The normal hours of work for full-time employment vary according to the relevant sector of industry. These are established in Wage Regulation Orders that regulate such sectors according to their activity of work. The normal hours of work of a part-time employee should be less than those worked by a comparable full-time employee, calculated on a weekly basis or on an average over a period of employment of up to one year.

If the training is obligatory, the employer must treat that period as working time and pay it accordingly.

In any part-time employment, whether as a principal or secondary employment,  a part-time employee is entitled to all entitlements enjoyed by the comparable full-time employee, on a pro rata basis.

The pro-rata is the proportion of the number of weekly hours worked by the part-time employee when compared to the number of the normal weekly hours worked by a full-time employee performing same work.

Example: (The vacation leave of a full timer working 40 hours per week is 200 hours in 2018. If the part-timer works 20 hours a week, the pro-rata vacation leave entitlement is 20/40×200 hours = 100 hours.)

Full-time employment with reduced hours is employment in respect of which social security contributions are payable and when the employee agrees with his/her employer to work less hours than those worked by a comparable full-timer. In such cases, the wage and other entitlements shall be granted on a pro-rata basis.

Where an employer makes an offer of telework, the employee is free to accept or refuse the offer. If an employee requests to perform telework, the employer may accept or refuse such request. Whereas telework is always dependent on the nature of work carried out by the employee, telework arrangements are always agreed by the mutual consent of the employer and the employee.

Where the working day is longer than six hours, an employee is entitled to not less than fifteen minutes of rest, unless a longer period of rest is provided by any other regulation or agreement. Such rest break is not considered as working time.

Every worker is entitled to a minimum daily rest period of 11 consecutive hours.

In addition to the 11 hour daily rest, every worker is entitled to an uninterrupted weekly rest period of:

a) 24 consecutive hours within a seven day period, or

b) One period of 48 consecutive hours within a 14 day period, or

c)  Two periods of 24 consecutive hours each within a 14 day period.

However, in certain circumstances specified by the law, there may be the possibility for a worker not to take the full rest period, provided that equivalent compensatory rest periods are given to the worker concerned at times immediately following the corresponding periods worked.

No, such a circumstance is prohibited by law.