In Mali, the Labour Code sets the regulations for standard working hours, with some exceptions for certain professions.

The standard work period in Mali is set at 40 hours per week. This typically translates to eight hours per day, though the specific schedule might be outlined in the employment contract.

Roles with inherently inconsistent work schedules, like some managerial or medical positions, may not have a strict hourly limit.

There's a mandated minimum rest period of 12 hours between consecutive workdays for women and workers under 18 years old.

Working hours for domestic workers are typically divided between 7 AM and 9 PM, with specifics detailed in the employment contract.

For agricultural enterprises, the total work hours cannot exceed 48 hours per week, with an annual limit of 2,352 hours.

In Mali, the Labour Law outlines regulations for overtime work, including permitted hours and mandatory compensation.

Any work exceeding the standard 40 hours per week is considered as overtime. Employers can request authorization from the local Labor Office to allow employees to work up to 18 hours of overtime per week. This authorization has a three-month validity period and can be renewed.

The overtime pay is calculated based on the employee's "real global salary," which includes their base salary and any benefits included in their compensation package. The overtime premium rate varies depending on the day and time worked:

• For overtime hours between the 41st and 48th hour (inclusive) of the workweek, the premium rate is 10%.
• For all hours exceeding the 48th hour of the workweek, the premium rate is 25%.
• For overtime work performed during the day on non-working days (public holidays or rest days), the premium rate is 50%.
• For overtime work performed during the night on non-working days, the premium rate is 100%.

While the Mali Labour Code doesn't explicitly define "night work," legal interpretations typically consider it as work performed between 9:00 PM and 5:00 AM the following day.

Malian Labour Law ensures rest periods and breaks for workers, providing them with sufficient recovery time. Here are the key regulations:

Weekly Rest Day

• Mandatory Requirement: The law guarantees a compulsory weekly rest period of 24 consecutive hours for all employees.

• Default Day: Traditionally, Sundays serve as the designated weekly rest day, and it cannot be replaced with compensatory payment.

• Exceptions: Businesses operating in sectors where activities cannot cease without significant inconvenience may request an exception. The specific alternative rest day needs to be outlined in relevant legislation.

Daily Rest Periods

• Focus on Specific Workers: While the Labour Code doesn't explicitly mention daily rest periods for all workers, it mandates a minimum of 12 hours of rest between consecutive workdays for women workers and workers under 18 years old.

Rest Breaks (Unclear Legislation)

• Limited Information: The Mali Labour Code currently lacks specific regulations regarding mandated rest breaks during working hours for general employees.

• Potential Considerations: Though not mandated by law, employers might establish break policies through internal company regulations or collective bargaining agreements. These breaks would typically be unpaid and intended for short periods of rest and refreshment.

In Mali, the Labour Code establishes specific regulations for night shift and weekend work, acknowledging the potential impact on workers' well-being and scheduling needs.

Night work is typically considered as hours between 9:00 PM and 5:00 AM. Employees working night shifts are entitled to a premium pay rate on top of their base salary. This premium varies depending on the day and time worked. For each hour worked between 9:00 PM and 5:00 AM, there is a 6% increase in pay. Employment contracts or collective bargaining agreements can offer higher night shift premiums than the legal minimum.

The law mandates a compulsory 24-hour weekly rest period for all workers. Sundays are traditionally the designated rest day, and employers cannot replace it with compensatory payment. Businesses in sectors requiring continuous operation can request an exception, with the alternative rest day outlined in relevant legislation.

Work performed on a designated rest day (typically Sunday) qualifies as overtime and requires additional compensation. The specific overtime premium depends on the time of day. There is a 50% increase for overtime pay during the day on a non-working day and a 100% increase for overtime pay during the night on a non-working day.

When night shift work falls on a weekend (including Sunday night), both night shift premium and weekend overtime pay might apply, ensuring fair compensation for demanding work schedules.