In Slovakia, the Labour Code (Act No. 311/2001 Coll.) sets the regulations for standard working hours.

The code stipulates the following maximum working hours:

• Standard working hours are 40 hours per week.
• For a two-shift system, the maximum working hours are 38.75 hours per week. This is applicable to employees who regularly work both shifts.
• For a three-shift system or continuous operation, the maximum working hours are 37.5 hours per week. This applies to employees who regularly work all three shifts or in continuous operations.
• For work activities contract, the maximum working hours are 10 hours per week, with a maximum contract duration of 12 months.
• For seasonal work activities contract, the maximum working hours are 520 hours per calendar year, with an average weekly working time not exceeding 40 hours for a maximum of four months.

The Labour Code also allows for both even and uneven distribution of working hours:

• For even distribution, the employer schedules working hours across five workdays per week.
• For uneven distribution, in situations where the work's nature or operating conditions prevent even distribution, the employer can establish uneven working hours, requiring agreement from either employee representatives or the individual employee.

In Slovakia, overtime work is governed by specific rules and regulations, established to protect employees while ensuring business needs can be met. These regulations, including compensation requirements, are mandated by the Slovak Labour Code.

Overtime work is defined as any work performed by an employee at the employer's order, with the employer's consent, or exceeding the predetermined weekly working hours established by a work schedule. It should only be implemented in situations of temporary and urgent increases in workload.

The Labour Code outlines limitations on the total amount of overtime work permitted. An employer can order an employee to work overtime up to a maximum of 150 hours per calendar year. An employee can agree to work overtime beyond the mandated 150 hours, but the total cannot exceed 400 hours per calendar year. This agreement must be reached voluntarily between the employer and employee. The employee's average weekly working time, including overtime, cannot surpass 48 hours over a consecutive four-month period, extending to a maximum of 12 months, subject to a collective agreement. Certain exceptions exist for overtime limitations, including situations like urgent repair work or preventing accidents at work.

The Labour Code mandates compensation for overtime work. The employee is entitled to regular wages earned during the overtime period and additional pay on top of regular wages. The minimum additional pay is 25% of the employee's average earnings for standard overtime work and 35% of the employee's average earnings for overtime work involving hazardous conditions. Alternatively, in agreement with the employee, the employer can offer compensatory leave in place of the additional pay. The employee receives one hour of compensatory leave for every hour of overtime worked. However, with compensatory leave, the employee forfeits the right to additional pay.

In Slovakia, the Labour Code outlines the minimum requirements for rest periods and breaks for employees.

Daily Rest Periods

Employees are entitled to a minimum of 12 consecutive hours of rest within a 24-hour period. This ensures sufficient time for recovery between shifts.

There are exceptions to the 12-hour minimum:

• For employees engaged in continuous operations, urgent agricultural work, or urgent repair work to avert danger to employee health or life, the minimum rest period can be reduced to 8 hours.
• In extraordinary circumstances, the daily rest period may be shortened. However, the employer must compensate the employee with an additional 12 hours of continuous rest within 30 days.

It's important to note that employers who shorten the daily rest period must provide compensatory rest within the stipulated timeframe.

Breaks During Work Shifts

Employees working a shift longer than 6 hours are entitled to a 30-minute break for rest and eating. This break is unpaid and shouldn't be counted as working time. The break should not be scheduled at the beginning or end of the shift.

Employers can negotiate more detailed break conditions with employee representatives, including extending the break duration.

Weekly Rest Periods

Employees are entitled to two consecutive days of uninterrupted rest per week. These rest days typically fall on Saturday and Sunday or Sunday and Monday. However, for employees over 18, alternative consecutive days can be arranged based on operational needs, with employee consent.

In Slovakia, the Labor Code outlines specific regulations for working night shifts and weekends. These regulations are designed to protect employee well-being and ensure fair compensation for working outside standard hours.

Night work is defined as work performed between 10 p.m. and 6 a.m. An employee is considered a night worker if they regularly perform work requiring night shifts for at least three consecutive hours or if they work at night for a minimum of 500 hours per calendar year.

Employers cannot schedule night shifts for two consecutive weeks unless the employee agrees in writing or the nature of the work or operational conditions necessitate it. Employers must ensure night workers have an average work shift length of no more than 8 hours over a maximum of 4 consecutive calendar months.

Night workers are entitled to a wage supplement in addition to their regular pay for each hour of night work. This supplement must be at least 40% of the minimum wage per hour. For employees performing hazardous work during night shifts, the supplement increases to at least 50% of the minimum wage per hour. In some situations, a collective agreement or individual employment contract may allow for a lower night work supplement, but it cannot be less than 35% of the minimum wage per hour. This applies only if the nature of the work or operational conditions necessitate regular night work.

Employees working on Saturdays are entitled to a salary premium of at least 50% of the minimum wage per hour. A collective agreement or employment contract can allow for a lower weekend supplement, but not less than 45% of the minimum wage per hour. Sundays require an even higher premium: at least 100% of the minimum wage per hour. Similar to Saturday work, a collective agreement or employment contract can reduce this to 90% of the minimum wage per hour under specific conditions.