Work schedules: which ones are allowed by the CLT?

Being aware of the work schedules allowed by the Consolidation of Labor Laws(CLT) is essential for companies and Human Resources professionals. These rules are not just used to regulate working hours; they ensure that employees' rights are respected in order to prevent legal problems and wear and tear on relations between employer and employee.

With the changes introduced by the Labor Reform, it is important to understand how these scales can be implemented correctly and in a way that is adjusted to the current legislation.

In this article, we'll explore the main working hours allowed by the CLT, the impacts of the Labor Reform and the differences between working hours and working hours. Check it out!

Changes in work schedules after the Labor Reform

The Labor Reform, approved in 2017, brought changes that directly impacted the legislation on work schedules. One of the main changes was the possibility of individual agreements to adopt scales such as 12×36, which previously required collective bargaining.

Another important point was the regulation of the bank of hours and the offsetting of working hours, to allow greater flexibility in the offsetting of overtime in specific periods. The Reform also brought changes to the rules on intra-workday breaks, as long as they are previously agreed between the parties.

However, it is important to remember that, despite the flexibilization, work schedules must always respect the constitutional limits of maximum weekly working hours and minimum rest between working hours.

The types of work schedules allowed by the CLT

There are different work schedules allowed by the CLT, which meet the needs of different sectors and functions. Here are some of the most common scales.

6×1

The 6×1 work schedule is one of the most common and provides for six consecutive days of work with one day off. The number of hours per day can vary depending on the contract, but the weekly workload cannot exceed 44 hours.

In this model, the employee works six days and is entitled to one day off, which can be fixed or alternated, depending on the agreement between the company and the employee.

12×36

This format allows workers to work for 12 hours straight and have 36 consecutive hours of rest. Sectors that require shift work, such as hospitals and security companies, often adopt this scale, which requires attention to the CLT rules to ensure the well-being of the employee.

5×1

In the 5×1 model, the employee works for 5 consecutive days and has 1 day off. Similar to the 6×1 scale, this model is commonly used in sectors where continuous work is required, such as retail and security.

The main difference is that the rest cycle takes place every five working days. The weekly workload also cannot exceed 44 hours a week.

5×2

The 5×2 work schedule is one of the most conventional and widely applied in various areas. In it, the worker does 5 days of work and has 2 days of rest, usually at weekends, which favors a balance between personal and professional life. 

The daily workload is usually eight hours, totaling 40 hours a week, but this can vary according to individual or collective agreements.

Work schedules considered special

In addition to the traditional models, the CLT also recognizes some work schedules that are considered special. These schedules are applied to specific categories of workers, such as security guards, nurses, health professionals and other sectors that require a different regime due to the nature of the work.

These special shifts must follow specific collective agreements and comply with occupational health and safety standards.

An example of a special shift is the 24×48 shift, used in cases where the worker works for 24 hours straight and then rests for 48 hours. This type of work schedule is common among firefighters and private security professionals.

Difference between work schedule and working day

Although they are often used synonymously, work schedule and working day are different concepts. The working day refers to the number of hours an employee works per day or week, while the work schedule is the arrangement of work and rest days, defining which days the professional must work and when they will have time off.

For example, in a 44-hour working week, the employee may be on a 5×2 or 6×1 schedule, but the total weekly hours worked will remain the same. Understanding this difference is essential to ensuring compliance with labour laws and avoiding problems with time and attendance control and staff organization.

Did you like the content? For more information on labor rights, we invite you to access our content: Mandatory CLT benefits: which ones does your company need to offer?

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