How to claim night work pay and check the calculation

When this guide is useful

This guide can help if you work night shifts at a Lviv hotel, in man­u­fac­tur­ing, lo­gis­tics, or for a ter­ri­to­r­i­al com­mu­ni­ty en­ter­prise, and your salary com­po­nents are not item­ized. Check not the shift label but the actual hours worked between 22:00 and 06:00 and the sep­a­rate premium for those hours.

Compare the ap­proved sched­ule with the time sheet and your own ev­i­dence of work. For a 19:00–07:00 shift, the full shift is not night work. If some time was an unpaid break, it is not au­to­mat­i­cal­ly in­clud­ed either. Record dis­crep­an­cies month by month so the rate, hours, and ac­cru­als all refer to the same period.

Which deadline or procedure applies

Article 108 of the Labour Code guar­an­tees in­creased pay for each hour worked at night. The premium is set by a general, sec­toral, ter­ri­to­r­i­al, or col­lec­tive agree­ment, but cannot be lower than 20% of the hourly tariff rate. For a hotel, man­u­fac­tur­ing, lo­gis­tics, or mu­nic­i­pal em­ploy­er, check the agree­ments and local poli­cies that apply to its op­er­a­tions.

The night premium is paid on top of or­di­nary pay for those hours. Article 3-1 of the Law on Re­mu­ner­a­tion of Labour does not allow it to be in­clud­ed in wages for meeting the minimum amount, and Article 30 pro­vides a basis to request in­for­ma­tion about pay com­po­nents. In your request to payroll, ask them to show the hours, hourly tariff rate, per­cent­age, and night premium sep­a­rate­ly.

Ar­ti­cles 8 and 11 of Law No. 2136-IX do not create a general right to with­hold night-work pay. If the em­ploy­er says a col­lec­tive agree­ment pro­vi­sion was sus­pend­ed, check the parties’ mutual consent and the doc­u­ment iden­ti­fy­ing the spe­cif­ic term, date, and du­ra­tion. The dead­line for wage lit­i­ga­tion depends on the current version of the law and the cir­cum­stances, so do not delay a written rec­on­cil­i­a­tion and sep­a­rate­ly check the dead­line to file a wage claim in court.

What to do step by step

1. Create a shift table. For each date, enter the actual start, end, breaks, and number of hours between 22:00 and 06:00. Add the time-sheet figures and dis­crep­an­cies along­side them.

2. Obtain the rate. Check the em­ploy­ment con­tract, pay scale, or order. If you are paid a salary, ask payroll for the working-time norm and the hourly tariff rate cal­cu­la­tion for each dis­put­ed month.

3. Check the per­cent­age. Find the agree­ment, col­lec­tive agree­ment, and pay policy that apply to the em­ploy­er. A doc­u­ment­ed rate above 20% cannot be re­placed by the minimum without a legal basis.

4. Compare the premium. In the night work premium cal­cu­la­tor, enter the con­firmed rate, hours, ap­plic­a­ble per­cent­age, and gross premium already accrued. Do not sub­tract all pay for the shift: the accrued amount field covers only the night premium for those same hours.

5. Send a written demand. Provide a table by period, the cal­cu­la­tion, the amount ac­tu­al­ly accrued, and the pos­si­ble dif­fer­ence. Attach avail­able doc­u­ments, ask the em­ploy­er to correct or explain the cal­cu­la­tion, and keep proof that the demand was re­ceived.

What to check before filing

Em­ploy­ers in Lviv and the region may use dif­fer­ent tariff rates by shift, sep­a­rate pre­mi­ums by de­part­ment, or dif­fer­ent ver­sions of a col­lec­tive agree­ment. Check which version applied in the dis­put­ed month and whether it covered your po­si­tion. For a mu­nic­i­pal em­ploy­er, sep­a­rate­ly check its local pay policy; do not assume another mu­nic­i­pal company has the same rules.

Sep­a­rate the night premium from over­time, holiday, and weekend pay. If the shift ex­ceed­ed the ac­count­ing-period norm, first confirm that the hours were over­time, then use the over­time pay cal­cu­la­tor. If the arrears include salary and several pre­mi­ums, the guide on re­cov­er­ing unpaid wages can help or­ga­nize the next steps.

When to consult a lawyer

A legal review is needed if the time sheet omits some actual shifts, the em­ploy­er will not dis­close the hourly rate, col­lec­tive terms have changed, or the em­ploy­er cites their sus­pen­sion during martial law. Ad­di­tion­al care is needed when the same hours may be night, over­time, and holiday hours: each ground must be proven and cal­cu­lat­ed sep­a­rate­ly.

For a dispute with a Lviv em­ploy­er, a lawyer can compare the ver­sions of tariff doc­u­ments, prepare a monthly table, and draft a demand without count­ing base pay twice. The cal­cu­la­tor gives a gross arith­metic es­ti­mate, but the final po­si­tion depends on the sched­ule, time sheet, ap­plic­a­ble per­cent­age, and payslips.