In Tajikistan, the Labor Code sets the regulations for standard working hours. The standard workweek is capped at 40 hours. Daily working hours should not exceed 8 hours for employees in regular working environments.

There are exceptions to the daily working hour limit. Employees working in environments with harmful physical, chemical, or biological factors have a reduced workweek of 35 hours. This translates to a maximum daily limit that can vary depending on the specific work schedule. For a six-day workweek, the daily limit is 7 hours.

The code also protects young workers by limiting their working hours. Employees aged 14-15 years cannot work more than 24 hours per week, with a corresponding adjusted daily maximum based on the chosen work schedule. Employees aged 15-18 years are limited to a 35-hour workweek, with a daily maximum adjusted based on the work schedule.

For employees with disabilities, the maximum workday is set at 6 hours, regardless of the workweek schedule.

In Tajikistan, the Labor Code outlines the rules and compensation for overtime work. Overtime work is defined as any work performed by an employee exceeding the established working hours. It can only be implemented with the employee's consent in specific situations. These situations include completing urgent tasks to prevent production downtime or equipment damage, and performing work in exceptional circumstances, like natural disasters or emergencies.

However, overtime work is strictly prohibited for employees already working 12-hour shifts or in workplaces with exceptionally harsh or hazardous conditions.

Tajikistan also restricts the amount of overtime work allowed. The daily limit is that overtime work cannot exceed four hours for most employees within a two-day period. The yearly limit is that the total amount of overtime work an employee can perform in a year is capped at 120 hours.

Employees working overtime are entitled to receive compensation for their extra hours. The Labor Code provides two options for overtime pay:

1. Double Pay: Employees can be compensated with double their regular hourly rate for each overtime hour worked.
2. Compensatory Time Off: Employees can choose to receive paid time off in lieu of overtime pay. The amount of time off provided must be equal to the number of overtime hours worked, with an additional 50% added as compensation for the extra effort.

The specific choice between overtime pay or compensatory time off should be agreed upon between the employer and the employee.

In Tajikistan, the Labor Code ensures that workers are given time for rest and breaks to maintain their well-being and optimal work performance.

The specific duration of rest and meal breaks during the workday is not explicitly defined in the Labor Code. However, it emphasizes that employees are entitled to these breaks. The duration of rest and meal breaks is typically established through internal regulations, the agreed-upon work schedule, or a direct agreement between the employer and the employee. While the Labor Code doesn't dictate a specific length, common practice suggests a break of at least one hour after the first few hours of work.

The Labor Code also provides additional break time for certain employee categories. For instance, mothers with children under the age of six months are entitled to additional breaks for feeding their children at least every three hours, with a minimum break duration of 30 minutes. If a mother has more than two children under six months, the break duration is extended to at least one hour.

It's crucial to remember that rest and meal breaks are not considered working hours.

In Tajikistan, the Labor Code recognizes the challenging nature of night and weekend work and sets specific regulations to safeguard employee well-being and ensure fair remuneration.

Regarding night shift work, the Labor Code doesn't provide a specific definition of "night shift." However, it's generally understood that night shifts are work hours that fall partially or entirely within a designated timeframe, typically between 10 pm and 6 am. Night shift workers are entitled to a shorter work schedule compared to day shift workers. The exact duration of this reduction is not explicitly stated, but it's generally understood to be one hour less per workday. While the Labor Code doesn't mandate a specific night shift pay premium, employers are encouraged to establish increased pay rates for night shifts through internal regulations or collective bargaining agreements.

As for weekend work, which is defined as work performed on an employee's designated rest days, it is generally discouraged by the Labor Code. However, weekend work is permitted in exceptional circumstances, such as urgent tasks to prevent production stoppages or equipment damage, and work in emergencies or natural disasters. When weekend work is unavoidable, employees are entitled to compensation in one of two ways: they can receive double their regular pay rate for each hour worked on their rest day, or they can choose to receive paid time off in lieu of overtime pay. The amount of time off provided must be equal to the number of hours worked on the rest day, with an additional 50% added as compensation for the extra effort. The specific choice between double pay or compensatory time off for weekend work should be agreed upon between the employer and the employee.

These regulations aim to safeguard worker well-being while balancing operational needs. Employers are obligated to comply with these guidelines to ensure fair treatment of their workforce.