AZERBAIJAN Law and Practice Contributed by: Farid Nabili, Pari Gasimli and Sona Abdullayeva, Caspian Legal Center
strain, physical demands or health risks. When at least half of the daily working hours of these two types of employees fall at night, the part of the working hours falling at night shall be shortened by one hour. The wages of employees working under reduced working hours is paid in full amounts determined for normal working hours. Part-Time Work Part-time work can be agreed upon by employer and employee either when signing the contract or during employment. On a mandatory basis, employers must grant part-time work when requested by pregnant women, employees with health conditions requiring reduced hours (per medical opinion), women with children under the age of 14 or disabled children, and those caring for chronically ill family members. Part-time employees receive wages proportional to hours worked or output achieved. They maintain all standard employment rights and receive full annual leave entitlements. Working hours for mandatory cases are determined through employer–employee agreement, with pay calculated proportionally to time worked. Shifts Working in shifts – in two, three or four shifts – is intro - duced in cases when the duration of the production process exceeds the permissible length of working day, as well as for the purposes of more efficient use of equipment, or increase of the volume of produced output or rendered services. With the shift work arrangement, each of the groups of employees must undertake the work for a specified length of the work - ing time according to the shift schedule. In this case, the employees’ work is established according to shift schedules, and working hours are usually distributed evenly over the weeks. Partitioning a Working Day In work where it appears necessary because of the specific nature of the work, as well as in work with var - ied intensity during the working day (shift), the working day may be split into parts so that the total length of working time does not exceed the fixed length of
the permitted working day. Such partitioning shall be arranged by the employer. Overtime Overtime work requires both employer directive and employee consent, involving work beyond estab - lished daily hours. Employees in particularly hazard - ous sectors and other specified categories are exempt from overtime requirements. Overtime is authorised for emergency situations including natural disasters, industrial accidents, military situations, and preventing perishable goods loss, and other stipulated circum - stances. The general limit is four hours over two consecutive working days. In hazardous working conditions, limits are reduced to two hours per shift and two hours over two consecutive days. Time-based employees receive minimum double hourly rates. Piece-rate employees receive full piece-rate wages plus additional payment equivalent to qualified time-based hourly rates. Employees under the age of 18 are prohibited from overtime work. Pregnant women and mothers with children under the age of 14 or disabled children may only work overtime with written consent. 1.4 Compensation Minimum Wage The Labour Code provides that employees have the right to a minimum wage. According to the Presiden - tial Decree dated 23 December 2024, the minimum monthly wage was set at AZN 400 from 1 January 2025. No government intervention takes place with respect to determining the procedure for and amount of com - pensation, pay increases, etc, apart from the minimum wage stipulation. Reward The 13th-month pay, commonly known as a “13th- month bonus”, constitutes an additional annual remu - neration provided to employees, generally amounting to one month’s salary. This compensation is typically awarded at the conclusion of the calendar year or dur - ing the holiday season as an additional benefit.
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