In Slovenia, the legal framework for working hours is established by the Slovenian Labour Relations Act.

A full-time workweek is defined as 40 hours by the Act. However, the working week can be shorter than 40 hours, but not less than 36 hours. There are exceptions for workplaces with a higher risk of injury or health problems, where a full-time workweek may be below 36 hours, as determined by regulation. Full-time work cannot be spread across fewer than four days per week.

As for daily working hours, a workday cannot exceed 10 hours. Employers must ensure sufficient rest to protect employee health and safety, and in practice, a 30-minute break is common.

In Slovenia, the law regulates overtime work to protect employees from excessive workloads and ensure a healthy work-life balance. The key regulations include:

• Overtime Limits: Overtime work is generally limited to:
  • 8 hours per week
  • 20 hours per month
  • 170 hours per year

Exceptions:

• Employee Consent: With the employee's written consent, the annual overtime limit can be extended to 230 hours for specific professions, often outlined in collective agreements.
• Averaging Overtime: The daily, weekly, and monthly limits can be averaged over a 6-month period. This allows for busier periods balanced by slower times.
• Special Circumstances: Employers can request additional overtime in specific situations, such as increased workload, continuous production needs, or preventing emergencies.

Employee Protections:

• Employers cannot force certain protected categories of employees to work overtime, including pregnant women, older workers, and those in hazardous jobs.
• Employees have the right to refuse unreasonable overtime requests.

Compensation

Employees working overtime are entitled to compensation in one of two ways, as outlined in the Slovenian legislation:

• Overtime Pay: Employees receive a higher pay rate for overtime hours. The specific rate can be negotiated within the employment contract or dictated by relevant collective agreements.
• Time Off in Lieu: Employees can accrue time off in lieu of overtime pay. The conversion rate (hours worked to time off) is typically 1:1, but this can be negotiated in the employment contract.

Additional Considerations:

• Employers must order overtime work in writing before it begins.
• Slovenian labor law is complex, and specific details regarding overtime rules and compensation might be further outlined in collective agreements for a particular industry or company.

In Slovenia, the law mandates minimum rest periods and breaks for employees to ensure their well-being and productivity.

Daily Rest Periods

Employees in Slovenia are entitled to a minimum daily rest period of at least 12 consecutive hours within a 24-hour period. This means that after working a shift, they must have at least 12 hours of uninterrupted free time before starting their next one.

There's an exception for situations with uneven or temporarily redistributed working time. In these cases, the minimum daily rest period is reduced to at least 11 hours.

Weekly Rest Periods

In addition to daily rest, Slovenian workers have the right to a weekly rest period of at least 24 hours within a 7 consecutive day period. This means employees must get at least one full day off each week, with Sunday typically considered the usual rest day.

Breaks During Work Hours

Slovenian law doesn't specify a mandated break duration. However, it does state that breaks taken during daily work hours are included in the employee's working time. This implies that employers cannot deduct break time from an employee's paid working hours.

The law also stipulates that breaks can be taken only after 1 hour of work and no later than 1 hour before the end of working hours. This ensures employees have a chance to rest and refresh themselves throughout the workday.

In Slovenia, labor law outlines specific regulations for night shifts and weekend work to ensure employee well-being and fair compensation.

Night work is defined in two ways depending on the work schedule. The standard definition encompasses any hours worked between 11 pm and 6 am of the following day. When a work schedule involves designated night shifts, night work is defined as eight uninterrupted hours between 10 pm and 7 am of the following day.

Night work entitles employees to additional compensation on top of their regular wages. The specific amount is determined by the relevant collective bargaining agreement. Certain employee groups are entirely or partially exempt from mandatory night work. These include pregnant women, breastfeeding mothers, minors, and employees with written permission for exemption such as parents with young children and elderly employees.

For organizations with shift work, employers are required to implement a system for periodic rotation of night shifts among employees. This ensures a fair distribution of night work burden.

Sundays are considered rest days for most employees in Slovenia. However, certain sectors or specific job functions may necessitate working on Sundays. This requires justification and adherence to regulations outlined in collective bargaining agreements. Weekend work, including Sundays, typically qualifies for overtime pay and additional compensation as stipulated in the relevant collective bargaining agreement.