Order of work at night. Work at night according to the Labor Code (nuances). The employer will provide benefits for

Not all organizations have the ability to stop production and dismiss workers for the night. Making activities at night is suitable for such circumstances.

International Labor Organization sets framework for night workers. Echoing it, the labor code regulates night work by guaranteeing benefits. In the article, we will figure out from what hour night time is considered and how it is paid according to the Labor Code.

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Night time concept

Night time according to world regulations is a period of time within 7 hours, which lasts from midnight to 5 in the morning. Commissioning consultations are given by the unions of employers and workers, after studying the collective agreements.

Night time in the labor legislation of the Russian Federation is defined as hours from 10 pm to 6 am, with the length of work or shift reduced by 1 hour.

Watch the night shift video:

Legislative regulation

Night work is ordered:

Art. , , , Labor Code;
Art. 5.27 of the Code of Administrative Offenses of the Russian Federation;
Decree "On the minimum amount of wage increases for work at night";
Decree "On approval of the list of professions and positions of creative workers";
Industry agreements on the river fleet, radio-electronic industry, etc.;
the Convention "On Night Work" (not ratified, it is impossible to refer to its provisions in disputes on the territory of Russia);
Local NPA.

The last two cannot go against the Labor Code of the Russian Federation.

Who is not allowed to work?

Night work is prohibited:

Certainly (pregnant);
Conditionally (children under 18, disabled people, women with small children, etc.).

Pregnant women

Of course, work is prohibited from 22 to 6 in the morning for pregnant women. Even if there is a statement and readiness, the employer cannot leave a woman in such a job.

Two alternatives:

assignment to a similar job or to the same daytime job;
removal from work with abandonment, if the transfer is not possible.

The woman must bring proof of pregnancy. If she remains in her previous position, then the employer may have problems, up to paying a fine.

Children under 18

Conditionally work at night is prohibited for children under 18 years old, if they are not involved in the presentation of performances, musical compositions(child actors, circus performers, etc.).

Women with small children

Women with small children are divided into three categories:

With children under the age of 3;
With children under the age of 5 without a spouse;
Guardians of children under 5 years old.

Night shift is allowed for such workers, only if the woman has given consent and there is a medical certificate that allows you to work. The worker enjoys the waiver of night work, and the manager is obliged to provide her with a similar job.

From night work fathers with children under 5 years old without a spouse are exempted by the same rules.

Disabled

The employer will provide privileges for:

people with disabilities;
having disabled children;
caring for sick relatives (not necessarily disabled).

These groups must also give a written agreement and submit honey. conclusion allowing you to work at night. The employer introduces them on receipt with the right to refuse. For other categories, consent is not required.

Employee consent form:

Peculiarities

Enterprises themselves adopt acts that supplement the number of days off. According to the schedule, a fraction of the time may fall at night. Labor time is reduced by an hour, which does not need to be completed. The shift lasts without reductions if:

working time is already less than 8 hours;
The position involves being at work at night.

The local act of the enterprise may contain provisions that are different from the federal ones, therefore, before giving consent, you need to familiarize yourself with the act.

A night shift can be equal to a day shift if:

this is ;
shift work with one day off per week.

Internal contracts designate the forms of work when the night shift lasts the same as the day shift.

The laws of the Russian Federation do not stipulate how many night shifts can be worked per month.

The shift schedule or local rules of the organization determine the amount of shifts. The manager introduces these papers before being sent to the night shift.

The duration of rest after a night shift is not regulated by the Labor Code. The following principle applies throughout: after the night shift there should be a rest period equal to two shifts, i.e. if a person has worked 8 hours, he must rest at least 16.

How to calculate hours in a timesheet?

Schedule sheet can be filled out according to forms or documents accepted by the organization. Time can be reflected separately evening and night. The columns contain alphabetic and numeric codes. For example, alphabetic: "H" or "B", digital "2". The head can accept his conditional symbols, about which an order is issued.

An example of filling out a time sheet (clickable):

You can fill in the columns for each day. In the form T-12, columns 4-6 are filled in, in T-13, section 4 is filled in. You can put down the code with a letter or number, and in the line below them - hours and minutes of work.

If the employee works in shifts, then you need:

Add columns to samples T-12 or T-13;
Put down the hours of operation in codes.

The form of accounting developed by the company is usually contains rows for night and day span.

You can take into account the work schedule, which begins during the day and ends at night with fractional designations. The term of work is indicated in numbers through the line.

Payment

Overnight pay will be higher. This is stated in the labor laws. The percentage is also indicated there, less than which the employer cannot do.

The percentage above can be accepted:

collective agreement;
local NLA;
labor deal.

By law, the leader approves the surcharge by listening to the opinion of the trade union and taking it into account.

The Government of the Russian Federation has appointed a 20% bonus for night work. It cannot be installed below. Industry agreements set a higher percentage of the allowance (for example, 40% for multi-shift workers in the river fleet).

The calculation is carried out in stages:

We consider how much is allocated for work in the night part of the day:

Total time – busy time during the day = time worked at night

Calculate the hourly rate:

Rate / total number of hours = hourly rate

Calculate how much an hour of night work costs:

Hourly rate x 20% (or % accepted by the organization) = amount in excess of the rate

Hourly rate + amount over the rate = work for one hour at night

We calculate according to the formula how much to pay for the work:

Cost of an hour at night x time worked at night = amount of remuneration for night work

Calculation example:

I. Taneeva works 12 hours, from 20.00 to 08.00. Rate per day 1000 rubles. The manager set a 30% increase in night work pay. We count in stages:

Working hours at night:

12-4 = 8 hours

Hourly rate:

1000 / 12 = 83,34

Night work hours:

83.34 x 30% = 25.01

83, 34 + 25,01 = 108,35

Night work reward:

8 x 108.35 = 866.80

Such formulas are suitable for calculating the remuneration of both watchmen and production workers.

How to calculate night hours from salary: it is necessary to calculate the cost of one hour of the employee's working time. Further, the cost of a working hour is multiplied by a multiplying factor and by the number of hours worked at night.

If the night shift of an employee falls on, both allowances must be calculated.

Registration of night shifts

Internal rules and the shift calendar are the main documents that establish the periods of night and day work.

If taken specifically at night or in shifts:

get acquainted with the regime;
sign an employment contract.

If, when hiring, it was supposed to be carried out in the daytime, but then the company switched to a shift schedule:

30 days before the introduction of the schedule, familiarize everyone with it under signature;
issue a transfer order.

