Standard hours of work per week. Standards of working time and the procedure for their calculation for certain categories of workers

Working time according to the Labor Code of the Russian Federation is defined as the period of validity of the employee’s duties and responsibilities to the employer. Its correct establishment affects the possibility of attracting employees to additional work, using disciplinary sanctions and other organizational issues that determine the efficiency of the labor process.

The concept of working time according to the Labor Code of the Russian Federation

According to the Labor Code of the Russian Federation work time includes:

periods when the employee is required to be at the workplace;
other periods that are added to it by force of law.

The universal and most common way of measuring the volume of performance of labor functions is characterized by the following:

Standard working hours are introduced collective agreement or local administrative acts.
Time spent at work is actually time worked. The responsibility for recording it rests with the employer. The need for accounting is due to the fact that it may differ from what is established in the organization both up and down.
Some periods are added to working time by force of law: technological breaks, forced downtime (for drivers), etc.

In contrast to this concept, there is the concept of “rest time”, when the employee does not perform labor functions (although he can be called upon to do so in certain cases).

Types of working time according to the Labor Code of the Russian Federation

Highlight the following varieties working hours depending on its duration:

Normal. Amounts to 40 hours per week (Article 91 of the Labor Code of the Russian Federation). This general rule for most organizations.
Abbreviated. Established by law taking into account:
- characteristics of the employee’s health condition or age (no more than 4 hours a day for minors 14-15 years old, 5 hours daily for persons aged 15-16 years. The weekly work hours for such persons cannot exceed 24 hours, Articles 92, 94 of the Labor Code of the Russian Federation );
- increased load or harmful factors(36-hour week - for teaching staff according to Article 333 of the Labor Code of the Russian Federation, night shift is reduced by 1 hour according to Article 96 of the Labor Code of the Russian Federation, etc.).
Incomplete. It is established by agreement between the parties to the employment relationship. Possible:
- part-time;
- incomplete work week;
- a combination of both options.

The application of certain categories of employees (pregnant women, one of the parents of a minor under 14 years of age, etc.) to establish a part-time working day or week must be executed by the manager in mandatory(Article 93 of the Labor Code of the Russian Federation).

In other cases, the employee’s request is taken into account in accordance with production interests.

For example, a health worker asked to set her rate from 0.25 to 0.75, and then - 0.75 rate. The employer set the rate at 0.25, and the court recognized his actions as correct (see appeal ruling of the Moscow City Court dated October 16, 2014 No. 33-35065/14).

Working hours according to the Labor Code of the Russian Federation

The working time schedule represents its distribution over a period (days, weeks, etc.). It is established by local acts of the organization, for example, internal labor regulations.

Should be installed:

length of the working week (5, 6 days);
alternation of working and non-working days (its absence is considered to be contrary to Part 1 of Article 100 of the Labor Code of the Russian Federation, see, in particular, the decision of the Volgograd Regional Court dated July 11, 2012 No. 07р-459/12);
start and end times of work, breaks;
technological breaks (for example, for people who constantly use a PC);
irregular working hours for certain categories.

There is a general regime and special ones established for certain categories of employees.

Depending on the character job responsibilities the peculiarities of the regime can be regulated by law. As an example, we can cite the provision “On the peculiarities of the working hours and rest periods of car drivers”, approved by Order of the Ministry of Transport of the Russian Federation dated August 20, 2004 No. 15.

It is also possible to establish such types of regime as flexible working hours, staggered schedules, shift work (in continuously operating enterprises), and the use of a rotation method.

The establishment of the operating mode must be fixed in employment contract. Deviations from it are considered a violation of the law (see, for example, the decision of the Novosibirsk Regional Court dated September 1, 2015 in case No. 7-601/2015).

Length of working hours according to the Labor Code of the Russian Federation in 2018 - 2019 in Russia

The norms for working hours according to the Labor Code of the Russian Federation in 2018 - 2019 did not change. The benchmark remains a 40-hour work week. Holidays are postponed in accordance with Decree of the Government of the Russian Federation dated October 1, 2018 No. 1163. The norm for 2019 will be 1,970 hours.

