Managing working hours is vital for both companies and employees. Understanding the conversion between monthly and weekly hours is essential for good organization. In this publication, we take a detailed look at the relationship between 151 hours per month and their weekly equivalent, as well as the legal aspects surrounding this working time.
Legal working hours: understanding the 35-hour week
In France, the legal working week is 35 hours. This standard, introduced to improve work-life balance, serves as a reference for calculating monthly working hours. Here’s how the conversion works:
- 35 hours per week x 52 weeks = 1820 hours per year
- 1820 hours / 12 months = 151.67 hours per month
Similarly, 151.67 hours per month corresponds exactly to 35 hours per week. This monthly duration is used as the basis for calculating wages, in particular the SMIC. It is useful to note that this calculation takes into account an average over the year, smoothing out variations due to months of different lengths.
The French Labor Code also contains provisions concerning maximum working hours:
- 10 hours per day
- 48 hours per week
- 44 hours on average over 12 consecutive weeks
These limits are designed to protect workers’ health and safety, while ensuring optimum productivity. It is crucial for employers to respect these thresholds to avoid litigation or sanctions.
Overtime and breaks: beyond the 35-hour limit
When working hours exceed 35 hours a week, we enter the realm of overtime. These hours are subject to specific regulations:
- The first 8 hours of overtime are increased by 25%.
- After that, overtime pay rises to 50%.
- The annual overtime quota is limited to 220 hours per employee.
Note that these provisions may vary from one collective agreement to another. Certain sectors or companies may have specific agreements concerning overtime.
With regard to break times, legislation provides for :
- A compulsory 20-minute break after 6 consecutive hours’ work.
- These breaks are not considered as actual working time.
These breaks are essential for employees’ well-being and help maintain their productivity throughout the day. However, they are not included in the calculation of hours worked.
Salary calculation: impact of 151.67 monthly hours
Calculating wages on the basis of 151.67 monthly hours guarantees stable remuneration, regardless of the number of days in the month. Let’s take the example of the SMIC (minimum wage) to illustrate this principle:
| Element | Value |
|---|---|
| Gross hourly minimum wage (May 1, 2022) | 10,85 € |
| Monthly hours | 151,67 |
| Gross monthly minimum wage | 1645,48 € |
This monthly wage system offers several advantages:
- Financial stability for employees
- Simplified payroll management for employers
- Easy comparison of salaries between different jobs or companies
It’s important to note that for part-time workers, the calculation is prorated to their working hours. For example, an employee working 20 hours a week will have a salary based on 86.67 monthly hours (20 x 52 / 12).
Tools and methods for monitoring working hours
In today’s digital age, many time management tools are available to make it easier to keep track of hours worked. These solutions offer several advantages:
- Increased accuracy in counting hours
- Automation of overtime calculations
- Generation of detailed reports for HR management
- Easier compliance with current regulations
Companies can opt for specialized software or mobile applications that enable employees to clock in and out easily. These tools can also integrate scheduling, leave management and automatic payroll calculation functions.
For smaller companies or the self-employed, simpler solutions are available:
- Customized spreadsheets
- Free time tracking applications
- Basic badge systems
Whichever method you choose, it’s crucial to keep accurate, up-to-date records of working hours. Not only does this facilitate administrative management, it also protects employees’ rights and ensures the company’s legal compliance.
Ultimately, understanding the relationship between the monthly 151.67 hours and the weekly 35 hours is fundamental to effective working time management. Whether for wage calculations, workforce planning or regulatory compliance, this conversion is at the heart of many aspects of working life. By using the right tools and respecting legal frameworks, employers and employees can work together to create a balanced and productive working environment.