Sample order for entering night time:

If the employee is included in a group for which night work is conditionally prohibited:

announce a new schedule;
inform under the signature of the right of refusal;
ask the consent of the employee;
after the worker provides honey. conclusion about the possibility of working at night;
an order is issued to transfer the employee to the appropriate schedule.

Employer may hide night shifts or not pay due wages. Then the workers go to court. Any evidence of night work is allowed in court, so proving it is often quite easy. The addition of pay for work is not included in bonuses and other incentive payments.

In accordance with the international classification, the term "night work" means any work that is carried out for a period of at least 7 hours in a row, including the interval between midnight and 5 a.m.<*>. Part one of Article 96 of the Labor Code of the Russian Federation provides for a clearer framework for night time - this is the period from 22 hours to 6 hours.

<*>Article 1 of the ILO Night Work Convention No. 171 dated June 26, 1990. Despite the fact that the Convention has not yet been ratified by the Russian Federation, its provisions are of interest to employees organizing night work.

Why does an employer need to involve their employees in work at a time when the vast majority of people use it for rest and sleep?
The main motive that guides the employer is the desire to achieve high economic results: production growth, increasing its efficiency, increasing production potential, reducing the need for capital investments, etc. The employer seeks to use the available production capacities to the maximum, to ensure that the physical wear and tear of the equipment used is ahead of its obsolescence, so that unique and expensive equipment is used without interruption.
The use of night work is also conditioned by other reasons, for example, the need to ensure a continuous production process, when technology does not allow the employer to stop production at night (for example, maintenance of a blast furnace), the duration of the production process exceeding the daily work rate, the need to ensure the protection of the employer's property, the obligation to work around the clock equipment operation control, etc.
In almost all cases, the goals of the introduction of night work from the point of view of employers are good. However, in order to "curb" their desire to transfer everyone to a round-the-clock mode of operation, legislators have placed legal "barriers" in their way, due to social, ethical and other aspects.
Let's consider them in detail.

Organization of work of workers at night

First of all, the legislator outlined the boundaries of night time, defining in the first part of Article 96 of the Labor Code of the Russian Federation that the time from 10 p.m. to 6 a.m. is considered night time.
The next thing the legislator did was to introduce a rule in the second part of the named article of the Code, according to which the duration of work (shift) at night is reduced by 1 hour. What is the reason for such a decision of the legislator?
The night shift is the most difficult in terms of physiological addiction, sleep and well-being. During the night shift, errors and rhythm in the performance of work are especially intensified, and fatigue accumulates. Studies show that after several night shifts in a row, sleep deprivation usually accumulates, which affects work productivity and increases the likelihood of an accident. Also, according to research, the number of pronounced "larks" and "owls" is only 5% of the population. Most workers need more than 1 week for their body to fully get used to night work. Any partial addiction is lost on the weekend following the night shift. Thus, the biorhythms of permanent night workers are always in a state of disturbance.<*>.

<*>Peter Knauth. Duration of work // Encyclopedia of Safety and Occupational Health. Volume 2. - International Labor Office, Ministry of Labor and Social Development of the Russian Federation, 2001. - P. 309.

That is why the legislator reduced the duration of work (shift) at night by 1 hour - in order to improve the portability of night work. The exception is employees who have already established a reduced working time (for example, employees employed in work with harmful and (or) dangerous working conditions, etc.), as well as employees who are hired specifically for work at night (part three of Article 96 Labor Code of the Russian Federation). For these workers, night work is not reduced, unless otherwise provided by the collective agreement.
According to the fourth part of Article 96 of the Labor Code of the Russian Federation, the duration of work at night is equalized with the duration of work in the daytime in cases where it is necessary for working conditions, as well as in shift work with a 6-day working week with 1 day off; the list of these works may be determined by a collective agreement, a local normative act. For employees of some industries, the legislation provides for a clarification of the above rule, in particular, the Regulations on the peculiarities of the working hours and rest time of communications workers with a special nature of work, approved by order of the Ministry of Communications of Russia dated September 8, 2003 No. 112, it is established that with continuous round-the-clock operation of communications work at night is equalized with the duration of work during the day, when it is necessary for working conditions.
As follows from the Decree of the Council of Ministers of the USSR dated February 12, 1987 No. 194 “On the transition of associations, enterprises and organizations of industry and other sectors of the national economy to a multi-shift mode of operation in order to increase production efficiency” (as amended on November 19, 2003), which is applied in part , which does not contradict the Labor Code of the Russian Federation, the introduction of the specified regime, in which work (shift) at night is reduced by 1 hour, is carried out by the organization without reducing targets in terms of production volume and labor productivity. This means that the employer himself should be interested in providing the most favorable conditions for highly productive work and good rest.
In order to fully utilize the potential of the staff, it is necessary to start solving all production and social issues already at the stage of planning the transfer of production to a multi-shift operation.
When redistributing workers across shifts, the proposals and wishes of the team should be taken into account to the maximum extent, using polls, questionnaires and other forms of identifying public opinion for this. World practice follows the same path: before the introduction of work schedules requiring the use of night work, the employer consults with representatives of the workers concerned regarding the specific content of such schedules and forms of organization of work at night, which are most adapted to the enterprise and its personnel, as well as regarding the necessary measures for occupational health and social services.<*>In the same way, Article 103 (Part Three) of the Labor Code of the Russian Federation directly instructs the employer, when drawing up shift schedules, to take into account the opinion of the representative body of employees.

<*>Article 10 of the ILO Convention on night work of 26.06.1990 No. 171.

Night work can have a negative impact on family life, social participation and social contacts. The depth of problems may depend on many factors such as the type of shift system, gender, age, marital status, composition of the worker's family, etc. Compared to other shift systems, permanent night shifts have the most negative effect on family members who must adjust their lifestyle under this schedule, on the employee's ability to perform his family functions.
However, some workers see certain benefits in night work. For example, night shift workers tend to feel more independent and have less of a sense of supervision. Moreover, since the work is harder, the “team spirit” develops faster among the night staff. However, in most cases, night work is chosen for economic reasons - because it means an increase in income due to higher pay for night hours.<*>

When deciding on the composition of night shifts, one should not only be guided by considerations of the expediency of using certain workers, but also take into account the circumstances of workers with family responsibilities and other categories of workers. Moreover, the legislator requires a special approach to these workers in the relevant articles of the Labor Code of the Russian Federation.
So, according to part five of article 96 of the Labor Code of the Russian Federation, the following are not allowed to work at night:

