Working time during the Holidays is subject to the same rules as in other periods. Many full-time and part-time employees have extended working hours during this time. As reported by the Arbeidstilsynet - it is difficult to convey comprehensive rules governing labor standards during the holiday season.
The labor code is the basis
It is worth noting that Time Working on holidays is regulated primarily by Norwegian law Labor Code. For this reason, the employer cannot sign any new ones agreementsthat would result in fewer employee rights than these resulting from applicable law. There are, however, three types of labor standards that apply In Norway.
Standard working hours
Standard working time on holidays in Norwegian legislation it defines how long an employee can perform his duties in a XNUMX-hour period and in a whole week. Standard hourly norm is not more than 9 hours in any 24 hours and not more than 40 hours a week.
exceptions
Both the employer and the employee may refuse to agree to work above the base. According to the Arbeidstilsynet, it is not uncommon to come to an agreement under which employee stays at work 37,5 hours a week. In this case, each hour worked above the norm must be dealt with as an additional job or overtime.
Also read: Working time in Norway - what does it look like? >>>
Extra work and overtime
However, it is worth knowing that overtime there is a working time that does not exceed statutory standard. If, for example, an employee, according to a contract with an employer, works 37,5 hours a week and 40 hours a month once a month, then additional 2,5 hours is treated as additional job, but no overtime. This is because working time does not exceed the statutory standard.
Overtime
Let us assume, however, that the employee should be contractually agreed to be at work 37,5 hours a week and he works 45 hours a week. In such a situation, additional 2,5 hours should be billed as additional workwhile 5 hours as overtime. The reason for such an interpretation is overrun statutory standard 40 hours a week.
Overtime must not be standard employment
As he explains The Norwegian Labor Inspection Authority, we must remember that overtime cannot be a standard of employment. This means that the employee can't work in this system permanently. Overtime they may appear only in periods when there is such a need - e.g. before Christmas. However, if the employer needs more work for the employed persons on a permanent basis, must consider other solutions - e.g. an increase in posts.
Overtime standards
It is worth being aware of that the employer cannot force an employee to overtime exceeding 25 hours a week and 200 hours a month. if the company needs more overtime, must consult with the trade unions or obtain consent from the Arbeidstilsynet.
Overtime pay
Working time on holidays should involve a higher fee if the employee performs his / her duties at that time overtime - In contrast to additional work. The supplement should amount to a minimum of 40% of the contractual hourly rate. Usually, however, it is more, if in the workplace a collective agreement has been signed.
Learn more about overtime in Norway >>>
A deal must be made
The biggest difference between additional job, overtime is the fact that in the first case the law does not provide increase in salary. Increasing the hourly rate is possible in this case, if it is included in the contract between worker, employer. It is different in the case of overtime - in this situation employer is obliged to pay a minimum 40% higher hourly rate for the work performed beyond the statutory standard.
