When it comes to public holidays, questions often arise about bridge days and the possibility of taking time off or working shorter hours on such days. Below is an explanation of what applies.
A bridge day is defined as a working day that falls between two days off, such as the day after Ascension Day, which always falls on a Friday. The possibility of taking time off on such days is usually regulated in collective agreements or local agreements in the workplace. Some collective agreements may result in a shortened workday to half a day. In other cases, the employee may choose to use vacation on the day between two days off or apply for compensatory leave.
An employment contract is formally entered into when two parties agree on employment. This agreement is of an individual nature as only the parties directly involved can decide on its content. The general rule is that an employment contract is valid until further notice, unless otherwise agreed.
In some cases, the collective agreement does not have clear rules for bridge days. In such cases, it becomes the employer's authority to decide whether bridge days should be counted as a regular working day. Time off on bridge days is not regulated by law or other regulations, which means that employees do not have the right to take time off. The employer has the right to manage and distribute the work and thus decide whether time off on bridge days should be granted, worked in advance, or not given at all. An employer should have a policy that clarifies how working time is allocated on public holidays.
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