Armenian labor legislation establishes clear guidelines for employee working hours, rest periods, and overtime to ensure fair treatment and protect employee well-being. Employers operating in Armenia, or employing individuals based there, must adhere to these regulations to maintain compliance and foster a productive work environment. Understanding the nuances of the standard workweek, overtime rules, and mandatory rest entitlements is crucial for effective workforce management in 2025.
Compliance with these working time regulations is not only a legal requirement but also contributes to employee satisfaction and operational efficiency. Employers are responsible for correctly calculating hours worked, managing overtime requests, ensuring adequate rest, and maintaining accurate records for all employees.
Standard Working Hours
The standard workweek in Armenia is set at 40 hours. This is typically structured as an 8-hour workday over five days. However, labor law allows for variations depending on the nature of the work or specific agreements, provided the total weekly hours do not exceed the standard limit. For employees working under conditions deemed harmful or hazardous, a shorter workweek of no more than 36 hours may apply.
Overtime Regulations
Work performed beyond the standard working hours is considered overtime. Overtime is generally permitted but is subject to strict limitations and compensation requirements.
- Maximum Overtime Limits:
- Overtime should not exceed 4 hours per day.
- Overtime should not exceed 12 hours per week.
- The total amount of overtime for an employee should not exceed 180 hours per year.
- Certain categories of employees, such as pregnant women, employees with children under a certain age, or employees with disabilities, may have further restrictions or prohibitions on working overtime.
- Overtime Compensation:
- Overtime work must be compensated at a rate of at least 1.5 times the employee's standard hourly wage. This rate applies to all hours worked as overtime.
Rest Periods and Breaks
Armenian labor law mandates specific rest periods and breaks to ensure employees have adequate time off from work.
- Daily Rest: Employees are entitled to a daily rest period between the end of one workday and the start of the next. This period must be at least 12 consecutive hours.
- Weekly Rest: Employees are entitled to uninterrupted weekly rest. The minimum duration for weekly rest is 24 consecutive hours. Typically, this includes weekends (Saturday and Sunday), but alternative arrangements are possible based on the work schedule, provided the minimum rest duration is met.
- Breaks During the Workday: Employees working a full workday are entitled to a break for rest and meals. The duration of this break is usually between 30 minutes and 2 hours and is not included in working time. Specific break entitlements depend on the length of the shift.
Night and Weekend Work
Specific regulations apply to work performed during night hours or on designated rest days (weekends) and public holidays.
- Night Work: Night time is generally defined as the period from 10:00 PM to 6:00 AM. While standard labor law does not automatically mandate a higher pay rate solely for working night shifts, specific employment contracts or collective agreements may stipulate increased compensation for night work. Restrictions may apply to certain employee categories working at night.
- Weekend and Holiday Work: Work on weekly rest days (weekends) or public holidays is generally prohibited unless specific conditions are met, such as employee consent or necessity for continuous operations. Work performed on these days is typically compensated at a higher rate, often double the standard hourly wage.
Working Time Recording
Employers in Armenia have a legal obligation to accurately record the working time of all employees. This includes tracking:
- Hours worked each day.
- Start and end times of work.
- Duration of breaks.
- Overtime hours worked.
Maintaining precise records is essential for ensuring compliance with maximum working hour limits, correctly calculating wages (including overtime pay), and demonstrating adherence to labor law requirements during inspections. These records must be accessible and maintained for a specified period as required by law.