According to Art. 97 of the Labor Code, working hours can be increased by:

Overtime work. Carried out at the direction of the organization’s management with the written consent of the employee at the end of the established working day, and in case of cumulative accounting - in excess normal amount hours for the period with payment of compensation (Article 152 of the Labor Code of the Russian Federation). Cases when such involvement is possible are listed in Art. 99 Labor Code of the Russian Federation.
Irregular working hours. This is a pre-established opportunity to occasionally be involved in work in additional hours beyond the norm at the direction of the administration (Article 101 of the Labor Code of the Russian Federation). Usually introduced for workers whose work cannot be accurately accounted for: management, technical and business personnel. Its presence is compensated by the provision additional leave(Article 119 of the Labor Code of the Russian Federation).

Establishing working hours that differ from normal hours must be justified by the needs of the organization.

Thus, the correct establishment of the regime and duration of working hours according to the Labor Code of the Russian Federation is one of the most important responsibilities of the employer. When developing corporate documentation or employment contracts (if local regulations have not been adopted), the requirements of the Labor Code of the Russian Federation and by-laws should be taken into account.

Establishing the duties and rights of employees and the employer, each employee hopes to perform his work function at the specified time, expecting to carry out free time, focusing on your personal needs. Since the employer often strives for the opposite result, the state decided to regulate possible problems using labor law, specifying working time standards. In fact, issues of legal regulation shaped labor law.

The standard working time clearly defines the number of hours required to be worked by an employee and is reflected in employment contracts, collective agreements, and other regulations.

The employment contract also determines the accounting period: the employee works set time according to the shift schedule. The schedules are accordingly different.

The standard working time specified by law provides for the following types of time recording: daily accounting, weekly accounting and summarized accounting. Weekly accounting is appropriate when the law directly regulates and establishes a weekly (or daily) length of time for work. The duration of daily work is reflected in the schedules, taking into account a certain weekly norm. Cumulative accounting is appropriate when the weekly or daily work time standard cannot be clearly established (varies).

Summarized accounting, as a rule, involves shift work. Therefore, shift schedules must be prepared in advance. The drawn up schedules are brought to the attention of the personnel working at the enterprise at least a month before their implementation. This type of accounting is used on shift shifts, for water or railway transport, as well as for organizations operating continuously.

Any overtime (or, on the contrary, shortcomings) that arise is regulated in a specific accounting period and cannot be compensated for by reducing other shifts or providing separate time off (rest) according to other schedules (however, employers often still commit such violations).

Overtime - overtime work. If the actual duration of work does not coincide with the planned shift schedule, the overtime of some days is compensated by the reduction of other days and vice versa, but only within the accounting period. The general monthly working hours should remain unchanged.

When recording total hours worked, the shift schedule cannot be revised.

When constructing a rotation schedule, additional) are not taken into account. If the total number of hours worked by an employee from the beginning of accounting time until dismissal exceeds the standard duration of previously established working hours in a specific period, then overtime must be recognized as overtime and paid additionally.

The monthly standard of working time for certain periods must be calculated according to the schedule of a five-day work week, including weekends, and based on a work duration of eight hours on a regular day and seven hours on a pre-holiday day with a working week of forty hours. With a working week of up to forty hours, in general it shouldn’t be reduced by five.

For example, calculation of working hours for January 2013:

Calendar days- total 31;

Working days - only 17;

Weekends - 14 in total (including holidays).

Standard working hours for January:

1) 136 hours (if the working week has 40 hours);

2) 122.4 hours (if the working week is 36 hours);

3) 81.6 hours (if there are 24 hours in the working week).

Working time is the time during which an employee, in accordance with internal labor regulations and the terms of the employment contract, must perform job duties. The employer is obliged to keep records of the time actually worked by the employee (Article 91 of the Labor Code of the Russian Federation) and pay for his work.

Standard working hours are the number of hours that an employee must work during a certain calendar period. It is needed to establish working hours. Ch. is devoted to working hours. 16 of the Labor Code.

Working hours

The employer's working hours must establish:

Length of the working week (five days with two days off, six days with one day off, working week with days off on a rotating schedule, part-time work week);

Work with irregular working hours for certain categories of workers;

Duration of daily work (shift), including part-time work (shift);

Start and end time of work;

Time of breaks from work;

Alternation of working and non-working days;

Number of shifts per day.

Depending on the duration of working hours, there are:

Normal working hours (Article 91 of the Labor Code of the Russian Federation);

Shortened working hours (Article 92 of the Labor Code of the Russian Federation);

Part-time work (Article 93 of the Labor Code of the Russian Federation).

Normal working hours cannot exceed 40 hours per week.

