Exceptionally, remuneration is payable when the employee does not work, and therefore for the period during which the work is not carried out. The right to remuneration in such a situation must be provided for in a provision of law (e.g. sick pay of up to 33 or 14 days per calendar year).

If the employee was ready to perform work and encountered obstacles in doing so that were attributable to the employer, they are entitled to remuneration for the period of inactivity. Such obstacles may, for example, be the failure of a machine or a break in the supply of electricity.

The employee retains the right to remuneration in the case of certain exemptions from work. This applies to exemptions for personal and family reasons (the employee or their child’s wedding, death of family members, birth of a child).