Is it necessary to reduce the pre-holiday working day of a part-time employee?

What the law says about working hours

Labor laws stipulate that normal working hours for most workers cannot exceed 40 hours per week.
The maximum working day (shift) is established by law only for certain categories of employees:

for workers from 15 to 16 years old - 5 hours,
for workers from 16 to 18 years old - 7 hours;
for persons studying in secondary vocational educational institutions, aged 14 to 16 years - 2.5 hours, aged 16 to 18 years - 4 hours;
for disabled people - in accordance with a medical report;
for workers with harmful and (or) dangerous working conditions, if they have a 30-hour work week or less - 6 hours;
for workers whose work is directly related to the movement of vehicles (the length of their working day varies depending on their position, type of transport, and other working conditions).

For other employees, the maximum duration of daily work (shift) is not established. It is determined in each organization (entrepreneur) by internal labor regulations.

How to make Friday short

If the employees of an enterprise belong to the general category of employees for whom the working week cannot exceed 40 hours, and the enterprise has a 5-day working week, then the length of the working day can be set, for example, as follows:

8 hours daily
or on Friday the working day is reduced (for example, by 1 hour) due to the increase in working days from Monday to Thursday (for example, by 15 minutes, and in the end it is 8 hours 15 minutes on these days).

In this case, in any case, for all categories of employees, the duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

For example

The company has a 40-hour work week, five days a week. Lunch break - 1 hour (not included in working hours). The working day begins at 9-00 and, taking into account 1 hour for lunch, ends at 18-00.

The employer decided to shorten Friday by 1 hour. Now employees work from Monday to Thursday from 9-00 to 18-15. And on Friday - from 9-00 to 17-00. At the same time, wages do not change, since the work norm of 40 hours a week remains.

How work is done on a pre-holiday day

The pre-holiday working day provided under the Labor Code is noted in the timesheet according to special rules. But many personnel workers do not know about this and continue to enter the usual number 8 on such days. However, on such dates, employees work less than the allotted time of employment. For example, an employee on a 40-hour work week works only 7 hours on the day before a holiday. Consequently, if this fact is not indicated on the report card, inspectors from the labor inspectorate may come to the conclusion that the person overworked and the employer violated the requirements of the law. How to avoid problems?

First of all, enter data in real time. If an employee is employed on an 8-hour day, for the pre-holiday day it is necessary to report attendance at 7 o’clock. If a person works a shortened 7-hour day – 6 hours. If you work part-time for only 4 hours every day, set it to 3 hours on the day before the holiday, etc. Thus, the letter designation for shortened dates before official holidays remains the same - “I”, and the number of hours is indicated with a decrease of 1 hour according to stat standards. 95 TK. Salaries are calculated taking into account the above nuances.

Should I draw up an order to reduce the working hours of the enterprise or not? In principle, since this requirement is regulated by labor law, there is no such need. But if the employer decides to issue such an order, this will not be considered a violation either. After all, it’s easier to remind employees that they can leave work early.

Friday is a short day according to the labor code

We want to make Friday a short day (leaving an hour earlier)

Budget organization. It seems like it was once in the Collective Agreement, but not in the current version.

Is it possible to somehow legitimize this hour? (please give me a link to the document - number and date)

If we write it down in the collective agreement, won’t this be a misuse of budget funds?

According to Russian labor legislation, the normal working week cannot exceed 40 hours. That is, 40 hours is actually the most common duration. To make it shorter on Friday, lunch is shortened slightly - for example, from an hour to 48 minutes. And everyone is happy. The legislation does not contain any rules regarding specific days of the week. Simple human logic applies here - everyone is especially eager to go home on weekends.

To establish the length of the working day and working week, the enterprise must include this in its internal documents: collective agreement, internal regulations. Well, it is advisable to include it in an employment contract with the employee.

The lunch break must be at least 30 minutes.

Art. 108 of the Labor Code of the Russian Federation. Breaks for rest and food

The article states that during the working day the employee must be given a break for rest and food lasting no more than 2 hours and no less than 30 minutes, which is not included in working hours.

It seems like there is Article 95 of the Labor Code of the Russian Federation, which states that on the eve of non-working holidays, the duration of the work shift is reduced by one hour. But there is no such law regarding every Friday. This can be prescribed within the team, but with the condition that during the week, not 1 hour, but 45 minutes will be spent on a lunch break. In this way, an hour is worked out for Friday, and employees of the team have the right to leave on Friday an hour earlier.