Shortened working hours may be established by the Labor Code and other federal laws for certain categories of workers (minors, disabled people, employed in work with hazardous or hazardous conditions labor, teaching, medical workers).

Part-time work (part-time (shift) or part-time work week) is established by agreement between the employee and the employer, both upon hiring and subsequently (Article 93 of the Labor Code of the Russian Federation). For certain categories (pregnant women, parents of a child under 14 years of age, persons caring for a sick family member), the employer is required to establish a part-time working day (week). This regime does not entail for employees any restrictions on the duration of annual basic paid leave, calculation of length of service and other labor rights.

Practice shows that there are certain difficulties in recording working time. Let's look at the main ones related to the regime and standard of working hours.

Overtime work

Often employees have to “overwork.” Let's be honest: a lot of things are done through overtime work. However, there is a danger in this way of violating Art. 99 of the Labor Code regarding the duration of overtime work. It should not exceed 4 hours for each employee for two consecutive days and 120 hours per year.

What to do to avoid such a violation? You can set “overtime” workers to have irregular working hours. This is a special mode of work, according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the working hours established for them. The list of positions of employees with irregular working hours in an organization is established by a collective agreement, agreements or local regulations adopted taking into account the opinion of the representative body of employees (Article 101 of the Labor Code of the Russian Federation). The main thing is not to forget that employees with irregular working hours are provided with annual additional paid leave (Article 116 of the Labor Code of the Russian Federation).

Overtime during irregular working hours is not recognized as overtime work and is not paid (Letters of Rostrud dated June 7, 2008 N 1316-6-1 and dated March 18, 2008 N 658-6-0).

But additional leave at the request of the employee can be replaced monetary compensation(Article 126 of the Labor Code of the Russian Federation).

Example 1. The auditor has an irregular working day. It operates on a five-day work week with two days off on Saturday and Sunday. Due to production needs, he was late at work for 3 hours on Thursday. The employee also had to go to work on Saturday for 4 hours.

The 3 hours worked on Thursday are not paid as overtime, but are compensated by providing additional annual leave for irregular working hours. Work for 4 hours on Saturday is paid at least twice as much as work on a weekend.

Work on holidays

Work on a non-working holiday (the same as on a day off) is paid at least twice as much:

Piece workers - at no less than double piece rates;

Employees whose work is paid on a daily and hourly basis tariff rates, - in the amount of at least double the daily or hourly tariff rate;

For employees receiving a salary - in the amount of at least a single daily or hourly rate in excess of the salary, if work on a weekend or non-working holiday was carried out within monthly norm working time, and in the amount of no less than double the daily or hourly rate for a day or hour of work in excess of salary, if the work was performed in excess of the monthly standard of working time (Article 153 of the Labor Code of the Russian Federation).

As you can see, the standard working hours if it is necessary to work on weekends or non-working days holidays According to the Labor Code, it is needed to determine the amount of payment.

What if the company pays more for work on holidays than the Labor Code provides?

The Ministry of Finance expressed the opinion: given the production need to attract employees to work on weekends, if labor agreements (contracts) and (or) collective agreements provide for additional payment to employees for work on weekends and non-working holidays, this additional payment can be taken into account when determining tax corporate income tax bases as labor costs. But only its size should not exceed the additional payment established depending on the monthly standard of working time (Letter of the Ministry of Finance of Russia dated March 4, 2005 N 03-03-01-04/1/88). Many employers follow this procedure.

Specific amounts of payment for work on a day off or a non-working holiday can be established by a collective agreement, a local regulatory act adopted taking into account the opinion of the representative body of workers, or an employment contract (Article 153 of the Labor Code of the Russian Federation). Incentive and (or) compensatory charges related to working hours and working conditions, including overtime work and work on weekends and holidays, as well as bonuses to tariff rates and salaries for night work, multi-shift work, for combining professions, expanding service areas, for working in difficult, harmful, especially harmful working conditions, carried out in accordance with the law Russian Federation relate to labor costs (clause 3 of Article 255 of the Tax Code of the Russian Federation).

Tax authorities allowed the above-mentioned additional payments to be taken into account in full for the purpose of calculating income tax (Letter of the Federal Tax Service of Russia for Moscow dated March 14, 2008 No. 21-18/252). The Labor Code does not establish a maximum amount of compensation, but only determines the lower limit of the amount of payment for work on a day off or a non-working holiday.

