Working Hours and Overtime in Dominican Republic

What Are The Standard Working Hours In Dominican Republic?

An employee whose age is 16 or younger has a maximum of 6 hours per day and 36 hours per week. An employee whose age is 18 or older is allowed to work 44 hours per week. A minimum meal interval of 60 minutes must be observed by employees who work more than 6 hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 to 17:00.

Maximum Working Hours In Dominican Republic

The Labour Code generally limits the standard workweek to 44 hours, usually spread over no more than 6 days. Daily working time is commonly organized as 8 hours per day, with a shorter day on Saturday where a six-day schedule is used. Employers must structure schedules so that employees do not exceed these statutory limits under normal circumstances.

Any work beyond 44 hours in a week is treated as overtime and must be compensated at premium rates. Collective agreements or internal policies may set lower internal limits or more favorable arrangements, but they cannot lawfully exceed the statutory ceiling. Employers are required to keep accurate time records to demonstrate compliance with daily and weekly limits.

Industry-Specific Exceptions

Companies hiring in sectors like healthcare, transportation, manufacturing, or hospitality may be subject to special scheduling rules. These sectors often require continuous or shift-based operations, which can involve night work or split shifts while still respecting the 44-hour weekly standard. Employers must design rotating schedules that balance operational needs with legal limits and adequate rest.

• Healthcare professionals may work 12-hour shifts with extended rest periods.
• Transport workers must comply with EU-aligned rest and driving limits.
• Manufacturing and security staff often rotate through night or weekend shifts.

Even in these sectors, you must ensure the average weekly limit is respected over a reasonable reference period. Where longer shifts are used, employers should monitor cumulative hours and fatigue risks, adjusting rosters to avoid systematic overwork. Written shift schedules and clear communication with staff are essential to demonstrate compliance.

Managerial And Exempt Employees

Senior managerial and trust-position employees may be excluded from some working-time and overtime rules when they genuinely control their own schedules and represent the employer’s interests. However, the exemption must be clearly justified by the nature of the role, not just by job title. Employment contracts should explicitly describe the managerial responsibilities and the expected working-time flexibility.

Even where an exemption applies, employers should avoid imposing excessive hours that could endanger health or safety. Many companies still set internal caps or grant additional leave to senior staff who regularly exceed standard hours. Transparent expectations around availability, after-hours work, and compensation help reduce disputes.

Statutory Full-Time Working Hours In Dominican Republic

Statutory full-time work is generally understood as up to 44 hours per week for adult employees. This is typically distributed over 5 or 6 days, depending on the sector and company practice. Any reduction below this threshold is usually treated as part-time work, with pro-rated pay and benefits.

Employers may adopt shorter contractual full-time weeks, such as 40 hours, to remain competitive or support work–life balance. Flexible arrangements like compressed weeks or rotating shifts are permitted as long as the weekly and daily limits and rest requirements are respected. All such arrangements should be documented in contracts or internal policies to avoid ambiguity.

Overtime Regulations In Dominican Republic

Employers must closely monitor and record all hours worked beyond the standard 44-hour workweek, as these hours are considered overtime and trigger premium pay obligations. Accurate timekeeping systems, such as electronic time clocks or validated timesheets, are essential to prove compliance in the event of an inspection or dispute. Failure to properly track and compensate overtime can lead to back-pay orders, fines, and potential litigation.

What Counts As Overtime In Dominican Republic?

Overtime generally includes any hours worked in excess of 44 hours in a week for adult employees. Work performed beyond the normal daily schedule but still within the 44-hour weekly limit may also be treated as overtime if agreed in contracts or collective agreements. Hours worked on the weekly rest day or on public holidays are treated as overtime and attract higher premium rates.

Night work that exceeds the standard weekly limit is counted as overtime in addition to any applicable night premium. Employers should obtain prior authorization for planned overtime and clearly communicate when employees are expected to stay beyond their regular shift. Unrecorded or informal overtime still counts as working time and must be paid at the correct rate.

Maximum Overtime In Dominican Republic

The Labour Code limits overtime to a maximum of 80 hours per quarter, which equates to roughly 26–27 hours of overtime per month on average. In practice, this means employees should not regularly exceed about 8 hours of overtime per week on top of the 44 standard hours. Employers must plan staffing levels so that overtime remains exceptional rather than routine.

