Four-day workweek in Ukraine: what the law allows and what’s a myth
In May 2024, the idea of a four-day workweek resurfaced in Ukraine, sparking discussions not only among labor experts but also in the media and business circles. The reason was a public comment by Danylo Hetmantsev, head of the Verkhovna Rada’s finance committee, who stated that Ukrainian companies may experiment with new working formats but only by mutual agreement between employer and employee. Let’s take a calm, detailed look at whether such a transition is really possible, who gets to decide, and what the law actually allows.
What Is Really Being Discussed
A four-day workweek isn’t a new concept in Ukraine. Debates about whether Ukrainian businesses can shorten the standard work schedule have been ongoing for years. This time, the topic made headlines after Hetmantsev, in an interview with Novyny.LIVE, said:
“As an experiment, I would support it, but it shouldn’t be mandatory during wartime. Employers and their teams should make this decision themselves.”
The key point: no one can force companies or workers to adopt a four-day week. Such a move is only possible on a voluntary basis an experiment agreed upon by both parties.
What Ukrainian Labor Law Says: A Legal Breakdown
The Labour Code of Ukraine (LCU) sets the rules for working time and schedules. Here’s how it works:
1. The Main Standard Article 50, LCU:
The normal working time may not exceed 40 hours per week. This is a legal limit for all employers. Any overtime must be compensated separately.
2. Workweek Organization Article 52, LCU:
The law allows for both five-day and six-day workweeks, with two or one day(s) off, respectively. The distribution of working hours is determined by internal work rules or by collective/individual agreements. Nothing in the law prevents an alternative schedule, as long as the total does not exceed 40 hours per week.
3. Flexible and Reduced Hours Article 56, LCU:
This article allows for a part-time workweek or part-time workday but only by mutual agreement. The phrase “by agreement of the parties” means neither side can impose changes unilaterally.
4. Collective Agreements Article 65, LCU:
A company’s work schedule, including the option for a four-day week, can be set in the collective bargaining agreement.
5. Martial Law and Force Majeure:
During martial law, labor rights may be limited by special legislation (particularly in critical sectors), but this does not prohibit flexible formats in the private sector.
How It Works in Practice
A four-day workweek is already possible under Ukrainian law.
The main condition is voluntariness and observance of the 40-hour weekly limit. If an employer and employee agree for example, to work four ten-hour days it is legal. The same applies if the employee wants to work fewer hours for less pay; this must also be formalized as a mutual agreement.
Employers cannot unilaterally reduce or increase working hours without the employee’s written consent.
In the public sector (civil service, healthcare, education), working time is often set by government regulations, so any changes require official amendments.
Revelant
European and International Practice
Hetmantsev referred to European examples:
- Belgium: Since 2022, employees can choose whether to work four or five days per week, provided they do not exceed 38-40 hours.
- Poland: In 2024, a pilot four-day workweek project was launched in selected companies on a voluntary basis, not mandated by law.
- Ireland: Some pilot programs have been conducted in certain sectors, but there is no nationwide adoption.
In most EU countries and the UK, these changes are initiated by businesses and trade unions, not by top-down government orders.
Myths and Misconceptions
- “Everyone will be moved to a four-day week soon.”
This is not true. There are no legal or government plans for a mass, mandatory transition. - “Pay will be reduced if you switch to four days.”
If the total working hours remain the same (e.g., 40 hours over four days), pay should not decrease. If the employee agrees to fewer hours, pay is adjusted accordingly but only by mutual agreement. - “The law prohibits flexible formats.”
Also false. The key is to document any new schedule in the employment contract or an additional agreement.
What Employees and Employers Need to Know
- Right to refuse: Employees may reject any schedule changes. Coercion is illegal.
- Schedules must be agreed: Any new arrangement must be formalized in writing (ideally as an addendum to the employment contract).
- Social guarantees remain: As long as the weekly limit (40 hours) and legal employment status are maintained.
- For the public sector: Changes require formal orders or amendments to official regulations.
A four-day workweek in Ukraine is neither a threat nor an imposition it’s a matter of mutual agreement, fully permitted by current labor law. Any changes to the schedule must be voluntary, and within the legal framework. There are no current bills or proposals for a universal four-day week.
Key Labour Code Articles:
- Article 50 working hours
- Article 52 workweek scheduling
- Article 56 flexible/part-time work
- Article 65 collective agreements
International experience shows: new work formats succeed where the interests of business and workers are both respected. For Ukraine, the essential thing is to keep this choice voluntary and legally protected.
About the Author
Related posts:
Can You Live a Nighttime Lifestyle and Stay Healthy? Myths, Science, and the Reality of War-Time Ukraine 
Special Tribunal Without Immunity: Ukraine’s Legal Response to Russia’s War of Aggression 
What’s Wrong with Career Choices in Ukraine — and Why It’s Time to Take It Seriously 
Debt Without Delay: What Draft Law No. 9363 Really Means for Ukraine
