Working time calendar

The calendar helps plan working hours, annual leave, schedules and monthly payroll for employees on a five-day week. Shift work and aggregated working time require an individual schedule.

The rule on shortened pre-holiday hours must be considered together with the Labour Law, the agreed working time and the employee's schedule. The calendar is a guide, not an automatic answer for every employment arrangement.

A transferred working day changes the placement of working and rest days but does not, by itself, change a monthly salary. Calculations for hourly paid employees and absences must follow the actual schedule.

Holidays and transferred days provide a useful starting point, but each part-time employee's hours must be calculated from their individual schedule. The part-time norm cannot always be found by simply dividing the full-time total.

The monthly norm depends on the year's calendar, the agreed length of the working week, public holidays and any shortened pre-holiday hours. An individual schedule may differ from the standard five-day-week norm.

Apply the rules in force and the employee's actual schedule. A public holiday on a weekend does not necessarily create an extra day off on the next working day. Public holidays and officially transferred working days are separate concepts.

The calendar provides a reference norm for the accounting period, but actual hours must be counted from the approved shift schedule. Overtime is assessed at the end of the period, taking absences and the applicable norm into account.

The calendar helps identify working days and holidays, however The length of leave and the number of paid days are determined by Labor the law, the employee's schedule and the specific vacation period. Holidays must be assessed separately.