In Puerto Rico, labor laws provide guidelines for maximum working hours for employees. According to Title 29 of the Laws of Puerto Rico, Chapter 13, Section 271, an employee cannot be required to work more than eight hours per day or 40 hours per week. This equates to a maximum of five eight-hour days.

While the law doesn't specify a certain number of workdays, a six-day workweek is common in many sectors. Employers can also offer alternative work schedules that exceed eight hours per day, but do not exceed 40 hours per week, provided there is a prior written agreement from the employee.

In Puerto Rico, overtime laws are generally more employee-friendly than the federal Fair Labor Standards Act (FLSA). Here's a breakdown of the key rules and compensation for overtime work:

Maximum Hours An employee cannot work more than 8 hours per day and 40 hours per week, excluding overtime. The workweek can begin on any day designated by the employer, with written notification to the employee.

Overtime Pay Rates Employees are entitled to time-and-a-half their regular hourly rate for any hours worked over 8 hours in a single day. They earn double their regular hourly rate for all hours worked over 40 hours in a workweek. Work performed on statutory rest days or holidays qualifies for double the regular hourly rate. These overtime pay requirements are established under the Puerto Rico Labor Transformation and Flexibility Act of 2017.

Exceptions to Overtime Pay Employees who receive a salary of at least $455 per week for a bona fide executive, administrative, or professional capacity may be exempt from overtime pay requirements. However, specific duties and salary level tests must be met for this exemption to apply. Employers may allow employees to make up for missed hours within the same workweek, without overtime pay, provided they don't exceed the daily (12 hours) and weekly (40 hours) work hour limits.

In Puerto Rico, labor law provides specific protections regarding rest periods and breaks for employees.

Daily Rest

Employees are entitled to a minimum of eight consecutive hours of rest between daily work schedules. This means there must be at least eight hours off the clock between the end of one shift and the beginning of the next.

Weekly Rest

Non-exempt employees who work for six consecutive days have the right to take a day of rest. This day of rest comprises a full 24 consecutive hours within a calendar week.

Meal Periods

Puerto Rico mandates a fixed meal break of no less than one hour for non-exempt employees. However, a written agreement between employer and employee can allow for a shorter break of at least 30 minutes (or 20 minutes for specific professions).

Rest Breaks During Overtime

When employees are required to work overtime, employers must provide them with at least 10 minutes of rest breaks for every four hours worked. There's no requirement for these breaks to be paid.

Additional Considerations:

• Employers must give employees a reasonable opportunity to take their breaks.
• Breaks shorter than 20 minutes must be paid.
• Special considerations regarding break scheduling may exist for mothers of minor children and single fathers with custody.

These are the key entitlements for rest periods and breaks for workers in Puerto Rico. It's important to remember that employment contracts may offer additional benefits beyond these legal minimums.

In Puerto Rico, labor laws provide guidelines for night shifts and weekend work to ensure fair treatment for employees.

Night Shift Considerations

Employees must receive at least eight hours of rest between consecutive shifts, regardless of whether they are night shifts or not.

Weekend Work

Non-exempt employees who work six consecutive days have the right to a 24-hour day of rest. This day of rest cannot be split into smaller breaks. Work performed on Sundays is not considered overtime unless it exceeds 8 hours in a day, pushes the total workweek beyond 40 hours, or occurs during a seventh consecutive day of work. It's important to note that weekend work regulations apply specifically to non-exempt employees. Exempt employees, typically salaried with specific job duties, may have different work hour requirements as outlined in their employment contracts.

Additional Considerations

Employers and employees can agree on alternate work schedules in writing. These agreements must be voluntary and cannot be imposed as a condition of employment. Additionally, such agreements can be terminated by either party after one year, with proper notice.