These restrictions are caused by the psycho-physiological and age characteristics of these categories of workers, and the establishment of prohibitions is the implementation of the state policy for the protection of motherhood and childhood, ensuring the health of young people. Moreover, as the Plenum of the Supreme Court of the RSFSR explained in its resolution of December 25, 1990 No. 6 “On some issues arising from the application by the courts of legislation regulating the labor of women” (as amended on January 15, 1998), the refusal of a pregnant worker to work at night cannot be considered as a violation of labor discipline, regardless of the nature of the work duties, even if only part of the work shift falls at night.
The legislator also established certain protection against arbitrary involvement in work at night in relation to other categories of workers listed in part five of Article 96 of the Labor Code of the Russian Federation:

The listed employees may be involved in night work only with their written consent and provided that such work is not prohibited to them for health reasons in accordance with a medical report. This is explained by the fact that when caring for a child or another family member, such workers, due to objective circumstances, reduce the amount of free time and the duration of sleep. In order to create favorable conditions that allow them to combine work with social life, labor legislation grants them the right to work at night at their own discretion.
As for the disabled, their right to choose a night work regime is also limited by their state of health. It must be said that the first version of Article 96 of the Labor Code of the Russian Federation established a strict ban on employing disabled people to work at night. This prohibition was established regardless of whether work at night is contraindicated for a disabled person or not. Meanwhile, not every disability prevents normal work at night, for example, this, as a rule, is not prevented by a disorder in the functions of the organs of vision and hearing, and in some cases, the musculoskeletal system. In addition, there are many jobs, the performance of which at night requires less physical and emotional stress from the employee. The ban on engaging in such work at night worsened the situation of disabled workers. Therefore, Federal Law No. 97-FZ of July 24, 2002 “On Amendments and Additions to Article 96 of the Labor Code of the Russian Federation” left such a ban only for disabled people with medical contraindications, and engaging disabled people who do not have medical contraindications to work at night was subject to their written consent.
According to part five of article 96 of the Labor Code of the Russian Federation, when deciding on the issue of engaging in night work, the above workers must be familiarized in writing with their right to refuse to work at night. These requirements predetermine a special approach to formalizing the involvement of these categories of workers. The most common form is to receive from the employee an application for consent to work at night. Such a statement can be drawn up in any form or on a template developed by the personnel department. In a number of organizations, the execution of documents called “Consent to work at night” is practiced.
It doesn't matter what the title of this document is. It is important that it contains the express consent of the employee to perform his work duties at night, an indication of the absence of medical contraindications and confirmation that the employee was familiar with his right to refuse to work at night (an example of such a document is given in the "PAPERS" section - page 75). It seems that the employer should request such consent in each case when he intends to involve the employee in night work, as well as in writing to acquaint the employee with his right to refuse to work at night (in the form of an offer or a separate notice (an example form is given in the section "PAPERS" - p.
However, the fifth part of Article 96 of the Labor Code of the Russian Federation provides for obtaining the consent of the employee not only as a condition for including the employee in the night shift, engaging him in one-time work, etc., but also for admission specifically for work at night. In the latter case, the relationship is formalized in a different way. First of all, the condition of working at night should be included in the employment contract as a feature of the work and rest regime, which, according to part two of Article 57 of the Labor Code of the Russian Federation, should be reflected in the contract as an essential working condition if this regime differs from the general rules established in the organization. The consent of the employee can also be expressed in a separate document (for example, an application for employment), the details of which, together with the details of a medical report indicating that work at night is not prohibited to the employee for health reasons, are indicated in the employment contract.
In practice, certain difficulties arise when deciding whether an employer can involve an employee in night work, based on his oral message that night work is not prohibited to him for health reasons. Based on the fact that the legislator formulated it as a separate, but indispensable condition for engaging in work at night, it seems that the employer should not rely on the words of the employee, but ask the latter to submit a medical report, from which it would follow that contraindications for work in night time is not available. At the same time, it should be noted that an indication of this fact in the employee's statement of consent to work at night will not be superfluous.
Part six of Article 96 of the Labor Code of the Russian Federation provides for the possibility of deviating from the generally established rules for creative and other categories of workers: mass media and professional athletes in accordance with the lists of categories of these workers, approved by the Government of the Russian Federation, may be determined by a collective agreement, a local regulatory act or an agreement between the parties to an employment contract. To date, the Government of the Russian Federation has not approved this list, referring to the need to make appropriate changes to the Labor Code of the Russian Federation.
With regard to other employees, it should be borne in mind that if the regime of work and rest is an essential condition of the employment contract and does not involve work at night, then the involvement of such workers in night work must be carried out in accordance with the rules provided for in part one of Article 72 of the Labor Code of the Russian Federation (individual cases) or parts one and two of Article 73 of the Code (for example, the introduction of a shift regime that provides for work at night).
When choosing a shift system (developing a schedule), the following considerations should be followed. The transition from one shift to another is recommended to be carried out regularly after a certain number of working days in accordance with the shift schedule. In this case, a direct (day, evening, night, day, evening, etc. "in a circle") order of alternation of shifts or a reverse one (day, night, evening, day, night, etc.) is allowed. Intersectoral recommendations for the development of rational modes of work and rest<*>recognize as more preferable the direct order of alternation of shifts (day, evening, night, day, evening, etc.), since it corresponds to the natural daily rhythm of human natural processes. In any case, shift rotation should be preferred over full-time night work.

<*>Moscow, Publishing house "Economics", 1975.

It is also worth thinking about how to reduce the amount of night work and its negative impact on workers, for example, by:

When solving the issues of organizing the work of workers at night, when drawing up shift schedules, one should also remember the requirements of Article 103 of the Labor Code of the Russian Federation, which establishes, among other things, a ban on working for two shifts in a row (part five), and the employer’s obligation to bring shift schedules to the attention of employees later than 1 month prior to their entry into force.

Providing conditions for rest, food and travel of employees

Night shifts must necessarily provide for breaks (this follows from Article 100 of the Labor Code of the Russian Federation), despite the fact that some employers consider such breaks "unproductive interruption of working hours."
The time of work and rest during the shift should be in an optimal ratio in order to minimize fatigue. We must not forget about the social aspect of the rest period (meaning communication between employees).
The schedule and the total duration of breaks should take into account the burden that workers bear due to the peculiarities of night work.
A break is also needed for eating, for which the employer should take care of organizing hot meals for employees, establishing a convenient working mode for canteens and buffets at work, or coordinating the break time with the opening hours of third-party catering establishments.
It should be borne in mind that working at night leads to a change in the sequence and hours of eating (at night, the stomach cannot cope with the composition and quality of a typical daytime meal). Therefore, during night work, it is recommended to set the main meal time before 1.00 am. These foods should be high in protein, not carbohydrates, and low in fat. At about 4.00 - 4.15, nutritionists advise snacking on fresh fruit or dairy products<*>.

