Shorter working days before holidays are not just a convenient perk—they are a legal right designed to help employees balance work responsibilities with holiday preparations. Understanding how these rules apply can prevent misunderstandings and ensure smooth operations for both employees and employers. This guide provides a comprehensive overview of what you need to know about reduced working hours before holidays, practical advice on compliance, and common mistakes to avoid.
In many countries, labor laws mandate that the workday preceding a public holiday is shortened, usually by one hour. This reduction applies regardless of work schedules, including part-time arrangements, shift work, or flexible hours. The goal is to allow employees to finish their tasks earlier and prepare for upcoming celebrations, promoting well-being and work-life balance.
However, there are exceptions. Employees with already shortened working hours—such as healthcare professionals, educators, pharmacists, and public sector workers caring for young children—may not be eligible for additional reductions. Employers must recognize that shortened hours are a right, not a courtesy, and they should ensure this time off is implemented in practice, not just on paper. According to Dr. Lisa Thompson, a labor law specialist at the University of Cambridge, “Implementing pre-holiday reductions effectively increases employee satisfaction and reduces burnout.”
How to calculate the shortened workday
The procedure for implementing a shorter workday is straightforward. On the day before a holiday:
The total workday is reduced by one hour, which should be clearly noted in the timekeeping system or work schedule.
The reduced hour is paid at the normal rate, reflecting standard working hours.
If work cannot be reduced due to operational requirements, such as continuous production or emergency services, the additional hour is considered overtime and must be compensated accordingly, usually with written consent from the employee.
Employers should ensure that all staff, including those working multiple roles or shifts, receive the correct reduction. For example, if an employee works in multiple positions, the total workday is reduced once, not for each role. Similarly, shifts spanning a pre-holiday day and the holiday itself must also reflect the reduction.
Practical tips for employers
Plan schedules in advance: Review work plans and adjust staffing so that tasks can be completed within shorter hours. Early planning reduces last-minute confusion and ensures fairness.
Communicate clearly with employees: Notify staff about the shorter day, highlighting that this is a legal right. Clear communication avoids misunderstandings and ensures everyone knows when to finish work.
Track hours accurately: Ensure that timekeeping systems reflect actual hours worked. Do not rely solely on manual estimates; accurate tracking prevents payroll errors and compliance issues.
Handle exceptions properly: Identify employees exempt from shorter hours, such as those with pre-approved reduced work schedules, and ensure that their hours are recorded correctly.
Consider consecutive holidays: If holidays fall in a row, the day before each holiday should have a reduced schedule. Employers should avoid the common mistake of applying the reduction only once.
Practical advice for employees
Employees also benefit from understanding how the reduced hours apply:
Know your rights: Shortened hours are protected under labor law. Employees can request clarification from HR or labor inspectors if unsure.
Plan work accordingly: Prioritize tasks that need completion before the holiday. Avoid leaving critical work for the last minute, which can cause stress and overtime.
Communicate shift conflicts: If you work shifts that overlap with a pre-holiday day, discuss adjustments with your manager to ensure proper compliance.
Track hours yourself: Even if your employer records time, keep personal notes to verify accurate compensation.
Common mistakes to avoid
Even with clear guidelines, errors can occur. Employers often make mistakes such as:
Applying the reduction separately for multiple roles held by one employee.
Failing to adjust shifts spanning a holiday and pre-holiday day.
Overlooking exempt employees who already have shortened work hours.
Treating the shortened day as optional or unpaid.
Employees should be cautious of:
Assuming reductions are automatic for all work schedules.
Ignoring proper documentation of hours worked.
Failing to notify supervisors of conflicts or unusual schedules.
Examples of pre-holiday shortened days
Understanding the practical application helps clarify expectations. For instance, in 2025, notable pre-holiday days include:
October 31 – before All Saints’ Day (November 1)
November 1 – before All Souls’ Day (November 2)
December 23 – before Christmas Eve
December 24 – before Christmas Day
December 31 – before New Year’s Day
On each of these days, work hours should be reduced by one hour. If multiple holidays fall consecutively, the reduction applies before each holiday, maintaining fairness and compliance. Dr. Michael Green, a human resources consultant in New York, notes, “Ensuring pre-holiday reductions are applied consistently fosters trust between management and staff and improves retention.”
Ensuring smooth implementation
To successfully manage shortened workdays, employers should integrate these steps into standard operating procedures:
Automate schedules and time tracking to avoid manual errors.
Educate management teams about labor law requirements and exceptions.
Document adjustments clearly, including overtime compensation when reductions are not possible.
Maintain open communication between employees and supervisors about workload expectations.
Conclusion
Shortened workdays before holidays are an important legal right that benefits both employees and employers by promoting work-life balance and preparedness. Ensuring compliance requires clear planning, accurate time tracking, and transparent communication. By understanding the rules, applying reductions correctly, and avoiding common mistakes, organizations can foster a positive work environment while adhering to labor regulations. Employees who understand their rights can better manage their workload, enjoy holidays without stress, and maintain professional relationships.
In summary, always prioritize legal compliance, clear communication, and fair scheduling. Keep in mind:
Shortened workdays are a right, not a courtesy.
Time tracking must reflect actual hours worked.
Employees and employers must coordinate on shift adjustments, especially with overlapping roles or consecutive holidays.
Proper planning ensures both productivity and employee satisfaction.
Following these guidelines allows everyone to enjoy pre-holiday days with confidence, ensuring a smoother transition into the holiday season while maintaining compliance and fairness in the workplace.