It is important to remember that an employee who worked on a day off or a non-working holiday may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment. Based on a literal reading of Art. 153 of the Labor Code, we are talking specifically about a day of rest, and not about the proportional provision of rest time for working on a day off. Current legislation does not provide for the dependence of the duration of rest on the duration of work on a weekend or non-working holiday. Thus, regardless of the number of hours worked on a day off, the employee is given a full day of rest (Letter of Rostrud dated July 3, 2009 N 1936-6-1).

Attention! Rostrud indicates that, regardless of the number of hours worked on a day off, the employee is given a full day of rest.

Accounting period

Standard working hours are also needed for cumulative recording of working hours.

When, due to production (work) conditions, daily or weekly working hours cannot be observed, it is permissible to introduce summarized working time recording. It is most often used in the rotation method of organizing work (Article 297 of the Labor Code of the Russian Federation). The peculiarity is that the working hours for this category of workers per day and per week are not fixed. Overtime can be offset by shortfalls on other days or weeks, but so that the total working time does not exceed the normal number of working hours for the accounting period (Article 104 of the Labor Code of the Russian Federation). The accounting period is set by the organization itself, but it cannot exceed one year.

Not lower than the minimum wage

It is important to remember that the monthly salary of an employee who has fully worked the standard working hours during the accounting period and fulfilled the labor standards (job duties) cannot be lower than minimum size remuneration (part 3 of article 133 of the Labor Code of the Russian Federation). How to comply with this rule? Let's look at an example.

Example 2. An organization keeps summarized records of working time. The accounting period is a month. The employee works a 40-hour week. The monthly salary of an employee is 4,400 rubles. In January 2010, the employee’s schedule provided for 115 working hours, with the norm being 128 hours. If an employee works only the 115 hours allotted to him, his earnings will be less than the minimum wage. It turns out that the employee did not fulfill the quota due to the fact that the schedule was drawn up this way. The blame for failure to comply with the norm lies with the employer (Part 1 of Article 155 of the Labor Code of the Russian Federation). The latter should compensate the employee for 13 hours. This is often done under the guise, for example, of downtime due to the fault of the employer or for reasons beyond the control of the employer and employee (Part 3 of Article 72.2 and Article 157 of the Labor Code of the Russian Federation).

The situation will change dramatically if the enterprise sets the accounting period equal to a quarter or half a year. Then for January 2010 the employee should be paid wages not less than the minimum wage. After all, hours not worked in January can be transferred to other months of the accounting period. Let’s say that the schedule for working hours in the first quarter will be distributed as follows: 115 hours in January, 185 hours in February and 150 hours in March. Total - 450 hours, which corresponds to the norm. In each month, the employee will receive a salary of at least the minimum wage.

Determining the standard working hours

The procedure for calculating the standard working time for certain calendar periods (month, quarter, year) depending on the established duration of working time per week is determined at the federal level.

For 2010, Order of the Ministry of Health and Social Development of Russia dated August 13, 2009 N 588n approved the Procedure for calculating the standard working time for certain calendar periods of time (month, quarter, year) depending on the established duration of working time per week (hereinafter referred to as the Procedure).

So, according to the Procedure, the standard working time for a particular month is calculated as follows. The length of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week of a particular month, and the number of hours in the given month is subtracted from the resulting number of hours. given month, by which working hours are reduced on the eve of non-working holidays.

The standard working time for the year as a whole is calculated in a similar manner: the length of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of a five-day working week per year and from from the resulting number of hours, the number of hours in a given year by which working hours are reduced on the eve of non-working holidays is subtracted.

So, in 2010 there are five days (February 27, April 30, June 11, November 3 and December 31), the working duration of which is reduced by one hour (Article 95 of the Labor Code of the Russian Federation). Please note that in cases where, in accordance with a decision of the Government of the Russian Federation, a day off is transferred to a working day, the duration of work on this day (former day off) must correspond to the duration of the working day to which the day off was transferred (clause 1 of the Procedure). If a day off coincides with a non-working holiday, the day off is transferred to the next working day after the holiday (Article 112 of the Labor Code of the Russian Federation).

This applies to employers who use different work and rest schedules, in which work is not carried out on holidays. But if it is impossible to suspend work on holidays for production reasons, then the transfer will not be carried out.

By Decree of the Government of the Russian Federation of October 31, 2009 N 869, the following weekends were postponed in 2010:

We offer you for your use a table of standard working hours for 2010, taking into account of different durations working hours.

