Shortened work week: salary payment, legal norms and employee rights

A shortened work week is one of the forms of labor organization that is increasingly applied in both the public and private sectors. This work format allows adapting labor relations to the real needs of employees and employers, maintaining a balance between productivity and personal life. 

Therefore, salary payment during a shortened work week is a very important topic. 

In the context of economic changes, martial law, demographic challenges, and labor market transformations, the issue of reducing working hours becomes especially relevant. At the same time, it is important for employees to clearly understand how a shortened work week is regulated, how salary payment is carried out, what time norms are established, and what rights are guaranteed by law.

What is a shortened work week

A shortened work week is a work regime in which the total duration of working hours during the week is less than the standard norm defined by law. Unlike part-time work, a shortened week is usually implemented not at the initiative of the employee but according to the demands of the law or the decisions of the employer, taking into account special working conditions. This regime may involve fewer working days or reduced working hours while keeping a five-day or six-day work week. The main feature of a shortened work week is that it is established for certain categories of employees or under specific conditions and is not considered a violation of labor rights.

Reasons for implementing a shortened work week

The implementation of a shortened work week can have various grounds related both to legislative requirements and to the organizational needs of the enterprise. The most common reason is the special nature of work, associated with increased physical or psychological strain. A shortened week is also applied to employees of certain ages, particularly minors, or to those who combine work with study. In some cases, employers introduce a shortened work week to optimize costs, preserve jobs, or adapt to economic difficulties. Another reason could be the introduction of this regime for medical reasons or in emergency situations, when full working hours are impossible or impractical.

Working time norms during a shortened week

Working time norms during a shortened work week are determined based on the category of employees and the specific conditions of their activities. The total duration of working hours is reduced compared to the standard norm, but a clear accounting of worked hours is maintained. For instance, certain categories of employees may be allowed to work 36, 24, or another number of hours per week instead of the common 40. Importantly, the reduction of the time norm does not imply a flexible schedule – the work regime is established in the internal labor regulations or in the employment contract. The employer is obliged to ensure compliance with the established norms and not to allow employees to engage in overtime work without legal grounds.

Salary payment during a shortened work week

Salary payment during a shortened work week depends on the grounds for its implementation. If a shortened week is mandated by law for certain categories of employees, salary is usually retained in full, as for normal working hours. In this case, the employee does not lose income despite a smaller number of worked hours. However, if a shortened work week is introduced at the initiative of the employer or by mutual agreement, payment may be calculated proportionately to the actual hours worked. In any case, payment conditions must be clearly defined and communicated to the employee before starting work under the new regime.

Salary calculation

Salary calculation during a shortened work week is carried out based on the established time norm and the salary payment system in effect at the enterprise. With hourly pay, earnings are determined by multiplying the number of worked hours by the hourly rate. With monthly salaries, the calculation depends on whether the full salary is retained or a proportional approach is applied. In cases where the law guarantees full payment, the salary is paid in full regardless of the reduction in working hours. Additionally, allowances, bonuses, and other components of the salary are taken into account according to the internal regulations of the enterprise.

Legal aspects and legislation

The legal aspects of a shortened work week are regulated by the norms of labor legislation, which define the procedure for its establishment, the duration of working hours, and guarantees for employees. The law clearly outlines the categories of individuals for whom a shortened work week is mandatory and also establishes the employer's liability for violating these norms. Employees have the right to timely and full salary payment, proper working conditions, and protection from unjustified reduction of wages. In the event of disputes regarding the work regime or salary payment, an employee may demand the protection of their rights in accordance with the law.

Rights and obligations of the employee

An employee working under a shortened work week retains all fundamental labor rights as provided by current legislation. Above all, this includes the right to appropriate working conditions, a safe working environment, and a clearly defined work regime that cannot be changed unilaterally without prior notice. The employee has the right to know the established working time norm for them, the procedure for accounting hours worked, and the conditions of payment. They also retain the right to annual paid leave, social guarantees, payment for temporary incapacity for work, and other benefits provided for by the employment contract.

At the same time, the employee is obliged to adhere to the established work schedule and perform their job duties within the boundaries of the shortened work time with proper quality. A reduction in working hours does not exempt them from responsibility for the results of their work, compliance with labor discipline, and internal rules of the enterprise. The employee must rationally use working time, complete tasks within the established deadlines, and avoid unapproved increases or decreases in the length of the workday. Should violations of the established regime occur, disciplinary measures may be applied on general grounds.

Advantages and disadvantages of a shortened week

A shortened work week provides several advantages for employees, among which the foremost is the possibility of better balancing work and personal life. Reducing working time allows for more attention to be paid to family, education, recuperation, and personal health. For many employees, such a regime promotes reduced stress levels, increased motivation, and overall job satisfaction. In some cases, a shortened week positively affects productivity, as employees make better use of their working hours and focus on key tasks.

At the same time, there are certain disadvantages to a shortened work week. The most common of these is the possible reduction in income levels in cases where payment is made proportionately to hours worked. This can be significant for employees with stable financial obligations. Additionally, a shortened week sometimes leads to increased work intensity, requiring the same volume of work to be completed in a shorter time frame. For certain sectors, this regime can be difficult to implement due to the specifics of production processes or the need for constant employee presence. Thus, a shortened work week has both positive and limiting aspects that should be taken into account when applying it.