As far as I know, many people add an hour on Friday - from the 15 minutes from their daily lunch breaks. Employees are given not 60, but 45 minutes for lunch, and so an hour and fifteen rolls up, by which Friday is shortened. Therefore, you do not give employees this time, but simply transfer it.

If an enterprise increases working hours from Monday to Thursday by 15-20 minutes in accordance with the local work act, then Friday can be considered a shortened day, since according to standards, working hours should not exceed 40 hours, that is, 8 hours a day.

Working hours are reduced by an hour only on the eve of holidays.

If you work more than 40 hours a week, you have the right to make Friday a shortened day. On pre-holiday days, the bosses themselves will always accommodate you and make Friday a shortened day. If the organization is budgetary, then it is better to simply approach the authorities with this question.

In general, it seems that legislation allows such issues to be regulated by internal rules in force at a particular enterprise. The only mandatory rules are the length of the working week and the minimum lunch break.

Number of days in 2021 for a six-day workweek (quarterly)

In conclusion, we present the number of days in 2021 for a six-day working week (quarterly):

Political expediency may contribute to the introduction in Russia, in particular in Moscow, and more precisely, in the State Duma, of a shortened working week - on Friday, all business must be completed by 15:00. This is exactly the proposal voiced by State Duma Speaker Vyacheslav Volodin: to shorten plenary sessions on the fifth working day of the week.

New Izvestia conducted a survey of experts. They said that a short working Friday in the State Duma could become an example for all of Russia.

“There is another proposal, we discussed this issue with representatives of the factions. Understanding our position that it would be correct to leave for the regions on Friday, this makes it possible to work in the regions on Saturday and Sunday. Therefore, if you think about it before Tuesday and discuss this proposal within the factions, it will allow us to complete the work earlier on Friday, given that many planes fly at 16-17-18 hours,” RBC reports from Volodin’s words.

It is in the State Duma that the reduction of the working day on Friday to 15:00 can be achieved by eliminating the long lunch breaks, which last on Wednesdays and Fridays from 14:00 to 16:00. That is, in fact, the total number of working hours will hardly decrease, “but due to internal self-organization” it will be possible to “optimize your work.”

Experts interviewed by NI generally believe that such a proposal does not contradict norms and legislation. Sergei Markov, a political scientist, considers the decision correct.

If the holiday is established by law of a subject of the Russian Federation

In turn, an organization operating in a given region is obliged to comply with the requirements contained in the regulatory legal acts of the constituent entity of the Russian Federation. And if a non-working day has been established in the region due to a religious holiday, then the employer does not have the right to force its employees to work on this day. He can attract workers to work under such circumstances only in exceptional cases (Article 113 of the Labor Code of the Russian Federation). In addition, work on an additional non-working holiday will have to be paid at double the rate or workers will have to be given another day of rest (Article 153 of the Labor Code of the Russian Federation). That is, in such a situation, the same procedure applies as when inviting an employee to work on a non-working holiday established by the Labor Code of the Russian Federation.

In other words, the establishment of regional non-working days in connection with a religious holiday should not reduce the scope of labor rights and guarantees provided to employees in accordance with the Labor Code of the Russian Federation (Articles 5, 6 of the Labor Code of the Russian Federation). Consequently, in this case, they should have a pre-holiday day shorter by 1 hour.

The organization's working day on Friday has been shortened by 45 minutes (the PVTR does not specify the categories of workers to whom this applies). By how much should the working day be shortened on Friday before a non-working holiday?

November 17, 2021, 12:52 Karina, Moscow

Have a question for a lawyer?

Working time is the time during which an employee, in accordance with the internal labor regulations (hereinafter referred to as the internal labor regulations) and the terms of the employment contract, must perform labor duties (Article 91 of the Labor Code of the Russian Federation).

They are not working time, but due to their functional purpose the following periods are equated to it: breaks for feeding a child (Part 4 of Article 258, Article 264 of the Labor Code of the Russian Federation), downtime (Article 157 of the Labor Code of the Russian Federation), break for meals at the place where work is performed (Part 3 of Article 108 of the Labor Code of the Russian Federation), special breaks during working hours (Article 109 of the Labor Code of the Russian Federation, letter of Rostrud dated 04/11/2012 N PG/2181-6-1), business trip period, inter-shift rest during time spent on shift, etc.

