Navigating the complexities of international labor law is essential for companies employing staff abroad. In Slovakia, working time regulations are primarily governed by the Labor Code, which sets clear standards for standard working hours, overtime, rest periods, and other related aspects of employment. Understanding and adhering to these rules is crucial for ensuring compliance, maintaining positive employee relations, and avoiding potential legal issues.
These regulations are designed to protect employee well-being by limiting excessive work hours and ensuring adequate rest. Employers operating in Slovakia, whether through a local entity or by utilizing an Employer of Record service, must implement policies and practices that align with these statutory requirements to operate legally and ethically within the country.
Standard Working Hours and Workweek Structure
The standard working time for an employee in Slovakia is generally limited to 40 hours per week. This limit applies to employees working a single-shift operation. For employees working in multi-shift operations, the maximum standard working time is typically reduced.
- Single-shift operation: Maximum 40 hours per week
- Two-shift operation: Maximum 38.75 hours per week
- Three-shift or continuous operation: Maximum 37.5 hours per week
The workweek is typically structured over five days. The distribution of working hours across the week is subject to agreement between the employer and employee, provided it complies with daily and weekly rest requirements.
Overtime Regulations and Compensation Requirements
Overtime is defined as work performed by an employee upon the employer's instruction or with their consent beyond the established weekly working time and outside the distribution of shifts. There are strict limits on the amount of overtime an employee can work.
- An employee can work a maximum of 8 hours of overtime per week on average over a period of up to 4 consecutive months.
- The total amount of overtime for an employee must not exceed 400 hours per calendar year. This limit can only be exceeded with the employee's explicit agreement, up to a maximum of 500 hours per year, but only for specific, defined urgent operational reasons.
Compensation for overtime is mandated by law. In addition to the employee's achieved wage, the employee is entitled to a premium for overtime work.
| Type of Overtime Work | Minimum Premium (as % of average earnings) |
|---|---|
| Standard Overtime | 25% |
| Overtime during Night Work | 40% |
| Overtime during Weekend Work | 40% |
| Overtime during Public Holiday | 100% |
Alternatively, instead of the premium, the employer and employee can agree on providing compensatory time off for overtime work. If compensatory time off is provided, the employee is entitled to time off equal to the duration of the overtime worked.
Rest Periods and Break Entitlements
Slovak labor law mandates specific rest periods to ensure employee well-being and prevent fatigue.
- Daily Rest: An employee is entitled to an uninterrupted rest period of at least 12 hours between the end of one shift and the start of the next. This period can be reduced to a minimum of 8 hours for employees over 18 years of age under specific circumstances (e.g., continuous operations, urgent work), provided the subsequent rest period is extended accordingly.
- Weekly Rest: An employee is entitled to an uninterrupted rest period of at least 35 hours per week. This rest period should ideally fall on a Sunday. In operations where work must be performed continuously or on weekends, alternative arrangements for weekly rest are permitted, but the minimum 35 hours must still be provided.
- Breaks: Employees are entitled to a break for rest and meals of at least 30 minutes after every 6 hours of continuous work. This break is not included in the working time. For employees working with children or adolescents, the break entitlement is different.
Night Shift and Weekend Work Regulations
Work performed during the night or on weekends has specific regulations and compensation requirements.
- Night Work: Night work is defined as work performed between 10:00 PM and 6:00 AM. Employees regularly performing night work (at least 3 hours of their shift or at least 500 hours per year) are considered night workers and are subject to specific health assessments and working time limitations.
- Weekend Work: Work performed on Saturdays and Sundays is considered weekend work.
Employees working during these periods are entitled to premiums in addition to their standard wage:
| Type of Work | Minimum Premium (as % of average earnings) |
|---|---|
| Night Work | 40% |
| Saturday Work | 50% |
| Sunday Work | 100% |
| Public Holiday Work | 100% |
These premiums are minimums, and higher rates can be agreed upon in employment contracts or collective agreements.
Working Time Recording Obligations for Employers
Employers in Slovakia have a legal obligation to accurately record the working time of their employees. This includes recording the start and end times of shifts, as well as any overtime, night work, weekend work, and work on public holidays.
Accurate working time records are essential for:
- Calculating correct wages and premiums.
- Ensuring compliance with statutory working time limits.
- Demonstrating compliance to labor authorities during inspections.
- Managing employee attendance and leave.
Employers must maintain these records and make them available for inspection by the relevant authorities. Failure to keep accurate records can result in penalties. Utilizing robust time tracking systems is a key aspect of compliance for employers operating in Slovakia.