It is well known that night shift productivity is reduced if the work consists of boring, repetitive, monotonous tasks. Therefore, it is necessary to try to provide a break in the production process for physical education, which will increase the tolerance of night work.
When introducing night work, the employer should also take into account social factors and carry out a number of the following organizational measures:

-	coordinate the beginning and end of night shifts with the schedules and routes of ground public transport in order to create maximum convenience for workers working at night;
	take measures to limit or reduce the amount of time night workers spend traveling between their place of work and their place of residence, as well as to eliminate or reduce the additional costs associated with their travel and improve their safety when traveling at night;
	provide collective means of transport for persons working at night, if public transport does not operate at this time of the day;
	provide appropriate compensation for additional overnight travel costs.

Accounting for night work

According to the third part of Article 91 of the Labor Code of the Russian Federation, the employer is obliged to keep records of the time actually worked by each employee.
The norm of working time for certain periods is calculated according to the calculated schedule of a 5-day working week with 2 days off, based on the following duration of daily work (shift):

The norm of working time calculated in the specified order applies to all modes of work and rest.<*>.

<*>Letter of the Ministry of Labor of Russia dated August 9, 2002 No. 1202-21.

As already noted, the duration of work (shift) at night is reduced by 1 hour. The Labor Code of the Russian Federation does not say anything about whether the reduction in the duration of night work reduces the established norm of working time (40 hours a week), and does not regulate the obligation to work these hours. However, back in 1987, legislation established that the total number of working days per year, with a reduction in night work by 1 hour in a 3-shift regime for most organizations (industry, transport, communications, processing industries of the agro-industrial complex, etc.) should not exceed the total number of working days for 1-shift and 2-shift work (paragraph 10 of the Decree of the Council of Ministers of the USSR of February 12, 1987 No. 194 “On the transition of associations, enterprises and organizations of industry and other sectors of the national economy to a multi-shift operation in order to increase production efficiency "(as amended on November 19, 2003). In addition, in the Explanation of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions of May 7, 1987 No. 14 / 14-38 "On the procedure for applying additional payments and providing additional leave for work in the evening and night shifts ... provided Decree of the Central Committee of the CPSU, the Council of Ministers of the USSR and the All-Union Central Council of Trade Unions of February 12, 1987 No. 05.1987 No. 294 / 14-38), it was indicated that the reduction in the time of work in the night shift is not subject to working out. Practice shows that at present, most organizations, when keeping records of the working time of night shifts, adhere to just such an approach.
To record the time actually worked and (or) not worked by each employee of the organization, to monitor compliance with the established working hours by employees, as well as to obtain data on hours worked, a unified form No. T-13 "Time sheet" is used, approved by the decision of the State Statistics Committee of Russia dated 01/05/2004 No. 1. With separate keeping of records of working time and settlement with personnel for remuneration, it is allowed to use section 1 "Accounting of working hours" of the time sheet in the form approved by the same resolution of the State Statistics Committee of Russia - No. T-12 "Time sheet of the worker time and calculation of remuneration" - as an independent document (without filling out section 2 "Settlement with personnel for remuneration").

Pay at night

It follows from Article 154 of the Labor Code of the Russian Federation that each hour of work at night is paid at an increased rate compared to work under normal conditions, but not lower than the rates established by laws and other regulatory legal acts; the specific size of the increase is established by the employer, taking into account the opinion of the representative body of employees, the collective agreement, the labor contract. It must be said that at present there is no single regulatory legal act that establishes a lower limit on the amount of additional payment for night work.
So, for enterprises and organizations of industry, construction, transport and communications, as well as in the processing industries of the agro-industrial complex, the additional payment for work on the evening shift is 20%, and for work on the night shift - 40% of the hourly tariff rate (official salary) for each hour work in the corresponding shift (paragraph 9 of the above resolution of the Council of Ministers of the USSR dated February 12, 1987 No. 194). In 2002, the Supreme Court of the Russian Federation recognized this provision as illegal. At the same time, in its decision No. GKPI 2002-353 dated May 21, 2002, the Supreme Court of the Russian Federation proceeded from the fact that at present, in accordance with the Labor Code of the Russian Federation, specific amounts of increased pay for night work are established by employers, taking into account the opinion of the representative body workers, a collective agreement, an employment contract, and, therefore, these issues (on the amount of additional payment for night work) should be resolved in a different manner than provided for in paragraph 9 of the above resolution. However, the Presidium of the Supreme Court of the Russian Federation, by its decision of November 19, 2003 No. 48pv-03, the above decision of the Supreme Court of the Russian Federation regarding the establishment of an additional payment in the amount of 40% of the hourly tariff rate (official salary) for each hour of work in the night shift and 20% of the hourly tariff rate (official salary) for each hour of work in the evening shift canceled. At the same time, the Presidium drew attention to the fact that, according to Article 423 of the Labor Code of the Russian Federation, the decrees of the Government of the former USSR are applied on the territory of the Russian Federation to the extent that they do not contradict the Labor Code of the Russian Federation. By virtue of the said norm, the resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR and the All-Union Central Council of Trade Unions of February 12, 1987 No. 194 “On the transition of associations, enterprises and organizations of industry and other sectors of the national economy to a multi-shift mode of operation in order to increase production efficiency” also applies to the current legislation. Article 154 of the Labor Code of the Russian Federation regulates wages for night work. This time is defined by the Labor Code of the Russian Federation as the time from 10 p.m. to 6 a.m. (Article 96). Based only on these norms, the Supreme Court of the Russian Federation concluded that the amount of payment for work in night and evening shifts is not defined in the articles of the Labor Code of the Russian Federation, and, therefore, additional payments for multi-shift work should not be made. Meanwhile, Article 103 of the Labor Code of the Russian Federation establishes a work schedule of 2, 3 and 4 shifts, therefore, it provides for evening and night shifts. Working conditions in the evening and night shifts are a deviation from normal working conditions and require higher pay. Additional payments for work on the night shift and for work on the evening shift, related to the regime and working conditions, refer to payments of a compensatory nature, which, by virtue of Article 149 of the Labor Code of the Russian Federation, are defined as payments for work that deviates from normal, and are subject to increased payment. The Presidium found that the reference to part two of Article 154 of the Labor Code of the Russian Federation, according to which the specific amount of the increase is currently set by the employer, taking into account the opinion of the representative body of employees, the collective agreement, the labor contract, was made by the Supreme Court of the Russian Federation without taking into account the provision of part one of that the same article of the Code that the indicated amounts of the increase must not be lower than the amounts established by laws and other regulatory legal acts. The named resolution is such a normative legal act, in paragraph 9 of which the specific amounts of the increase in surcharges for work in multi-shift mode are established.
However, the Presidium upheld all other conclusions of the Supreme Court of the Russian Federation regarding the paragraph of the resolution under consideration. So, in particular, the rule indicating that the extra payment for night shift work is made if at least 50% of its duration falls at night (from 10 pm to 6 am), was nevertheless recognized as contradicting modern labor legislation, since Article 154 of the Labor Code of the Russian Federation establishes that an increased amount is payable every hour work at night, regardless of what proportion of the work shift is night work. That is, regardless of the name of the shift, only hours that fall between 10 p.m. and 6 a.m. are subject to increased payment.
It is noteworthy that the legislator is planning to clarify the first part of Article 96 of the Code precisely as to what is meant by the night shift. Amendments to the draft federal law "On the Introduction of Amendments and Additions to the Labor Code of the Russian Federation" (draft No. 329663-3, adopted by the State Duma of the Russian Federation in the first reading of June 20, 2003), which will be considered at the second reading, provide for supplementing this norm with the following explanation : "A night shift is considered if at least half of its duration falls at night." Whether this amendment is taken into account will also depend on the procedure for remuneration of night work.
Employers should pay attention to the fact that the above provisions of paragraph 9 of Decree of the Council of Ministers of the USSR dated February 12, 1987 No. 194 on a 40% surcharge for night shift work apply to workers working in two and three shifts in organizations of industry, construction, transport and communications, as well as in the processing industries of the agro-industrial complex.
As for other branches of economic activity, the procedure for remuneration of their employees at night is established by the sectoral regulatory legal acts listed in Table 1.

