In Svalbard and Jan Mayen, there isn't a single, overarching regulation that dictates standard working hours. However, several legal sources provide a framework for determining these hours:

The Svalbard Treaty, a foundational document governing the archipelago, doesn't explicitly address working hours. However, it establishes Norwegian sovereignty over Svalbard, implying Norwegian labor laws hold weight in the region.

The Norwegian Working Environment Act serves as the primary legal reference for working hours in Svalbard. It outlines a standard workweek of 40 hours, averaged over a four-month period. This act allows for flexibility in scheduling, enabling employers and employees to negotiate work hour variations within the 40-hour limit.

Article 10-2 of the Working Environment Act (1977) establishes the 40-hour workweek standard. Chapter 10 of the Act details provisions for flexible working hour arrangements.

Collective agreements negotiated between trade unions and employer organizations can establish specific working hours for certain professions or industries within Svalbard. These agreements may differ from the 40-hour standard outlined in the Working Environment Act.

The Norwegian Working Environment Act (1977) establishes the framework for overtime work in Svalbard and Jan Mayen.

Overtime work can only be authorized in situations where urgent tasks necessitate exceeding regular working hours to safeguard life, health, property, or the environment, operational needs demand exceeding regular hours due to unforeseen circumstances, or the workload necessitates exceeding regular hours to meet deadlines.

The Act emphasizes employer responsibility to plan and organize work to minimize the need for overtime and to consult with employees or their representatives before implementing overtime work.

The Act doesn't establish a strict limit on overtime hours. However, it encourages a balance between work and personal life. The Working Environment Act recommends a maximum of 10 hours of overtime per week and 40 hours over a four-month period. Employees cannot be forced to work overtime.

There are exceptions to the recommended limits under specific circumstances. Certain industries may have different regulations regarding overtime limits. These are typically defined in collective agreements between trade unions and employer organizations. Emergency situations may necessitate exceeding recommended limits to ensure safety or prevent significant disruptions.

The Working Environment Act mandates compensation for overtime work. Employees accrue overtime pay at a rate of at least 40% higher than their regular hourly wage. Alternatively, employees can negotiate time off in lieu of overtime pay. The time off must be granted at a 1:1 ratio (one hour off for each hour of overtime worked). The specific choice between overtime pay and compensatory time off depends on individual agreements between employers and employees, following the guidelines set out in the Act.

The Norwegian Working Environment Act (1977) is the basis for entitlements to rest periods and breaks for workers in Svalbard and Jan Mayen.

The Act mandates a minimum daily rest period of 11 consecutive hours between working days. This ensures sufficient time for recovery and prevents worker fatigue.

In terms of weekly rest periods, the Act guarantees a minimum of 35 consecutive hours, typically including Sundays or another designated day off. This extended break allows for proper rest and recuperation.

The Act doesn't prescribe a specific duration for breaks during working hours. However, it emphasizes the employer's responsibility to facilitate breaks throughout the workday to prevent fatigue and promote employee well-being. The nature of the work should be considered when determining break frequency and duration. Physically demanding or mentally taxing jobs may require more frequent breaks.

While the Act doesn't dictate break duration, employers should ensure breaks are paid and sufficient in length for employees to rest, eat, and use the restroom.

There can be exceptions to these entitlements under specific circumstances. Certain industries may have different break regulations defined through collective agreements between trade unions and employers. Adjustments to break schedules might be necessary for shift work or continuous operations, but these adjustments should still provide adequate rest for employees.

Chapter 10 of the Working Environment Act (1977) covers regulations on rest periods and breaks.

The Norwegian Working Environment Act (1977) establishes the framework for night shift and weekend work regulations in Svalbard and Jan Mayen.

Night work is defined as hours falling between midnight and 6:00 am. While it doesn't prohibit night work entirely, it emphasizes prioritizing regular daytime work schedules whenever possible. Employers must ensure night shift workers undergo regular health assessments to monitor for any health concerns arising from circadian rhythm disruptions. Night work should be designed to minimize workload and fatigue. The Act recommends providing more frequent and extended breaks for night shift workers compared to regular day shifts. The Act doesn't mandate a set break duration, it stresses the employer's responsibility to determine appropriate break schedules based on the nature and intensity of night work and potential fatigue risks associated with night work.

Weekend work generally refers to work performed on Saturdays and Sundays. The Working Environment Act encourages employers to grant employees free time on weekends whenever possible. Weekend work typically qualifies for overtime compensation as outlined in the Act. Certain industries may have exemptions for weekend work through collective agreements negotiated between trade unions and employer organizations. The Act allows for exemptions to both night and weekend work regulations in emergency situations to ensure safety or prevent significant disruptions.

The Working Environment Act places a significant onus on employers regarding night and weekend work. Employers must meticulously plan work schedules to minimize the need for night and weekend work. Employers are responsible for implementing strategies to mitigate health and safety risks associated with night and weekend work. This may include providing adequate lighting, rest areas, and rotating night shifts to minimize fatigue. Chapter 10 of the Working Environment Act (1977) covers regulations on night and weekend work.