Yes, it seems that everything is clearly written in the Labor Code of the Russian Federation - The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

continuously operating organizations and in certain types of work, where

it is impossible to reduce the duration of work (shift) on the eve of the holiday

day, overtime is compensated by providing the employee with

additional rest time or, with the employee’s consent, payment according to

In the case of pregnant women

They typically design regular non-working days. Cancellation occurs when the citizen returns to performing work duties as usual. The main feature is the incomplete amount of payment. Remuneration is calculated based on the time actually allocated to work in a given case.

Practice in such situations involves the use of the term “reduced time,” which is not entirely correct. Article 93 of the Labor Code of the Russian Federation protects the rights of women who are expecting a child.

Women with children under 14 years of age are subject to the same rules. And payment is carried out according to the same rules.

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According to the requirements of the Labor Code of the Russian Federation, working hours on a pre-holiday day must be reduced by the employer by one hour. Just like all the requirements of the codified legislative act on labor, this requirement must be strictly fulfilled throughout the territory of Russia, in all institutions that belong to the Russian Federation.

But very often it happens that the organized production process does not allow reducing the working hours of the day before a holiday. There are also cases that some employers do not want to reduce the operating hours of the enterprise before the holiday. What alternative to a pre-holiday shortened working day exists according to the laws of the Russian Federation, and what should be done in the case of intractable company managers who do not want to reduce the pre-holiday working day?

What is considered a short pre-holiday day?

A pre-holiday day, according to the Labor Code, is considered to be the working day immediately preceding the day officially recognized as a holiday in the Russian Federation (according to Part 1 of Article 95 of the Labor Code of the Russian Federation).

It must be borne in mind that holidays mean those holidays (there are eight of them) that are stated in Article 112 of the Labor Code of the Russian Federation (in Russia, holidays are from January 1 to January 5 - New Year's celebration, January 7 - Christmas, February 23 - Day Defender of the Fatherland, March 8 - International Women's Day, May 1 - Workers' Solidarity Day, Victory Day May 9, June 12 - Russian Independence Day, November 4 - Harmony and Reconciliation Day).

Short days at work and the labor code. Rules regarding shortening the pre-holiday day.

The pre-holiday working day, which is subject to reduction by 1 hour, must precede the holiday. If a holiday falls on Monday, then Friday cannot be considered a pre-holiday day and cannot be shortened.

Part-time workers, employees working on a part-time or part-week schedule, enjoy all the rights to reduce working hours on the pre-holiday day as the main staff of the enterprise (this rule is stipulated in Part 3 of Article 93 of the Labor Code of Russia).

If before a holiday there is a replacement of working and non-working days (for example, any day of the working week and Sunday are swapped), then working Sunday will be considered a pre-holiday day only when it immediately precedes the holiday itself. If this newly formed working day does not precede a holiday, then its working time is not subject to reduction.

In what cases may shortened working days not be provided? An alternative to shortening the working day before the holiday.

Since not all institutions and organizations have the opportunity to provide employees with the right to a shortened working day before a holiday, the Labor Code of the Russian Federation (Part 2, Article 95) provides for a situation without a shortened pre-holiday day. This rule applies, as a rule, to organizations engaged in public service activities, organizations with a continuous production process, etc. The heads of these organizations are required to correctly draw up personnel documentation in order to take advantage of the opportunity not to shorten the working day before the holiday.

It happens that in one organization different employees may have the opportunity to work an hour less on the day before a holiday, or not have this opportunity - it all depends on the position, on the duties performed by the employees. Each head of an enterprise is obliged to draw up a list of positions that are not given the opportunity to shorten the pre-holiday day and approve it. When hiring employees for positions that are noted in the list, they should familiarize themselves with this list before signing a formal employment contract.

According to Part 2 of Article 95 of the Labor Code of Russia, every employer who has not provided its employees with a shortened pre-holiday day is obliged to compensate for it - by corresponding payment of money for overtime or by providing additional time for rest at another time.