Table 1

No. p / p	Employees/employees	Payment amount	Regulatory act
	Textile and bakery workers	50% hourly rate	Decree of the Council of Ministers of the USSR of November 16, 1972 No. 822 "On increasing industrial workers' additional wages for working at night"
	Hotel workers	35% rate (salary)	Decree of the State Committee for Labor of the USSR No. 66/3-138 dated February 21, 1990 "On improving the organization of wages and introducing new tariff rates and official salaries of employees at the expense of enterprises (associations) and organizations of housing and communal services and consumer services (non-production types of services) )"
	Employees of housing and communal services, including rescue services, and public services		Decree of the USSR State Committee for Labor No. 242/10-9 dated June 19, 1990 "On the establishment of additional wages for employees of enterprises (associations), organizations and divisions of housing and communal services and consumer services for the population for work at night"
	Workers of paramilitary, professional fire and watch guards	35% hourly rate (salary)	Decree of the USSR State Committee for Labor dated 08/06/1990 No. 313 / 14-9 "On the remuneration of security workers at night"
	Medical personnel engaged in the provision of emergency, ambulance and emergency care, mobile personnel and communication workers of stations of emergency and emergency medical care		Decree of the Ministry of Labor of Russia dated 06/08/1992 No. 17 "On the amount of allowances and additional payments for health workers and social protection of the population" (as amended on 02/19/2004)
	Employees employed in the main activities of the railways		Order of the Ministry of Railways of Russia dated December 15, 1997 No. 24Ts "On improving the system for organizing the wages of employees engaged in the main activities of railways" (as amended on September 21, 2003)
	Medical personnel and other employees of mobile teams directly involved in the provision of assistance in emergency situations	100% hourly rate (salary)
	Medical staff and ambulance drivers	50% hourly rate (salary)	Decree of the Ministry of Labor of Russia dated July 14, 1999 No. 23 "On the conditions for remuneration of civilian personnel of the All-Russian Center for Emergency and Radiation Medicine of the Ministry of the Russian Federation for Civil Defense, Emergency Situations and Elimination of Consequences of Natural Disasters" (as amended on April 14, 2000)
	Employees of health care institutions, including drivers of ambulance vehicles employed by motor transport enterprises and other organizations	50% of the hourly tariff rate (official salary)	Order of the Ministry of Health of Russia dated October 15, 1999 No. 377 "On approval of the Regulations on the remuneration of healthcare workers" (as amended on September 5, 2003)
	Customs officials	35% hourly rate (salary)	Order of the State Customs Committee of Russia dated November 30, 2000 No. 1082 "On Approval of the Instruction on the Remuneration of Labor of Employees of the Customs Authorities of the Russian Federation on the Basis of the Unified Tariff Scale" (as amended on September 8, 2004)
	Members of election commissions of constituent entities of the Russian Federation, territorial, precinct election commissions with the right to vote, employees of the apparatus of election commissions during the preparation and conduct of elections of the President of the Russian Federation	double size	Decree of the Central Election Commission of the Russian Federation of December 16, 2003 No. 68 / 608-4 "On the amount and procedure for paying compensation and additional wages (remuneration) to members of election commissions of the constituent entities of the Russian Federation, territorial and precinct election commissions with the right to vote, employees of the apparatus of election commissions , as well as payments to citizens involved in work in these commissions during the preparation and conduct of elections of the President of the Russian Federation"
	Employees and workers of the State Courier Service of the Russian Federation	40% hourly rate (salary)	Decree of the Government of the Russian Federation of February 13, 2004 No. 78 "On the conditions for remuneration of employees and workers of the State Courier Service of the Russian Federation"

Surcharges for night work are also set by industry tariff agreements. Thus, the Sectoral Tariff Agreement for the Road Sector for 2002-2004 provided that in organizations of the road sector, an additional payment for work at night is made in the amount of at least 40% of the tariff rate.
The same amount was established for employees of construction organizations and the building materials industry by the Sectoral Tariff Agreement for the Construction and Building Materials Industry of the Russian Federation for 2002-2004.
As a general rule, hourly tariff rates for determining additional wages for work at night are calculated:

Taking into account all of the above, we will give an example of calculating the amount of additional payment for work at night.

Example
The tariff rate of an employee per month is 5,600 rubles. The norm of working time for April was fully worked out (151.2 hours, of which 48 hours were at night). In accordance with the Regulations on Remuneration of Labor, the additional payment for night work is 40% of the tariff rate.
In this case, the monthly salary will be equal to:
5 600 rub. + 711 rub. 11 kop. = 6 311 rub. 11 kop.,
where
5 600 rub. - tariff rate;
711 rub. 11 kop. - Surcharge for night work (5,600 rubles / 151.2 hours x 48 hours x 40%).