Table. Standard working hours in 2010

	Amount of days			Working hours, hours
	calendar days	workers days	weekends and festive days	40- hourly working a week	36- hourly working a week	30- hourly working a week	24- hourly working a week



Total for I quarter



Total for II quarter


September
Total for III quarter



Total for IV quarter
In just a year
Monthly average quantity working hours

The definition of such a concept as working time is given in Article 91 of the Labor Code, according to which it is “the time during which an employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with with this Code, other federal laws and other regulatory legal acts of the Russian Federation relate to working time.” Moreover, a number of periods when the employee did not actually work are also recognized as working time. For example, as a result of downtime caused by the company.

The Code also defines the normal working hours. It is 40 hours a week. For some categories of employees, reduced working hours should be established. For example, for workers aged 16 to 18 years, it is 35 hours per week. The list of such employees is given in Article 92 of the Labor Code. By agreement between the company and the employee, the latter may be assigned part-time working hours (). Moreover, in some situations the company is obliged to do this. For example, at the request of a pregnant woman. When working part-time, the employee must work the number of hours agreed upon with the employer. For example, a company has a five-day work week with a working day of 8 hours (that is, a 40-hour work week). At the request of the employee, he may be given not an eight-hour, but, for example, a seven- or six-hour working day (that is, a 35- or 30-hour working week). An option is possible when an employee works not five days a week, but less (for example, 4 or 3 days).

() art. 93 Labor Code of the Russian Federation

What is the difference between short-time and part-time work? The first is mandatory in cases directly provided for by the Labor Code. Otherwise, it will be considered a violation of labor laws. The second is determined by agreement between the employee and the company. Moreover, the employing company is not obliged to establish part-time working hours (except for the cases that we discussed above).

If, at the initiative of the company, an employee worked beyond normal working hours, this is considered overtime. Therefore, overtime hours are paid at an increased rate.

In the majority small companies daily working hours are recorded. It is used for the same daily working hours. As we said above, with a 40-hour, five-day work week, this amounts to 8 hours a day. If an employee works on a 35-hour, five-day workweek, this is 7 hours a day, etc.

An option with weekly accounting of working hours is possible. In this case, the standard working hours per week must be observed. For example, 40 hours with a five-day work week with two days off (Saturday and Sunday).

With this accounting, it is possible that hours will be underworked on one day or another of the week, with work being completed on another day. Let's assume that on Monday the employee worked 6 hours, and on Wednesday - 10 (all other days he worked 8 hours). In this situation normal duration working hours will be respected. In this case, the fact of working on Wednesday for 10 hours (2 hours more than required) is not considered overtime work.

Often, due to working conditions, it is impossible for an employee to comply with the daily (weekly) working hours. Some days he has to work harder established norm, in some - less. In such a situation, it is used to keep a summary record of working time (). In this case, the duration of working hours should not exceed the normal number of working hours for the accounting period. This period can be any period of time defined by the company (for example, a month, a quarter, a half-year). Wherein maximum duration accounting period - one year.

Working hours are important indicator for all specialties. After all, it is she who determines the possibility of accruing overtime and the basis for filing a complaint against the employer. This indicator is also influenced by the terms of the concluded employment contract.

Regulations

This provision is regulated by Article 91 of the Labor Code of the Russian Federation, which provides definition of working day.

According to this provision, working time is that period of the day when an employee performs his direct job duties in accordance with the established internal labor regulations and the conditions specified in the employment contract.

It is worth noting that this article does not indicate the total duration of labor time.

These indicators are partially reflected in. It defines maximum duration of a work shift for the specified categories of workers. At the same time, terms of work for other categories of specialists are not displayed.

The Labor Code of the Russian Federation establishes provisions for the duration of weekly work. Thus, in accordance with Article 94 of the Labor Code of the Russian Federation, working hours throughout the week cannot be more than 40 hours, and the rest time should be at least 48 hours.

Normal shift length and rest time

The Labor Code also does not include norms regulating the maximum duration of work time during a shift schedule. Because of this, quite often there are cases when the duration of one shift will be equal to a day. However, such a procedure will not be considered a violation, provided that weekly working hours will not exceed 40.

It is important to note here that assigning two daily shifts will be a violation of the law, since the total weekly working hours will be 48 hours. If the weekly time exceeds the forty-hour norm, this should be negotiated separately with each employee. The best option will assigning one daily shift and a second sixteen-hour shift.

