The Labour Code of the Russian Federation establishes the legal framework for standard working hours in Russia. The standard workweek in Russia is 40 hours, which translates to a maximum of 8 hours per day.

The Labour Code also outlines exceptions for certain employee groups. Employees under 16 cannot work more than 24 hours per week. Employees aged 16-18 and disabled workers are limited to 35 hours per week. Medical professionals have a maximum workweek of 39 hours. Pedagogical workers, such as teachers, cannot exceed 36 hours per week.

In Russia, any work performed beyond the standard 40-hour workweek is considered overtime. Employers can only require an employee to work overtime with their written consent. However, there are exceptions such as emergencies and tasks deemed vital to the public good.

The Russian Labour Code enforces limitations on overtime work to protect employees. Overtime cannot exceed four hours in two consecutive workdays and the total overtime worked by an employee cannot surpass 120 hours per year.

Overtime work is compensated at a higher rate than regular hours. Employees receive 1.5 times their regular hourly rate for the first two hours of overtime worked in a day. All hours worked beyond the initial two hours of overtime are compensated at double the regular hourly rate.

At the employee's request, overtime work can be compensated with time off in lieu of increased pay. This time off must be equal to or greater than the number of hours worked overtime.

Collective bargaining agreements between employee unions and employers can establish specific terms for overtime compensation that may differ from the standard legal guidelines.

Russian labor law prohibits certain demographics from working overtime to ensure their well-being. Individuals below the age of 18, pregnant women, employees with disabilities, mothers with young children (under 3 years old), and some other categories may have limitations on overtime work and should be informed of their right to refuse overtime.

In Russia, labor law ensures that employees are provided with rest periods and breaks to maintain their well-being and productivity.

Weekly Rest Period

The law requires a minimum of 42 consecutive hours of weekly rest. This period commences from the end of the workday on the employee's last working day and continues until the start of work on the following day off.

Daily Rest Breaks

Employees are entitled to a lunch break of at least 30 minutes but not exceeding 2 hours. This break is unpaid and is not considered as part of the working time. The specific timing and duration of the break can be established through collective bargaining agreements, individual employment contracts, or internal company regulations. However, employers are not obligated to provide a lunch break for shifts lasting less than four hours, as stipulated in the employment contract.

Additional Considerations

Employees in specific professions, such as those working in hazardous conditions, might be entitled to additional breaks throughout the workday. Special regulations might exist for certain categories of workers, such as those whose work involves driving or traffic control.

The authoritative source for these regulations is the Labour Code of the Russian Federation No. 197-FZ of December 30, 2001.

In Russia, the Labor Code outlines specific regulations for both night shifts and weekend work.

Night work is defined as any work performed between 10 p.m. and 6 a.m. Night shifts come with a reduced work duration. Employers are required to compensate employees for night work at a higher rate than their regular pay. The minimum increase is not specified in the Labor Code but is determined by other labor legislation and collective agreements. There are exceptions to the reduced work hour rule for employees with pre-existing shortened workweeks and those specifically hired for night shifts, unless otherwise stipulated by a collective agreement.

Russia adheres to a standard five-day workweek with two rest days. Working on weekends is generally not encouraged. If an employee's work schedule requires them to work on a weekend or a non-working holiday, the hours actually worked are compensated at an increased rate. Employees who work weekends have the option to request a substitute rest day instead of the increased pay. This substitute day off must be mutually agreed upon between the employer and employee.