Working Hours and Overtime in Uruguay

In Uruguay, your company must comply with working hour and overtime laws – including daily limits, overtime thresholds, and rest requirements – to stay compliant and build a strong employee experience.

Between now and 2026, regulators are expected to continue focusing on enforcement of existing rules rather than radical reforms, with particular attention to accurate timekeeping, proper overtime premiums, and respect for daily and weekly rest. Employers that proactively align internal policies, contracts, and payroll practices with statutory standards – and that can demonstrate compliance through reliable records – will be better positioned in inspections and disputes.

You should regularly review working schedules, overtime patterns, and rest arrangements, and update policies as guidance evolves, especially around digital time-tracking and remote work. Training managers on when overtime is allowed, how it must be authorized, and how to avoid excessive hours will be essential to reduce legal risk and maintain a sustainable workload for employees.

 
• Standard Working Hours
• Overtime Thresholds
• Overtime Pay Rates
• Daily And Weekly Rest Requirements
• Penalties For Non-Compliance

What Are The Standard Working Hours In Uruguay?

An employee whose age is 18 or younger has a maximum of 6 hours per day and 36 hours per week. An employee whose age is 19 or older is allowed to work 44 hours per week in commerce and 48 hours per week in industry. 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 9:00 to 17:00.

Maximum Working Hours In Uruguay

Uruguayan law generally limits the working day in industry to 8 hours and the working week to 48 hours, while commerce and office activities are typically capped at 44 hours per week. These limits apply to most adult employees and are designed to protect health and safety while allowing employers sufficient flexibility to organize shifts. Daily hours should normally be distributed over no more than 6 days per week, with Sunday usually treated as the weekly rest day.

As an employer, you should define standard schedules in writing – for example, 8 hours per day from Monday to Friday plus a shorter Saturday shift in industry – and ensure that any work beyond these limits is treated and compensated as overtime. You must also keep accurate time records to demonstrate compliance with daily and weekly caps if inspected by the labor authorities.

Industry-Specific Exceptions

• Continuous Process Manufacturing And Industrial Plants
• Hospitality, Tourism, And Restaurant Services
• Agriculture, Livestock, And Seasonal Harvest Work
• Maritime, Port, And Transport Services
• Security, Surveillance, And Emergency Services

Managerial And Exempt Employees

Senior managers and employees in positions of trust often enjoy greater flexibility in their schedules and may not be subject to the same strict hourly limits as rank-and-file staff. However, this does not give employers unlimited discretion. To treat an employee as exempt from standard hour limits, the role should genuinely involve high-level decision-making authority, autonomy over working time, and remuneration that reflects these responsibilities.

Employers should clearly define managerial or trust positions in employment contracts and internal policies, specifying that the role is not subject to strict time control. Even where employees are exempt from standard hour caps, you remain responsible for preventing excessive working hours that could endanger health and safety, and you should monitor workloads and rest periods accordingly.

Statutory Full-Time Working Hours In Uruguay

In practice, full-time employment in Uruguay is generally based on the statutory weekly limits – 44 hours per week in commerce and services and 48 hours per week in industry – distributed over 5 or 6 days. Many employers adopt a 40–44 hour week for office staff to remain competitive and support work–life balance, but you should always ensure that contractual hours do not exceed the legal maximum for your sector.

When defining full-time schedules, specify the normal daily and weekly hours, the distribution of hours across the week, and how breaks are taken. Any work performed beyond the agreed and legally permitted schedule should be recorded as overtime and compensated at the applicable premium rates.

Overtime Regulations In Uruguay

What Counts As Overtime In Uruguay?

Overtime in Uruguay is generally any time worked beyond the statutory or contractually agreed daily or weekly limits – typically more than 8 hours per day or more than 44 or 48 hours per week, depending on the sector. Work performed on weekly rest days or public holidays is also treated as overtime and attracts higher pay rates.

For overtime to be lawful, it should be exceptional, justified by business needs, and either requested or at least expressly authorized by the employer. You should avoid informal practices where employees stay late without prior approval, as this time can still be considered working time and may be claimable as overtime in the event of a dispute.

Maximum Overtime In Uruguay

Uruguayan regulations and labor authority guidance expect overtime to remain within reasonable limits so that total working time does not endanger employee health and safety. As a best practice, employers should ensure that total hours – regular plus overtime – do not systematically exceed an average of 48 hours per week in commerce and 56 hours per week in industry, and that daily working time rarely exceeds 10 hours including overtime.

Employers should implement internal policies that cap overtime per day, per week, and per month, and require managerial approval for any exceptions. You should also monitor overtime patterns through timekeeping systems and adjust staffing levels if you see recurring excessive overtime, as this can trigger inspections or claims for damages.

Overtime Payout Rates In Uruguay

Overtime hours in Uruguay must be paid at premium rates above the employee’s normal hourly wage. Work performed beyond the standard daily or weekly schedule on ordinary working days is typically paid at 150 percent of the regular hourly rate. Work performed on weekly rest days or public holidays is usually paid at 200 percent of the regular hourly rate, reflecting the higher level of protection for these days.

To calculate overtime, determine the employee’s normal hourly rate by dividing the monthly salary by the legal or contractual monthly hours, then apply the appropriate multiplier to each overtime hour. Employers should clearly show overtime hours and rates on payslips and retain supporting time records, as the labor inspectorate and courts place significant weight on accurate documentation when resolving disputes.

Rest Periods And Breaks In Uruguay

In Uruguay, most full-time employees work around 8 hours per day and up to 44 or 48 hours per week depending on the sector, and the law links rest periods and breaks directly to these working hours. As an employer, you must ensure that employees who work more than 6 hours in a day receive a proper meal break, that there is sufficient rest between the end of one workday and the start of the next, and that employees enjoy at least one full day of weekly rest, typically on Sunday, in addition to any special protections for minors.

• Meal Break Requirements
• Daily Rest
• Weekly Rest
• Minors
• Employer Duties