In addition to the above surcharges, local regulations may also provide for other material compensation for work at night, for example, remuneration for the overall results of work based on the results for the year, free or reduced-price hot meals for night shift workers.

Once again, I note that the system of material incentives alone cannot be sufficient to compensate workers for working at night. The personnel service should pay no less attention to moral incentives, such as the priority provision of holiday vouchers to employees who have worked the largest number of night shifts, preferential provision of vacations for them, and the provision of other social services.

Daily work - according to the Labor Code, rest time under this regime is not specifically regulated, employers are guided by the general rules of section V of the Labor Code of the Russian Federation. How many and what should be breaks during daily work, read in this article.

The concept of daily work

Daily work is understood as the performance by the employee of his labor duties within 24 hours. With regard to such a regime, there are no prohibitions in the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), but when establishing it, the following must be taken into account:

per week, the employee must work no more than 40 hours - part 2 of Art. 91 of the Labor Code of the Russian Federation (for information on who has a shorter working week, read our article “Reduced working hours (nuances)”);
during the week, the employee must have a continuous rest of at least 42 hours (Article 110 of the Labor Code of the Russian Federation).
not all categories of workers can be involved in shift work lasting a day due to the presence of restrictions on the length of the working day / week for certain categories of workers (minors, disabled people, etc. - Articles 92, 94 of the Labor Code of the Russian Federation) - see block - diagram below;
not all categories of workers can be involved in work according to such a schedule due to the ban on involving them in work at night - Art. 96 of the Labor Code of the Russian Federation (more details in our article “Payment for night work under the Labor Code (nuances)”).

How to schedule work and rest for daily shifts?

The most common schedules in practice are a day after 2 and a day after 3. With such schedules, there is a violation of the requirement for a 40-hour week, so the employer introduces the summarized time accounting provided for in Art. 104 of the Labor Code of the Russian Federation.

Risks! According to Art. 104 of the Labor Code of the Russian Federation, if it is not possible to comply with the daily and weekly working time limits, the employer considers the hours worked for the accounting period and controls that they do not exceed the established norm for the accounting period.

The procedure for introducing summarized accounting of working time is regulated by the internal labor regulations. Accordingly, these rules also determine the accounting period - a month, quarter, six months or a year. It is not allowed by law to take into account hours worked for more than a year (for workers in the industry with harmful conditions, the limit is 3 months - part 1 of article 104 of the Labor Code of the Russian Federation).

Note! Thanks to the accounting of working hours, unworked hours can be covered by overworked ones.

The normal number of working hours for the accounting period is determined on the basis of the weekly working hours established for this category of employees.

Consider, using a specific example, the rules for scheduling daily work, for example, for April 2019:

scheme - in 3 days;
accounting period - month;
the number of working days according to the calendar of the five-day working week - 22;
the number of hours per month that accounted for the reduction in working hours in April 2019 is 1 hour.

The calculation of the norm of hours of working time for a month is carried out in accordance with the Calculation Procedure ..., approved. by order of the Ministry of Health and Social Development of August 13, 2009 No. 588n:

Norm hours \u003d (40 hours x 5 / 22) - 1 hour \u003d 175 hours.

The shift schedule for the month is presented below (C - shift, B - day off).

Working hours and rest time with a daily schedule

The start and end times of work are indicated in the internal regulations and, if necessary, in the employment contract.

According to the Labor Code of the Russian Federation, with a daily work schedule, the rest time is no different from the rest time under other modes of operation. It is established subject to the provisions of Sec. 18 of the Labor Code of the Russian Federation:

during the working day (shift), the employee must be given a break for rest and meals lasting no more than two hours and at least 30 minutes, which is not included in working hours (part 1 of article 108 of the Labor Code of the Russian Federation). If an employee is on a shift lasting 24 hours, then during this time, then, for example, the internal labor regulations may provide for 2 breaks of 1 hour or 4 of 30 minutes. etc.;
if the employer cannot provide the employee with the opportunity to leave the workplace and use the rest time at his discretion (which most often happens with daily work), then the time for eating and rest will be included in the working time.

Note! In accordance with the above, the time sheet may indicate a shift of 22 hours (for example, if the employee is given 2 hours for a break during the shift and the employee can leave the workplace) or 24 hours (if the employee could not be absent from workplace).

Weekends are 2 or 3 days (depending on the mode) after 24 hours worked.

Important! Generally accepted days off (Saturday, Sunday) or holidays, if a shift falls on them, they are not days off, because the employee works according to his own schedule and the days off for him are determined precisely in accordance with such a shift schedule.

Is the daily schedule a shift work

The daily schedule can be set not only for shift work, but also in the flexible schedule mode provided for in Art. 102 of the Labor Code of the Russian Federation. How they differ - see the table below.

Criteria	Shift work	Flexible working hours
How the schedule is made	Employer with union approval, etc.	By agreement of the parties
Is it possible to put an employee in 2 shifts in a row		Yes, with the consent of the employee
What is overtime (overtime)	Of the hours of work after the shift under Art. 99 of the Labor Code of the Russian Federation + in excess of the norm established for the accounting period	Hours in excess of the norm established for the accounting period
Whether the summarized accounting of working hours is introduced	Necessarily	Necessarily
Is the shift that falls at night reduced by an hour?	shrinking	Not shrinking
How is a shift that falls on a public holiday paid?		At least double
Who can not be put on a day	Pregnant women, minors, disabled people with children under 3 years old, etc.

Note! Regardless of the type of regime in force at the enterprise, the employee retains his labor rights and guarantees. For example, in case of non-attendance at work for good reasons (sick leave, etc.), the employee is not required to work off the missed shift. Of course, all other guarantees provided for by the Labor Code of the Russian Federation are also preserved (the right to annual paid leave, laid down in the reduction of compensation and payments, etc.)

Pay for daily work

Remuneration for flexible and shift work has the following features:

actual hours worked are paid: salary or rate;
night work is paid at an increased rate in accordance with Art. 154 of the Labor Code of the Russian Federation (in 2019, the increase occurs at least in the amount of 20% of the salary / hourly rate for each hour of night time - see Decree of the Government of the Russian Federation of 07.22.2008 No. 554);
the holiday on which the shift fell is paid at a double rate (except when the employee is given a day of rest for working on a holiday, in which case the payment is made at a single rate). If only part of the shift fell on a holiday, then only the hours actually worked on that day are paid at a double rate (part 3 of article 153 of the Labor Code of the Russian Federation) - you can read about the intricacies of the calculation in the article “How holidays are paid with a shift schedule ? ;
overtime for the first 2 hours is paid at 1.5 times, the next - at a double rate (Article 152 of the Labor Code of the Russian Federation).

