MONETARY CLAIMS FOR THE EMPLOYEE FROM 01.06.2023

According to the currently effective Labour Code, wage benefits for work in non-standard working hours and some other wage supplements are determined by a fixed amount, specified in the law.

However, from 01.06.2023 there is a change and after more than two years, the wage benefit for weekend and night work, compensation for work in difficult conditions, compensation for the inactive on-call time off-site and public holiday pay under one of the agreements for intermittent workers will not be determined by a fixed amount, but the amount of the aforementioned supplements will again be based on the amount of the minimum wage (as was the case until the end of 2020).

The table below gives an overview of how the change will affect the amount of supplements and allowances. Before that, however, let us recall that for 2023 the amount of the minimum wage for an employee remunerated by a monthly wage is set at EUR 700 for a fixed 40-hour weekly working time, i.e. the amount of the minimum hourly wage is EUR 4,023. It should also be borne in mind that the stated rates of wage supplements and other allowances represent only the employee's minimum entitlements as determined by the Labour Code - therefore, higher rates than those listed below may be agreed upon.

For work on Saturday

In the case of an employer where the nature of the work or the conditions of the establishment require that the major part of the work is carried out as night work, at the same time it is also not an employee carrying out hazardous work, and a reduced rate has been agreed:

• in a collective agreement if the employer is an employer with a trade union;
• in the employment contract if the employer is a non-unionised employer who, on 31 December of the preceding calendar year, employed less than 20 employees.

It is paid in addition to the normal salary of the employee. The only exception is in the case of a senior employee, with whom a salary may already be agreed in the employment contract, considering any work on Saturday.

For work on Sunday

In the case of an employer where the nature of the work or the conditions of the establishment require the work to be regularly carried out on Sundays and a reduced rate has been agreed:

• in a collective agreement if the employer is an employer with a trade union;
• in the employment contract if the employer is a non-unionised employer who, on 31 December of the preceding calendar year, employed less than 20 employees.

It is paid in addition to the normal salary of the employee. The only exception is in the case of a senior employee, with whom a salary may already be agreed in the employment contract, considering any work on Sunday.

For night work

In the case of an employer where the nature of the work or the conditions of the establishment require the majority of the work to be carried out as night work, at the same time the employee is not engaged in hazardous work, and a reduced rate has been agreed:

• in a collective agreement if the employer is an employer with a trade union;
• in the employment contract if the employer is a non-unionised employer who, on 31 December of the preceding calendar year, employed less than 20 employees.

It is paid in addition to the normal salary of the employee. The only exception is in the case of a senior employee, with whom a salary may already be agreed in the employment contract, considering any work at night.

For work in difficult conditions

It is paid in addition to the normal salary of the employee (without exceptions).

For inactive on-call time off-site

It is paid in addition to the normal salary of the employee (without exceptions).

For work on a public holiday carried out under one of the agreements for intermittent workers

It is paid in addition to the normal salary of the employee (without exceptions).