Understanding Working Hours and Employment Regulations in Latvia

Latvia's employment framework, governed by the Ministry of Welfare, establishes clear guidelines to protect workers' rights and promote fair labor practices. This comprehensive system ensures both employer flexibility and employee protection in various working arrangements.

Standard Working Hours and Overtime Regulations

Maximum Working Hours

Latvia's Labour Law defines standard working hours as periods when employees are under employer direction, excluding breaks. The legislation specifies that normal daily work cannot exceed 8 hours, with a weekly maximum of 40 hours. Employers may extend daily hours by up to one hour if other days have shorter shifts, provided weekly limits are maintained.

Employees facing special risks have reduced limits of 7 hours daily and 35 hours weekly when such work constitutes at least 50% of their duties. Younger workers under 18 face stricter restrictions—maximum 7 hours daily and 35 hours weekly, with combined study and work hours counting toward these limits.

The standard workweek consists of five days, though six-day weeks are permitted when necessary. Saturday work must conclude earlier than other days, with specific arrangements detailed in employment contracts. Before public holidays, workdays typically shorten by one hour unless otherwise agreed.

Night Work Provisions

Night work (10 PM to 6 AM) carries additional protections. Employees working more than two nighttime hours receive one-hour daily reductions, except when operational requirements prevent this. Special restrictions apply to high-risk positions, limiting night work to eight hours within any 24-hour period.

Employers must provide pre-employment and regular health checks for night workers—biannually for most employees, annually for those over 50. When medical professionals determine night work threatens employee health, employers must transfer workers to daytime positions. Certain groups—including minors, pregnant women, and parents of young children—face additional protections regarding night work arrangements.

Overtime Compensation

Overtime requires written employee consent except during emergencies, public necessity, or unexpected urgent work. After six consecutive days of overtime, employers need State Labour Inspectorate approval to continue. Latvia stands unique in Europe by requiring 100% overtime pay premium, though collective agreements may establish higher rates.

Shift work requires consultation with employee representatives. Consecutive shifts are prohibited, and schedule changes require at least one month's notice. When shifts overlap unexpectedly, continued work qualifies as overtime unless immediately interruptible.

Employment Contracts and Agreements

Latvian employment relationships formalize through contracts, primarily categorized as indefinite or fixed-term. Contract formation requires identity verification and, when relevant, documentation of qualifications.

Essential contract elements include:

Complete identification of both parties
Employment start date and duration
Work location and position description
Compensation details and payment schedule
Agreed working hours and vacation entitlements
Termination notice periods

Fixed-term contracts suit specific circumstances like seasonal work, temporary replacements, or project-based assignments. These contracts cannot exceed three years, with seasonal contracts limited to ten months annually. New contracts with the same employer within 30 days of previous contract expiration count as extensions.

Collective Bargaining Agreements

Collective agreements between unions and employers establish industry-specific working conditions. These legally binding documents typically address compensation, work organization, safety protocols, and social security matters.

Agreement terms cannot diminish statutory employee rights. While generally applicable to all employees in relevant sectors, individual contracts may deviate if they provide superior benefits. Parties must maintain agreement terms during their validity and ensure practical implementation.

Probation Period Guidelines

Latvian employment contracts may include probation periods up to three months, with shorter limits for fixed-term contracts. Collective agreements may establish alternative arrangements, but probation cannot exceed three months for one-year contracts.

Minors cannot undergo probation periods. During probation, either party may terminate employment with three days' notice without stating reasons. Employees continuing work beyond probation periods automatically pass evaluation. Termination during probation violating anti-discrimination laws may lead to legal challenges within one year.

Streamlining Latvian Employment Compliance

Navigating Latvia's employment regulations requires careful attention to detail. SailGlobal's expertise helps international businesses establish compliant working arrangements while maintaining operational efficiency. Our team stays current with legislative changes to ensure your organization meets all requirements regarding working hours, contracts, and employee protections.

Consider a manufacturing company expanding to Riga that needed to implement shift work while complying with night work restrictions. Through careful planning and consultation with employee representatives, they established a schedule that maintained production continuity while respecting legal limits on consecutive shifts and nighttime hours.

Another example involves a tech startup that utilized fixed-term contracts for project-based work. By understanding the three-year maximum for successive contracts, they structured engagements to maintain flexibility while ensuring compliance.

Latvia Working Hours & Employment Law Guide 2024 | HR Compliance