In public consultation on Monday (25.8.2025) the new labor bill to support the workers from the Ministry of Labor and Social Security and brings about basic changes focusing on employment for up to 13 hours of expression.
The labor bill It consists of 8 axes And its purpose is to modernize the work framework, simplify processes, reduce bureaucracy, support workers through shielding their rights, enhancing their job security, facilitating businesses and shaping a transparent and modern work environment.
Within the arrangements of the new bill is the possibility of overtime in rotating work, with 40% legal surcharges and expanding the work capacity of up to 13 hours a day. Recruitment – express and one -click departures are also at the central points of simplifying procedures so that the “paper” is replaced by digital operation.
What is the case with 13 hours
According to the presentation he made in early summer, the Ministry of Labor said that in order for an employee to work 13 hours a day in a single business, there should be a “consent” of the employee himself.
With the bill, the possibility of 13 -hour employment extends to employees employed by an employer, provided that the limits of rest and maximum weekly working hours are strictly respected. It is noted that 13 hours of work cannot be applied on a daily basisbut individually, if the needs of the business create the prerequisite for such an increase in hours.
It will therefore be defined how the 48 hours overtime in the four months and 150 hours overtime on an annual basisas a maximum permissible limit. Therefore, an employee can work 13 hours a day up to a total of 37.5 days a year. The 13 -hour introduction does not provide any breach of 40 hours – 5 -day (per week) in the opening of an employee employed in a single business. And this, as any employee who is employed, for example, one day of the week, will be employed for another 3 hours.
There will also be an explicit arrangement of “banning” dismissal of any employee who refuses 13 hours.
Express
The same bill is being promoted to Express Recruitment through the mobile application so that it can be hired staff especially in emergenciessuch as holidays and weekends, when increased customer service needs are presented in catering, accommodation and hotel units.
Each employer may hire employees to meet urgent needs with a fixed -term employment contract, up to two days a week, through a special electronic application of “rapid recruitment”.
Prior to the launch of employment, the employer declares through the special electronic application of paragraph 1 to the PA. ERGANI II, the essential conditions of work provided for in Article 73. In the case of a foreign or minor worker, the same application shall also submit the necessary documents proving legal access to the labor market.
The employee receives notice on the proposal to conclude the contract and the conditions provided through the electronic application “Myergani”, and must accept it, through the same electronic application, prior to launch.
In the event of amendments to the reported data, the employer re -sends an electronic alert for the changed data, and the employee must accept the amendment, no later than the start of the initially declared hours or until the commencement of any changing hours, which are two.
The sending of an online notification-to-bearing notice to conclude the contract by the employer and its acceptance by the employee are equivalent and replacing:
- the labor starting announcement
- the digital organization of working time and
- Announcement of employment contract solution
If the employee is found to be employed without the above proposal and acceptance, administrative sanctions on administrative sanctions for undeclared work shall be imposed.
In any case of recruitment through the application of this Law, the provisions linked to the contract or dependent employment relationship, as well as the obligation to mark digital work card, apply.