Note! All rates / surcharges / increases can be changed by local acts in a direction greater than those established by the Labor Code of the Russian Federation.

Shift work has such a specificity that when calculating the amount of hours actually worked, the employee accumulates overtime hours. In this regard, the employer should carefully consider the following points:

he is responsible for accurately accounting for the overtime of each employee (part 7 of article 99 of the Labor Code of the Russian Federation);
overtime work should not exceed 120 hours per year (part 6 of article 99 of the Labor Code of the Russian Federation);
work on weekends and holidays does not apply to overtime (part 3 of article 152 of the Labor Code of the Russian Federation).

To determine the exact amount of payment for overtime work, it is recommended that calculations be made under this item at the end of the accounting period.

So, rest time with a daily work schedule is lunch breaks, following several days after work (established by the internal labor regulations), vacation. Saturday, Sunday and public holidays falling on the shift are not days off and overtime. At the same time, the worked days off according to the schedule and holidays are paid at a double rate (or at a single rate, provided that the employee is additionally provided with a rest day).

Often includes night work. For an employee, such work carries an increased burden, therefore, the payment for it should be higher. Employees often worry about pay when shifting, in particular when they are busy at night.

Let's consider how the laws of the Russian Federation relate to this issue, how accounting is carried out when working after hours, how to calculate payment, and we will show this with a specific example.

The law allows you to work at night

Despite the fact that most organizations work during the daytime, the specifics of certain types of work provide for night (and sometimes round-the-clock) functioning. Just for such enterprises, there is a shift work regime, according to which part of the shift or the entire shift falls on the hours usually intended for sleep and rest.

The regulation of the organization and payment of such work is prescribed in Art. 96 and 154 of the Labor Code of the Russian Federation.

What shifts are considered night shifts

The law proclaims night hours of work from 10 pm (10 pm) to 6 am.

A shift will be considered a night shift if at least half of it is labor during the specified time period. The night rate will be paid only for the hours that make up this period, the rest will be rewarded as is customary for day shifts. The definition of "night shift" in this case is significant for deciding whether or not to attract a certain category of employees.

ATTENTION! According to Art. 96 of the Labor Code of the Russian Federation, the night shift should be 1 hour shorter than the corresponding day shift.

The night shift is not reduced by an hour in some special cases, namely:

the employee was specially accepted for night work, and this is reflected in the employment contract;
the employee has a reduced schedule;
compiled according to the scheme 6:1;
when the shift cannot be reduced due to the nature of production.

Documents for the payment of night work

The enterprise must necessarily regulate the conditions for organizing and calculating remuneration for work after hours. This should be done in the following local acts:

in the regulation on wages (general or issued specifically for night hours);
in the collective agreement (it is necessary to take into account the opinion of the trade union body)
in an employment contract with a single employee;
in the order to attract an employee to work at the specified hours (if this is done one-time or an employee from a special contingent is involved).

IMPORTANT! The order is necessary only in special cases, with a constant schedule with night shifts, it is enough to fix the payment procedure in the Regulations.

Special contingent of personnel

Certain categories of employees do not have the right to work on night shifts, without taking into account their opinion on this matter. Another list defines the circle of workers who can be involved in night work if they express their consent.

It is forbidden to work at night:

women who are expecting additions;
minor workers, except for special categories provided for by the Labor Code of the Russian Federation and individual federal laws, for example, those employed in performances or other events.

You can work at night with written consent:

mothers of young children (up to 3 years);
disabled persons of any group;
employees in whose care there are disabled people;
workers caring for unhealthy family members (according to the conclusion of physicians);
single parents with children under 5;
guardians of children under 5 years of age.

NOTE! An employee belonging to this category must be warned in writing that he has the right to refuse to work at night, and in turn, endorse his consent.

Factors that determine the amount of pay for night shifts

The law establishes higher than daytime pay for each night hour worked. The amount of this increase depends on several important nuances:

the minimum wage for night work established by the state;
figures fixed in the relevant local act (usually the surcharge is a percentage of the daily salary or tariff);
the number of night hours during which the employee was busy.

Surcharge amount for each night hour of work, it cannot be less than a fifth of the usual daily salary (Article 154 of the Labor Code of the Russian Federation, Decree of the Government of the Russian Federation of July 22, 2008 No. 554).

NOTE! A shift schedule or a regular schedule is accepted in the organization, night hours are paid according to the same principle - with a surcharge.

Night on a business trip

If an employee has to be busy at night while on a business trip, this does not change the obligation of the additional payment. The only difference is that the employer is not obliged to pay extra for the night hours spent on the way to the place of business trip, although he can do this on his own initiative and desire.

What if the night is overtime?

It is one thing when night hours are provided for by the work schedule, and a slightly different situation is when they are worked out in excess of the norm, even with a shift schedule. How to pay in such cases?

Both the overnight surcharge and the overtime factor must be applied, which is 1.5 for the first two hours of processing and 2 for thereafter.

Examples of payroll calculations at night

Example 1. Payment for night hours with a fixed salary

Officer Polivanov K.I. with a salary of 25 thousand rubles. per month Works in shift mode 5 days a week (from Monday to Friday). His evening shift is from 20:00 to 04:00. According to the schedule, he has 10 such shifts per month. A local act of the enterprise establishes a 20% share of the additional payment for work after hours. Let's calculate the amount of the surcharge.

For the accounting month Polivanov K.I. fully worked out the hourly rate corresponding to the production calendar (170 hours). At night, each shift falls on 6 hours (from 22:00 to 04:00), for a month it will be 6 x 10 = 60 hours. We need to find the average hourly tariff rate: 25,000 / 170 = 147 rubles. Let's calculate the amount of the night surcharge for each hour: 147 x 0.2 = 29.4 rubles. For 60 non-working hours, you will need to pay extra to the salary 60 x 29.4 = 1764 rubles.

Example 2. Paying night hours to an hourly worker when working overtime

The production calendar for the accounting month provides for 172 hours worked, and the employee Belchenko L.A. worked 176. At the same time, Belchenko has a shift work schedule with an hourly salary of 100 rubles. per hour, at which 3 hours fall every shift at night. In the accounting month, Belchenko had 12 shifts. The "night" coefficient adopted by the company is standard - 20%. We will calculate the fee.

Let's find the number of night hours for a given month: multiply the number of shifts by the amount of after-hours - 12 x 3 = 36 hours.

