If special work needs so require, the employee must work beyond the normal working hours both during the day and at night unless there is a justified individual reason for inability to do so.
The company may not request an extension of working hours and overtime work in excess of 150 hours per year.
Overtime work is considered as work ordered by the company and performed beyond the normal working hours referred to in Article 30, and gives rise to compensation, without prejudice to the provisions of Article 31.
Overtime should be paid in hourly portions of the monthly global remuneration.
Overtime work and work performed on public holidays and at night must be compensated at the following rates:
| Overtime on a weekday | 25% |
| Overtime at night | 50% |
| Overtime on a holiday or weekend | 65% |
| Overtime at night on a holiday or weekend | 75% |
| Work performed on days considered as holidays | 50% |
| Night work, including in rotating shifts | 20% |
| Night work, not included in rotating shifts | 30% |
The above percentages will be calculated on the hourly rate of basic pay at the time they are paid.
The aforementioned percentage increases are not cumulative, in the sense that the higher values absorb lower values.
For the purposes of the above, night work is defined as work between 10 pm and 6 am.
In the case of continuous night work alone, the relevant increase must be calculated for the following contractual items:
a) holidays;
b) festivities;
c) 13th month;
d) 14th month;
e) employee severance indemnity;
f) indemnity in lieu of notice;
g) illness and injury.
For white-collar workers, any better conditions remain in place.