Answer ... Yes.
The maximum number of hours that an employee can work each week stands at 45, unless otherwise determined by the employee and employer. If the parties agree, normal weekly working hours may be unequally distributed across the working week. However, employees may not be employed for more than 11 hours per day (including overtime).
Overtime is any work that exceeds 45 hours a week. In cases where balancing is applied, work exceeding 45 hours a week shall not be deemed as overtime as long as the average working hours of the employee do not exceed 45 per week. Balancing occurs during periods when the employer has a heavy workload: with the employees’ consent, the employer may request them to work more than 45 hours per week, as long as it balances their average weekly hours by making them work less within a two-month period, so that their average working hours stays at 45 hours. In such cases weekly work over 45 hours will not be considered overtime. However, balancing cannot be applied for more than two months - although this period can be increased to four months under a collective bargaining agreement.
In cases where the weekly working hours are determined to be less than 45 hours, work that exceeds the average weekly working limit and which lasts only up to 45 hours weekly is regarded as additional working hours.
In cases where the employee’s salary is stated to be inclusive of pay for overtime/additional working hours, the employee will not be entitled to additional pay for overtime of up to 270 hours a year. However, this is valid only for employees who receive a salary that is reasonably higher than the minimum wage.
Workers may be remunerated for overtime/additional working hours through either increased salary or time in lieu. The employee has the right to choose from among these options; the employer has no discretion in this regard.
Salary for each hour of overtime shall be 50% more than the employee’s normal hourly rate.
Salary for each additional working hour shall be 25% more than the employee’s normal hourly rate.
If an employee who has worked overtime or additional working hours so prefers, rather than receiving increased salary, he or she may receive 1.5 hours of time in lieu for each hour of overtime and 1.25 hours of time in lieu for each additional working hour. The employer must grant the employee the time in lieu to which he or she is entitled within six months, within his or her normal working hours and without any deduction to his or her salary.
Pursuant to the Labour Code, overtime cannot exceed 270 hours per year. However, this limit is often exceeded in practice by employers, due to changing business needs.