In urgent or exceptional circumstances, limited additional overtime may be authorized by the Ministry of Labour, but the 80-hour-per-quarter cap remains the general benchmark. Employers should maintain quarterly summaries of overtime per employee to demonstrate that these numerical caps are respected. Systematic breaches of the cap can result in administrative sanctions and orders to adjust schedules.

Overtime Payout Rates In Dominican Republic

For regular overtime worked on ordinary working days, employers must pay at least 135% of the employee’s normal hourly wage, equivalent to a 1.35x multiplier. When overtime is performed at night, the 135% overtime rate is combined with the night premium so that total pay reaches at least 115% × 135% = 155.25% of the base rate. These numerical rates must be reflected clearly in payroll calculations and payslips.

Work performed on the weekly rest day or on public holidays must be paid at a minimum of 200% of the normal hourly wage, or 2.0x, regardless of whether the weekly 44-hour limit has been exceeded. If such work also qualifies as overtime beyond 44 hours, employers should ensure that the total compensation is not less than the highest applicable premium, typically 200%. Collective agreements or company policies may grant higher rates, but never lower than these statutory minimums.

Rest Periods And Breaks In Dominican Republic

Employees in Dominican Republic typically work up to 8 hours per day and 44 hours per week, and rest periods are designed to protect their health within this framework. During the working day, employees who work more than 6 hours are entitled to a meal break, and between working days they must receive a minimum uninterrupted rest period. Employers must organize schedules so that these breaks and rest periods are actually taken, not just theoretically granted.

• Meal Break: Employees who work more than 6 consecutive hours must receive a meal break of at least 60 minutes, which is generally unpaid but must fully interrupt work. Employers should schedule this break roughly in the middle of the shift to reduce fatigue.
• Daily Rest: Employees are entitled to a minimum daily rest period of 8–11 consecutive hours between the end of one workday and the start of the next, depending on the schedule. Employers should avoid split shifts that unduly reduce this continuous rest window.
• Weekly Rest: The law guarantees at least 36 consecutive hours of weekly rest, typically including Sunday. If business needs require Sunday work, a substitute continuous rest period must be granted on another day of the week.
• Minors: Workers under 18 benefit from stricter limits on daily and weekly hours and must receive adequate rest between shifts. They are generally prohibited from night work and from schedules that interfere with schooling or vocational training.
• Employer Duty: Employers must actively schedule and enforce breaks and rest periods rather than leaving them to informal arrangements. Labour inspectors may review rosters and time records to verify that statutory rest requirements are being met.

Night Shifts And Weekend Regulations In Dominican Republic

Night and weekend work are legal in Dominican Republic but they trigger additional employer responsibilities and heightened employee protections. Employers must pay attention to working-time limits, premium pay rules, and health and safety considerations when scheduling these shifts. Proper planning and documentation are essential to avoid non-compliance.

Night work in Dominican Republic is generally defined as work performed between 9:00 p.m. and 7:00 a.m., regardless of the sector or role. Any shift that falls entirely or predominantly within this window is treated as night work for pay and protection purposes. Employers should clearly classify shifts as day, mixed, or night in contracts and rosters.

• Premium Pay: Night work must be compensated at a minimum of 115% of the employee’s normal hourly wage, equivalent to a 1.15x multiplier. If the night work is also overtime, the 115% night premium combines with the 135% overtime rate so that total pay reaches at least 155.25% of the base rate.
• Health Monitoring: Regular night workers should receive periodic health assessments focused on sleep, cardiovascular risks, and fatigue-related issues. Employers are encouraged to adjust schedules or reassign workers if medical evaluations show that night work is adversely affecting their health.
• Workplace Restrictions: Minors under 18 are generally prohibited from night work within the 9:00 p.m. to 7:00 a.m. window. Pregnant workers should be reassigned away from night shifts where medically indicated, and employers must consider reasonable accommodations to protect maternal health.

Weekend work, particularly on Sunday, is treated as work on the weekly rest day and is subject to special rules. Employees who work on Sunday must receive either a substitute continuous rest period of at least 36 hours on another day or be compensated at a premium rate of at least 200% of the normal hourly wage. Employers should document both the premium pay and any substitute rest granted.