The Labour Code sets out which working time systems may be applied by employers. These include, among others:

• the basic working time system, in which the daily working time is 8 hours,
• a system of equivalent working hours, where the daily length of working time may be extended, in principle, to 12 hours, and for certain types of work – even up to 16 hours or 24 hours,
• a working time system in which working time may be extended to an average of 43 hours per week and on one day in some weeks the daily working time may be extended to 12 hours (continuous operation for work that cannot be interrupted due to production technology),
• an intermittent working time system, in which the working time schedule may provide for a single break from work in a day of no more than 5 hours,
• a task-based working time system, in which the employee primarily decides on their working schedule,
• short working week system, where work is carried out for less than 5 days a week,
• ‘weekend working time’, where work is only performed on Fridays, Saturdays, Sundays and public holidays.

The kind of working time systems applied by the employer should be based on the in-house rules of the employer, i.e. the collective bargaining agreement, the work regulations or the notice. Exceptions include: short working week system and the ‘weekend working time’ system, which may only be applied to the employee on the basis of a contract of employment.