Let's find how much time is processed in excess of the norm: 176 - 172 \u003d 4 hours.

For night hours of work, a surcharge of 36 x 100 x 0.2 = 720 rubles is provided.

For overtime: for the first two hours in one and a half times 100 x 1.5 x 2 = 300 rubles; for the remaining two hours 100 x 2 x 2 = 400 rubles. Total 300 + 400 = 700 rubles.

In addition to the usual daily earnings, Belchenko L.A. should receive 720 + 700 = 1420 rubles. surcharges.

Many jobs require you to work at night. Security guards, dispatchers, employees of law enforcement agencies, medical staff, employees of air and other carriers, gas stations, printing houses, nightclubs, industrial enterprises and many, many others are forced to work at night. 25% of all working people in our country are involved in night mode. You can also remember the “chronic deadlines” who have to fulfill the “five-year plan” on the last night ...

So what threatens the shift in the rhythm of sleep and wakefulness, laid down by nature itself?

Night work ruins health

Around the world, dozens of studies are conducted annually on how and why the body suffers due to night work. Some researchers even argue that the harmfulness of night work can be compared with excessive drinking and smoking for many years.

Scientists agree that working at night increases the risk of cardiovascular and oncological diseases, diabetes, depression and obesity.

Working at night is a serious damage to human health. By the way, you can earn and "chronic lack of sleep" - this is the usual state of the body, deprived of proper rest. After all, few people, returning after a night shift, fit into bed for 8 hours. In addition, it has been proven that daytime sleep is less deep than nighttime sleep, because it does not correspond to natural biorhythms. As a result, people become aggressive, irritable, or, conversely, distracted and inattentive, their character deteriorates, fatigue quickly accumulates, they are more prone to “professional burnout”, and moving away from the family does not lead to anything good.

However, sleep experts (somnologists) note that these problems are typical only for those who work at night more than 2 times a week. If a person goes to the night shift only once a week and then sleeps well, chronic sleep deprivation does not threaten him.

There are people who really work better at night. These are "people with individual adaptability to night work." At night, their brain works at full capacity, and during the day they are able to completely relax during sleep. But even for them, an immutable rule works: the work schedule must be stable. If the night and day shifts change haphazardly, then the harm to the body will still be enormous.

Previously, scientists were confident that the effects of medium-term sleep loss could be offset by subsequent extended rest, but recent research shows that some aspects of brain function, such as focus, do not fully recover even after three days. Night work kills the brain, experts say. One week - and a person who suffers from regular sleep deprivation risks losing as much as 15 points of his IQ - intelligence quotient. So what to do if there is no escape from night work?

Working night shifts

1. Watch how you feel. Go through preventive examinations, medical examinations in time, you should not treat medical examinations before a shift as serfdom. Moreover, they will not be canceled and even, on the contrary, will be strengthened. New inspection rules are being developed, and fines for ignoring them are being tightened. The “human factor” in accidents is too expensive for us not to pay attention to the health of those responsible.

And if, on the contrary, no one is interested in your health at work, take care of it yourself. Take your blood pressure and count your pulse before changing. Check if you have forgotten your usual medications. If you have diabetes, make sure you bring sweets and a blood sugar monitor. If you have hypertension, have a blood pressure monitor handy. A patient with bronchial asthma needs to check the filling of medicine canisters. All this is trifles, at first glance, but it is they that lead to the most serious consequences in your life and the lives of people who in one way or another depend on your performance.

2. Get enough sleep. An adult healthy person needs to sleep 7-8 hours a day. At night. It is when the body's circadian rhythms are fully tuned to rest. For daytime sleep, the time is extended by 1 hour. Usually they do not do it right: in the morning they sleep “as much as they like”, and then the sleepy ones go to the night shift. Scientists have proven that it is best to get enough sleep just before work, and about 2 hours is enough. Therefore, in the morning it is worth sleeping for about 4-6 hours or a little more, and closer to the shift - to get a couple more hours. Observe sleep hygiene: ventilate the room, buy thick curtains, insert earplugs. Scientists advise in the morning when you return home to put on dark glasses so that bright sunlight does not “wake up” the brain and put it on alert.

3. Follow the daily routine. Coordinate with the management the most streamlined shift schedule - this will allow the body to develop a rhythm of sleep and wakefulness. Plan a schedule for the days you come home. If you work only at night, then approximately the schedule after the shift can be planned as follows: a warm, soothing bath, a hearty breakfast, about 4-6 hours of sleep, lunch, personal time, two hours of sleep, dinner, invigorating shower. And - to change. If the next day is non-working, the morning sleep time should be increased to 8 hours, after which you need to eat well and cheer up as much as possible. It is better to go to bed on this day a little earlier, so that the next free day will be most effective. If you can’t go to bed earlier, then you need to carve out half an hour or an hour for a quiet pastime: take a nap, read, meditate.

4. Eat Science! Doctors who work on the night shift are advised to make a hearty and light breakfast (so that they sleep better) with the maximum amount of carbohydrates (porridge, pasta), then lunch, which is quite late and therefore the most high-calorie, with the maximum amount of fat, and a light and hearty dinner before the shift with a predominance of protein (meat, fish).

People who work at night often eat more in the evening and at night and consume a lot of sweets. This inevitably leads to weight gain or even obesity. Therefore, at night it is best to limit yourself to a “snack” (sandwich, cheese, vegetables) and eat some dark chocolate.

Constant attempts to cheer up with a cup of coffee usually cause only the habit of its immoderate consumption. By the way, it is noted that freeze-dried coffee invigorates only the first hour, then the next component of the drink comes into action - theobromine, which causes drowsiness and decreased attention. Tonic drinks are good only at the beginning and middle of the night shift, taking them in the morning will make it difficult to fall asleep in the future.

5. Take a multivitamin. It is for those who work at night that most doctors advise choosing vitamins with a high content of B and C vitamins, since it has been proven that when the regime is disturbed, they are spent the most.

Night work is contraindicated for you if you ....

are going to get pregnant. It has been proven that women who work the night shift are more likely to earn infertility due to sharp fluctuations in hormone levels in the blood;
are expecting a baby. No amount of money is worth agreeing to work the night shift! Such changes in the daily routine threaten premature birth and a number of pathological conditions for both the expectant mother and the fetus;
breastfeed. Nursing mothers work at night is categorically contraindicated;
have not reached the age of 18. It is illegal for children and teenagers to work night shifts.

Valentina Saratovskaya

Photo by thinkstockphotos.com, photo collage by Alina Trout