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Salary Paid for Working

Viimati uuendatud: 23.02.2017


No laws define a suitable salary for a job. This depends on many circumstances – primarily, whether the job involves skilled labour or is of a simpler sort, which does not require many skills. The salary could also depend on which criteria the employee must correspond to who does a specific work (level of education, experience, mental or physical work skill, decisiveness and responsibility). The salary also depends on whether you work part-time or full-time. When working full-time, it is legally stipulated that you must receive at least the minimum remuneration, set for both the hourly and monthly salary.

In 2017, the minimum hourly wage is 2.78 euros and the minimum monthly salary, when working full-time, is 470 euros. Salary for part-time work depends on the working time. For example, when working with 0.5 load, salary is half of the remuneration paid for this position’s full-time employees, but not less than half of the minimum salary.

NB! If you are 15-17-years old, then law enables you to work with a decreased working time, which is equal to the full-time work in terms of salary.

The amount of the salary is included in the employment contract as a number and, generally, it does not include any other work-related payments (e.g. performance pay). The employment contract determines the gross salary. After deducting taxes, the net salary amount is transferred to the employee’s bank account. The employer must specify in the contract which taxes shall be discounted from the salary (income tax, mandatory funded pension payment, unemployment insurance premium) and which taxes will the employer pay for the employee (social tax).

As a rule, the salary is paid for the working time (hourly wages, monthly salary). The employer could suggest to agree a so-called piece rate. In other words, the employer defines the so-called work amount or units that the employee is obliged to make or prepare in the agreed time frame (hour, day). A price has been set for the work amount (the piece rate), and a norm number determined. The salary is based on how many product units the employee makes in the certain time period. If the employee works more, they can earn more. This remuneration system makes the employee try harder, but on the other hand, they might start to rush and the quality of work decreases. So: hold your horses and make sure that your work quality is still on the required level if you work faster.

Remuneration is paid on the salary day. The employer must determine the date when the salary is paid. It can be specified with by a definite date (e.g., 5th of each month), or a weekday (e.g. every second Friday of the month). When a date has been specified, it could fall on a weekend. In this case, the employer is obliged to pay the salary on the preceding workday (meaning: Friday).

As a rule, the salary is transferred to the bank account. Even though law does not prohibit salary payments in cash, this agreement should be avoided. In the case of dispute, any cash payments will be difficult to prove. Paying remuneration on the salary day is the employer’s obligation.

Other rewards may also be paid for work. For instance, several companies have introduced performance pay aiming to compliment good employees and motivate everyone to aim for good results. Performance pay payment and conditions are up to the employer to decide. If the performance pay is agreed on in the employment contract, the employer is obliged to pay it – regardless of the employer’s current financial situation.

Apart from the salary agreed on in the employment contract, the employer is obliged to pay extra if the employee works night shifts, on a public holiday, or does overtime.

NB! If you are 15-17-years old, then employer must not allow you to work during the night (during the period 22:00-06:00) nor work overtime.

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