Regulated in art. 132 of the Labour Code, the employee's right to an at least 11 - hour uninterrupted daily rest, together with the regulations on maximum working time standards determines the acceptable sphere of activity of the employee. The rules on working time however do not give satisfactory answers to any emerging problems in the practice of hiring, especially given that employee rights are usually seen as rights of only subordinate employees. For years, dilemmas were presented regarding matters such as the right to rest during a business trip. But it is not the only practical problem. The Author, recognizing the right to rest as a right of every human being, in the context of the provisions on working time, considers the problem of realization of this right in subordinate employment, as well as in relation to persons performing work under civil law contracts. Consideration is also given to the matter of daily rest in the case of additional employment. Each of the pointed out cases causes considerable practical difficulties, especially where the right to rest is seen only as a subordinate employee's right (and it is only in relation to a specific employer) and not a right of a working person in general.

Regulated in art. 132 of the Labour Code, the employee's right to an at least 11 - hour uninterrupted daily rest, together with the regulations on maximum working time standards determines the acceptable sphere of activity of the employee. The rules on working time however do not give satisfactory answers to any emerging problems in the practice of hiring, especially given that employee rights are usually seen as rights of only subordinate employees. For years, dilemmas were presented regarding matters such as the right to rest during a business trip. But it is not the only practical problem. The Author, recognizing the right to rest as a right of every human being, in the context of the provisions on working time, considers the problem of realization of this right in subordinate employment, as well as in relation to persons performing work under civil law contracts. Consideration is also given to the matter of daily rest in the case of additional employment. Each of the pointed out cases causes considerable practical difficulties, especially where the right to rest is seen only as a subordinate employee's right (and it is only in relation to a specific employer) and not a right of a working person in general.