What to do if the employer extends the short pre-holiday working day

In some cases, there is an objective need not to shorten the pre-holiday working day - this may be due to the specifics of the organization’s activities or the continuously organized production process. To understand how compensation for overtime work occurs on the day immediately before a holiday, you need to familiarize yourself with the provisions of the Labor Code:

We recommend reading: Questions for an expert when conducting a construction and technical examination

Work without shortening the pre-holiday day is considered overtime, and the employer simply does not have the right to leave this overtime without payment or replacement with rest. The Labor Code considers the main option for compensation for overtime work on holidays to be provision of additional rest time at other times (this is specified in Part 2 of Article 95 of the Labor Code of the Russian Federation). Replacing this additional rest with cash payments is possible only with the consent of the employee himself.

An employee can use the additional time he worked on an unreduced pre-holiday day for rest on any other day. It should be taken into account that the processing time for one pre-holiday day without reducing it is equal to one hour. Such hours for working days before holidays that were not subject to reduction can be summed up and used by the employee at his discretion - for example, added to the next vacation in the form of an additional one.

The employer has the right to decide when to provide employees with this extra rest time. In this case, the organization issues an order that stipulates the rights of employees to shorten the next work shift on another day for an equivalent period of time, reworked on the pre-holiday day. This procedure for replacing overtime work with the employer providing an alternative on another day should be enshrined in the organization’s regulations on the procedure for compensating for all overtime work, or noted in the employment contract with the employee.

If the organization operates on a shift work schedule, then employees who performed overtime work on the day before the holiday may be given subsequent work shifts with a reduction in working hours. In this case, management may not issue additional orders for compensation for overtime worked, because shift schedules are signed by the employees themselves, who can immediately familiarize themselves with the procedure for providing them with additional free time (this is stipulated in Article 103 of the Labor Code of Russia).

If compensation for overtime occurs at the discretion of the employee, then organizations must issue orders or notifications (with a signature) stating that the employee has the right to compensate for additional time. The organization, in this case, must develop a special form for submitting an employee’s application for an additional period of rest, taking into account overtime on pre-holiday days, and must also specify the time when the employee should submit such an application.

According to the Labor Code of the Russian Federation, there is no limitation on the period when an employee can be provided with compensation in the form of an additional rest period, therefore in each organization these periods are established by the internal acts of the organization.

If the managers of an organization do not provide employees with any compensation for overtime on pre-holiday days, or this organization has incorrectly completed documentation on compensation of working time with additional rest, then this threatens the management with administrative liability, and maybe even suspension of the activities of this organization (according to Article 5.27 of the Code of Administrative Offenses of the Russian Federation ).

Compensation for overtime can occur with the consent of the employee himself, but not on his initiative - the management of the organization makes such a proposal, and the employee has the right to agree or disagree with it. An application for compensation for overtime with money from an employee by the organization’s managers may not be considered - it is not binding. The management of the organization, in turn, can offer the employee compensation for overtime in cash, but is not at all obliged to do this.

The employee should know that in the case of monetary compensation for overtime on pre-holiday days, the first two hours must be paid at one and a half times the rate (according to Article 152 of the Labor Code of Russia).

In the event that an employee agrees to monetary compensation for overtime on a pre-holiday day, he must formalize it in writing by submitting an application to management. Management has the right to notify employees of the possibility of providing monetary compensation both in writing and orally.

Based on statements from employees agreeing to provide them with monetary compensation for overtime, the organization issues an order for monetary compensation. All documentation about overtime must be filed in the personal file of each employee of the organization.

If the management of an organization does not provide compensation for overtime work on the day before a holiday by providing an additional rest period or cash, this is a gross violation of labor laws adopted in the Russian Federation, a complete disregard for the requirements of the Labor Code of the Russian Federation. In this case, the employee has the right and must apply to the management of the organization for compensation for overtime work on the days before official holidays, and the parties will have to discuss the method and time of providing compensation additionally, in accordance with the existing procedure under the Labor Code of Russia.

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Working hours on Friday

Please tell me about one problem.

The situation is this: the company is small, we work a standard 40 hours a week (both the start and end times of the working day are stated in the employment contracts and in the internal work regulations). Employees want to reduce their working time on Friday by 1 hour, and so far they are appealing with an article that is not entirely correct (about working longer on the days before holidays).

In my opinion, reducing working hours on Friday is the good will of the employer (in our case, he does not want this). Am I right? Or there is any possibility of reducing working hours.

Only the good will of the Employer)))

or an employee’s application for a reduced working day with payment in proportion to the time worked))))

exactly. proportionally)

otherwise... everyone strives not to work, but to get money.

when did vykhi become a holiday for us?)))))

that means you will receive salary minus an hour of untimed work)

or organize “black” Saturdays once a month)

Namely, the right of the employer, his good will. so you are absolutely right. You shove the production calendar in their nose. which days are being shortened, especially those who are literate know about articles about working hours on holidays.

