In the framework of the working time systems, the employer may apply different working time schedules to employees, which should also be laid down in the in-house rules applicable to the employer.

Regardless of the working time system used, shift work is allowed and determination of the working time schedules for shift work may be different. There are virtually no restrictions in this respect, apart from the fact that not every employee may be employed at night. Pregnant and minor employees must not be employed during night time (this prohibition is unconditional). Furthermore, an employee caring for a child up to the age of 8 may not be employed during night time without their consent.

However, not all employees are required to work according to working time schedules resulting from in-house rules. At the written request of the employee, the employer may determine the individual working time of the employee in the context of the working time system in which the employee is employed.

Flexible working time

It is possible to use a working time schedule that provides for a time interval in which the employee decides what time to start work on a day that, according to the schedule, is a working day for the employee.

There may also be a working time schedule which provides for different starting times on days which, according to that schedule, are working days for employees.

The use of such working time schedules may not deprive an employee of the right to 11 hours of uninterrupted daily rest.

In this work schedule, re-work performed on the same day does not constitute overtime.

The introduction of flexible working hours may be carried out on the basis of a collective agreement or an agreement with trade unions or workers’ representatives. Regardless of that, a system of flexible working time may be applied upon an employee's written request.