This post is for both employees and small business owners who hire staff. Based on the Labour Code, we explain in plain language the form of the employment contract, working hours, leave, the probation period and the rules for resigning of your own accord: when both sides know their rights and obligations, misunderstandings are easier to avoid.
Employment contracts are concluded in electronic form
Under the Labour Code, an employment contract is concluded as an electronic document, except in state bodies included in an approved list; the paper form is used only in those state bodies. The contract takes effect from the date of the last signature made with the parties' enhanced electronic signatures (part 1 of Articles 44 and 49).
Practical tip: before starting work, make sure the contract has been signed and check its terms (position, salary, work schedule) carefully.
Working hours: 8 per day, 40 per week
Under Article 89 of the Labour Code (parts 2 and 3):
- normal daily working time may not exceed 8 hours;
- normal weekly working time may not be set at more than 40 hours.
Overtime
Under Article 100, no employee may be engaged in overtime work for more than 4 hours over two consecutive working days, or for more than 2 hours at workplaces with arduous and harmful working conditions. In addition, overtime is permitted only in the exceptional cases listed in Article 101.
Right to leave
Basic leave. Under Article 114 of the Labour Code, employees must be granted paid basic leave of at least 21 calendar days. For certain categories listed in the law (for example, some managers and specialists), this period is 30 calendar days.
Pregnancy and childbirth leave. Under part 1 of Article 125, working women are granted 126 calendar days of paid leave: 70 calendar days before childbirth and 56 calendar days after. In the case of a complicated birth or the birth of twins, the post-birth part is 70 calendar days. For women working in agriculture, part 2 of Article 125 provides for longer periods.
| Leave | Duration | Basis (Labour Code) |
|---|---|---|
| Paid basic leave | At least 21 calendar days | 114 |
| Basic leave for certain categories | 30 calendar days | 114 |
| Pregnancy and childbirth | 126 calendar days (70 before childbirth, 56 after) | 125 |
| Complicated birth or birth of twins | Post-birth part: 70 calendar days | 125 |
How long can a probation period be?
Under Articles 51 (part 1) and 52 of the Labour Code:
- in an employment contract concluded for up to 6 months, the probation period may be no more than 2 weeks;
- in other employment contracts, the probation period may be no more than 3 months;
- no probation period is set for persons under 18, pregnant women and other persons listed in the law.
Practical tip: before signing the contract, check whether there is a probation period and how long it is.
Resignation: one calendar month's notice
Under part 1 of Article 69 of the Labour Code, an employee may terminate the employment contract by notifying the employer one calendar month in advance with a written application (on paper or via an electronic information system). Part 3 of the same article also provides for cases that require a shorter period.
It is useful to keep proof of the date on which the application was submitted. This section covers an employee leaving on their own initiative; termination at the employer's initiative is a separate topic.
Summary
- Normal working time may not exceed 8 hours per day or 40 hours per week.
- Overtime may not exceed 4 hours over two consecutive working days, or 2 hours in arduous and harmful conditions.
- Paid basic leave is at least 21 calendar days; pregnancy and childbirth leave is 126 calendar days.
- The probation period is no more than 3 months, and no more than 2 weeks in a contract concluded for up to 6 months.
- An employee may terminate the employment contract by notifying the employer one calendar month in advance with a written application.
If you have questions about working hours, leave, probation or resignation, message us on WhatsApp: +994 77 739 10 12. Estavor Legal also provides legal consultations online — we will listen to your situation and work out together how the law may apply to your case.
📚 Sources
- Azərbaycan Respublikasının Əmək Məcəlləsi, 89-cu maddə (2-ci və 3-cü hissələr)
- Azərbaycan Respublikasının Əmək Məcəlləsi, 114-cü maddə (2-ci və 3-cü hissələr)
- Azərbaycan Respublikasının Əmək Məcəlləsi, 51-ci (1-ci hissə) və 52-ci maddələr
- Azərbaycan Respublikasının Əmək Məcəlləsi, 69-cu maddə (1-ci hissə)
- Azərbaycan Respublikasının Əmək Məcəlləsi, 44-cü (1-ci hissə) və 49-cu (1-ci hissə) maddələr
- Azərbaycan Respublikasının Əmək Məcəlləsi, 100-cü maddə
- Azərbaycan Respublikasının Əmək Məcəlləsi, 125-ci maddə (1-ci hissə)
🌐 The original article is in Azerbaijani; the official sources are available in Azerbaijani.
More articles
Divorce: registry office or court, property and child support
When does divorce go through the registry office and when through the court? Division of joint property and child support shares under the Family Code.
Inheritance: acceptance deadline, first-order heirs and wills
The deadline for accepting an inheritance, first-order heirs and the form of a will — a simple guide for heirs based on the Civil Code.