Oh, I remembered: in one organization the working day was extended by 15 minutes by agreement, and it turned out that on Friday they worked 1 hour less (4*15=60 minutes). So everything is at the discretion of the employer!

Most likely the question about May 7 was meant. in this case, a regular working Friday. since May 9 is Sunday, but April 30 was reduced by 1 hour.

No, I clarified that this meant Friday in general (many employees used to work on Friday, perhaps they thought that this was enshrined in law).

I have already notified everyone about the standard duration of the working day on the 7th, it’s good that the production calendar is widely available, anyone can familiarize themselves with it :).

then offer management Friday until 16.45, with lunch 45 minutes

I saw that lunch is 30 minutes... jaaaalkooo

Some are still shrinking and some are not!

Girls, thank you very much for such prompt comments!

It's so great that there are people willing to help with advice :)

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Typically, shortening Friday automatically comes from shortening your lunch break to 45 minutes. Those. Every day there will be a 15 minute overtime. And by the end of the week, i.e. By Friday the processing time will be 75 minutes. Thus, Friday will be shorter by an hour and 15 minutes. Everything is legal: the work week does not exceed 40 hours, lunch is no less than half an hour, on Friday work ends an hour and 15 minutes earlier - as a result, everyone is happy and everything is fine!

That’s what we did - it’s very convenient, although everyone still eats dinner on the sly for about an hour :))

:)) - about lunch, that’s how it was.

yeah))) so we all get high. you can't keep track of it :))

We officially have lunch for 30 minutes. So there's nothing to cut. But it’s a good idea, I’ll keep it in mind for the future. Thanks a lot!

I wouldn't die of hunger then)))

This means you need to spread the time by which you will shorten Friday over the remaining 4 days. Those. From Monday to Thursday the operating time will be 8 hours 15 minutes, and on Friday it will be an hour less. The main thing is to maintain 40 hours a week.

But from this place in more detail. How many hours is a working day?

With a formal lunch of 30 minutes, your working day on Friday should be 2.5 hours shorter.

If before the holidays, then according to Labor Code Article 95

We arrived, damn it, Friday on the TC was an hour shorter the whole way.

What do you mean shorter all the way? Calculate a 40-hour work week according to Labor Code, right? You can’t remove the words from the song. So consider how much time should employees spend every day at their workplace?

sorry, it sucked. exactly, it’s the will of the givers again, so they are, so be it.

why was it shorter according to the Labor Code?) There is no such article in the Labor Code.

That's it))) you shouldn't throw around such statements on the air. Some people come across gullible, they will still believe...

And let them reread the TC more often, I reread it)))), and if they are stupid, let them write it down, I write it down)))) what, I mean, should I reread it and write it down?))))

Here, in fact, you can write it down as people suggest, but usually the giver closes his eyes for these unfortunate 12 minutes and it turns out to be a 1-hour break and a shortened Friday.

in general, yes, no one controls these 12 minutes, so workers get an hour and freedom to use their extra-lunch time.

Yes, that’s right, the main thing is that if they have PVTR or wherever they conduct this control, everything is properly formalized.

In all this, the main thing is always the correct design.

depending on what they want to get.

Yes there are many options.

yeah, if only they re-read it, otherwise even when working in positions related to TC they don’t read it, they hope to get an answer here. What can we say about ordinary people? ))) nooo. You can’t do it like this.

reduce lunch by 12 minutes, that is, from Monday to Friday work from 9 to 18, lunch from 13 to 13.48, thereby you work 12 minutes more from Monday to Friday (1 hour in total), and on Friday you reduce working hours by 1 hour (until 17)

usually everyone forgets about these 12 minutes - but this is not for the author)

yeah, that's it. Not all. This is how I worked at my last job.

Everyone was watching so that God forbid he would come later.

but on Friday. hooray. tomorrow is a day off. ))))

Basically all offices do this.

Our internal labor regulations stipulate: working hours 9.30-18.15, lunch 45 minutes, Friday 9.30-17.00

It’s especially nice when Friday turns out to also be the pre-holiday Friday (as it was on April 30) then it’s still minus 1 hour and at 16.00 everyone is in the garden!