From what has been written above, we can conclude that there is no standard duration of a work shift in labor legislation. At the same time, during her appointment, you should pay attention to the weekly standard of working time.

As a rule, when standard conditions The employee's work week will be either five days or six days.

It is also worth noting that it is also possible to compile a smaller number of working days; everything will depend on the adopted internal regulations in the organization (in accordance with Article 100 of the Labor Code of the Russian Federation). At the same time, a five-day work week is generally considered standard.

With a five-day work week in an organization, employees work for 5 days for 8 hours. HR services At the same time, they believe that this regime is optimal, since in accordance with scientific research workers will show maximum productivity. Also, do not forget about weekends, which, as a rule, fall on Saturday and Sunday, which also has a positive effect on their level of rest.

It is worth noting that there may be a different distribution of working time when using shift work. In this case, days off may be floating.

With a part-time work week, an employee can work in the organization even just one day a week - everything will depend on his working hours established in the employment contract. So, if a specialist has only 5 working hours per week, then it will be easiest to work them in one day.

It is important that the employer has the right to independently distribute working hours by day of the working week. It is important that the total number of hours worked does not exceed 40, and the rest is at least 48 hours.

Features of Calculus

Minors

As noted above, it is not established by law maximum amount working hours per day. However, in accordance with Article 94 of the Labor Code of the Russian Federation, categories of citizens who will not be able to work beyond the established limit. They also regulate the duration of the shift.

Since minors are much more susceptible to influence on their body and psyche external factors, then the legislation in Article 94 of the Labor Code of the Russian Federation assigned to them reduced working hours(A reduction in weekly labor is also provided for them in Article 92 of the Labor Code of the Russian Federation).

Workers aged between 15 and 16 years are not allowed to work more than 5 hours per day (shift). For the age group from 16 to 18 years old, the length of the working day is legally stipulated at 7:00.

It is worth noting that for minors who work while studying at school or college, a shorter working day is established. It is equal to 2.5 hours for the age group from 14 to 16 years. For minors from 16 to 18 years old – 4 hours.

Disabled people

In accordance with Article 94 of the Labor Code of the Russian Federation, it is prohibited for disabled people to work more than the established daily value, however, this provision does not reflect the norm itself.

This nuance lies in the fact that each disease is individual, as a result of which one disabled person can work without restrictions, but another cannot.

According to the law, a disabled person, before being employed, must contact a hospital, which must issue an opinion in accordance with Order of the Ministry of Health and Social Development of Russia No. 441n.

This document should reflect the assessment of the health status of the disabled person after his examination. In addition, the conclusion must indicate contraindications to certain working conditions.

In accordance with the above, it is the doctor who determines, based on the results of the examination, the length of the disabled person’s working day, and he can also prohibit him from working.

Workers in hazardous and hazardous industries

For workers in areas associated with harmful and dangerous working conditions, Article 94 of the Labor Code of the Russian Federation establishes restrictions on maximum daytime labor. In this case, it is necessary for the employer to determine, with the help of a special commission, the degree of harmfulness of working conditions.

After which, in accordance with Article 92 of the Labor Code of the Russian Federation, it will be adopted standard number of working hours in one week. It is equal to 36. It is also worth noting that the employer can set a smaller number of hours, for example, 30.

For those who work 36 hours a week, the maximum working hours per day should not exceed 8 hours. For employees who work 30 hours a week, the daily workload should be no more than 6 hours. However, the law leaves the possibility for the employer, when concluding an additional agreement with workers, to increase daily working hours to 8 or 12.

Before weekends or holidays

In accordance with Article 95 of the Labor Code of the Russian Federation, the total daily working hours must be reduced by one hour. It also sets out exceptions.

For example, if work in an organization must be continuous, then the absence of a shortened day for employees can be compensated financially.

If the company has adopted a five-day work week, then the working hours before the holidays should not be more than five hours.

At night time

If an employee works at the enterprise at night, then his established number of working hours will be reduced by one hour. Only those specialists who were hired to perform official duties at night fall under the exception.

Other

Also, the duration of the working day is established for:

Citizens who work part-time (maximum 4 hours a day).
Ship workers - 8 hours during the five-day system.
The women who make up the ship's crew during voyages in the Arctic Ocean (7.2 hours).
Persons aged 17 to 18 years working on ships – 7.2 hours.
Drivers with a five-day work week - 8 hours, with a six-day work week - 7 hours.

Part-time work

The influence of working hours on the health and performance of a worker is presented in this lecture.