-call duty that falls outside of the regular working hours is considered overtime work if the employee performs actual work during the call.
• Employees have the right to refuse overtime work unless there are specific situations outlined in Section 91 of the Labour Code.

Czech labour law guarantees workers rest periods and breaks to ensure their well-being and productivity.

Daily Breaks

Employees working continuously for more than 6 hours are entitled to a break of at least 30 minutes for meals and rest. This break is unpaid and not counted as working time. The break can be divided into parts, with at least one part lasting a minimum of 15 minutes. The break cannot be scheduled at the beginning or end of a work shift. If the work cannot be interrupted for a break, the employer must provide an alternative period for rest and meals, which is then considered working time and compensated accordingly.

Employees under 18 years old are entitled to the same meal and rest break, but after 4.5 hours of continuous work.

Daily Rest

The employer must ensure a minimum uninterrupted rest period of 11 hours between the end of one shift and the beginning of the next for adult employees. This minimum rest period can be reduced to 8 hours in exceptional circumstances, provided the following rest period is extended to compensate for the reduction.

Weekly Rest

Employees are entitled to a minimum of 35 hours of uninterrupted rest per week. In exceptional circumstances, this can be reduced to 24 hours, on condition that the employee receives enough rest throughout a two-week period to reach a total of 70 hours.

Night shifts and weekend work can be challenging, hence the Czech labour law has specific regulations to safeguard employee well-being and provide compensation for these work schedules.

Night work is defined as any work performed between 10 p.m. and 6 a.m. Employees working night shifts are entitled to an additional 10% of their wage for the hours worked at night, unless otherwise agreed upon in an employment contract. Night shifts cannot exceed 8 hours in a period of 24 consecutive hours. Employers must arrange regular medical examinations. It's important to note that pregnant women, nursing mothers, and employees with certain health conditions might have limitations or exemptions regarding night work.

Weekend work refers to work performed on Saturdays, Sundays, and public holidays. There are no restrictions on the total amount of weekend work an employer can require, but compensation is mandated. Employees working on weekends are entitled to an additional 10% of their wage for the hours worked. Working on public holidays requires a higher compensation rate of at least double the regular wage or a compensatory day off.

Employers and employees can agree on alternative forms of compensation for night and weekend work, such as compensatory time off in lieu of the wage increase. Some sectors and specific professions might have different regulations regarding night and weekend work outlined in collective agreements.