But tell me, dear people... who tried to time the actual time. i.e. 8 hours 12 minutes?)))))))))))) share your impressions))

So no one tries to time the clock for an hour

why don't they report? But if, God forbid, an accident happens on Friday at 5:58 p.m. then in production.

“Tadas”, what’s the difference between time-sheeting an hour of lunch or 48 minutes?

We recommend reading: Application to initiate enforcement proceedings of a legal entity

if you report 8.12, then Friday is 7.12... therefore everything is taken care of. and it turns out that on Friday there are risks...

Why 12 minutes and not 15?

because in order to shorten Friday lunch should be 48 minutes. thus saving 12*5=60 minutes, i.e. hour)))

Here we have it: lunch for half an hour (don’t wait!), every day for 15 minutes. longer, and Friday is an hour shorter.

But in total, how long do you work?))) 8-45?

8.15 on weekdays (if you're working and not eating for another half hour), and 7 o'clock on Friday.

Yes, on the report card, obviously 8.

no panila.. if half an hour is not enough and 15 minutes longer then you should work 8-45.

and then sum up the fact... get 40 hours.

Well. 8.15x4+7=40. Why don't you like it?

ahh on Friday you have a full lunch)))))))

Henna. Well, so full. I'm mocking you. What does lunch have to do with it? Lunch is lunch. If you include lunch, then every day 8.45, on Friday 7.30. We have a half-hour lunch.

Wow, how do you process: lunch 30x5=2h30min, evening 15x4=1h. And on Friday there is an hour less current - you have to leave immediately after lunch.))))))

It's true. (dreamily). Or maybe not even come at all.

Friday is a working day like all the others.

except Friday April 30th :-))))

They came running to me in the morning with an urgent newsletter that we were leaving not an hour earlier, but at 2. Friday.

Well, we’re not talking about pre-holidays. It could be Tuesday!

You make lunch 48 minutes and then on Friday you can absolutely legally make the working day 1 hour shorter.

Is Friday considered a short working day?

Published March 29, 2021 at 12:29 pm

Good afternoon

With a 40-hour work week with Saturday and Sunday off, working hours from Monday to Friday are 8 hours.

Article 91. Concept of working time. Normal working hours

Working time is the time during which an employee, in accordance with internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working hours.

Normal working hours cannot exceed 40 hours per week.

However, some enterprises, by their local regulations, can change the working hours and increase working hours from Monday to Thursday, for example, by 15 minutes, then on Friday there will be a shortened working day.

Working hours are reduced by 1 hour only on the eve of holidays.

Article 95. Duration of work on the eve of non-working holidays and weekends

The length of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

In continuously operating organizations and in certain types of work, where it is impossible to reduce the duration of work (shift) on a pre-holiday day, overtime is compensated by providing the employee with additional rest time or, with the employee’s consent, payment according to the standards established for overtime work.

On the eve of the weekend, the duration of work in a six-day work week cannot exceed five hours.

Since your lunch takes 40 minutes, you will work through 1 hour and 20 minutes in a week. Therefore, in theory, Friday should be a short day for you, or the beginning and end of the working day should be shifted.

Reducing the working day on Fridays should be determined by the local regulations of the enterprise, but you should not work an extra 20 minutes a day.

Work on holidays - 2021

We figured out the rules for working on holidays. Since some holidays are sometimes postponed by the Government, before you start informing staff, check which dates are approved as holidays for the next year. The table below contains a list of holidays and pre-holiday dates for 2021 in accordance with Resolution No. 1250 of October 14, 2017.

List of official holidays and pre-holiday days

Which days are declared public holidays in 2021?	Which days are recognized as short pre-holiday days in 2018?
From 01/01/18 to 01/06/18, 01/08/18	—
01/07/18	—
02/23/18	02/22/18
03/08/18	03/07/18
05/01/18	04/28/18
05/09/18	05/08/18
06/12/18	06/09/18
04.11.18	12/29/18

If we look at the provisions of this Resolution, it becomes clear that the following days (weekends) have been postponed in 2018:

From 01/06/18 (Saturday) to 03/09/18 (Friday).
From 01/07/18 (Sunday) to 05/02/18 (Wednesday).
From 04/28/18 (Saturday) to 04/30/18 (Monday).
From 06/09/18 (Saturday) to 06/11/18 (Monday).
From 12/29/18 (Saturday) to 12/31/18 (Monday).