According to the Labor Code of the Republic of Azerbaijan, payments are made at increased rates for employees working in non-standard work regimes or in cases of termination of employment contracts under specific circumstances.
elchi reports, citing yenisabah, that labor legislation establishes specific situations where employees are entitled to compensation or payment of at least double the amount.
Work on Rest Days, Voting Days, and Public Holidays
According to Article 164 of the Labor Code, when an employee is involved in work on rest days, voting days, or official public holidays that are not considered working days, the payment is calculated at double the rate. For employees with a monthly salary, if work is performed beyond the monthly norm, double the daily or hourly wage is paid. For employees paid based on the work performed, the payment is calculated at double the piece-rate prices.
Working Overtime
In accordance with Article 165 of the Labor Code, for each hour worked beyond the established daily working hours, the salary is paid at an increased rate. For employees with an hourly tariff wage, payment for each hour worked overtime is made at a rate not less than double the hourly tariff wage. For those working under a piece-rate payment system, double the established rates are applied.
Failure to Comply with the Notice Period
According to Article 77 of the Labor Code, when an enterprise is liquidated or staff is reduced, the employer must officially notify the employee in advance about the termination. If this notice period is waived by mutual agreement of the parties, the employee is paid a one-time payment proportional to at least double the average monthly salary in lieu of that period.
Termination of Employment Contract for Specific Reasons
In accordance with the relevant parts of Article 77 of the Labor Code, an employment contract is terminated when an employee is called for military or alternative service, is reinstated to their former position, cannot perform their job due to health reasons, or refuses to continue their work due to changes in working conditions. In such cases, the employee is paid a severance pay of at least double their average monthly salary.
Change of Enterprise Ownership
In accordance with Articles 63 and 77 of the Labor Code, when the ownership of an enterprise changes and the new owner terminates employment contracts with the management staff, these employees must be paid severance pay of at least double their average monthly salary.
These norms specified in the legislation are considered minimum guarantees. The employer may establish payments higher than double for these cases by stipulating them in internal disciplinary rules or individual employment contracts.