Encamp establishes by regulation the working day and holidays for its civil servants

The Comú d’Encamp has approved the Decree of 5-11-2026, which establishes the new regime for the working day, working hours, vacations, and compensatory days for the corporation’s civil servants and interim public employees. The regulation is published in the Official Bulletin of the Principality of Andorra (BOPA) no. 128, of November 11, 2026, within the section of ordinances and regulations, and comes into force on January 1, 2027. The text bears the signature of the mayor, Laura Mas Barrionuevo, and affects all communal personnel, except for the Special Corps of traffic agents.

The Regulation implements article 74 of the Public Service Ordinance of the Comú d’Encamp, approved on December 18, 2025, which referred the specification of the working day to the regulatory path. The Common Council approved it in the ordinary session of October 29, 2026, and it uses a forty-hour weekly working day as a reference, with an annual calculation based on the dedication of each modality and the holidays of the labor calendar, and a maximum of eight hours per working day.

The text is framed within Law 1/2019, of January 17, on public service, and its modification by Law 29/2022, of July 21, as well as Law 6/2022, of March 31, on equal treatment and non-discrimination. Its declared purpose is to guarantee the effective fulfillment of working time, family and work reconciliation, and the prevention of fatigue.

Two schedule modalities and shifts of up to twelve hours

The Regulation establishes two general schedule options for personnel not assigned to shifts:

• Discontinuous schedule: eight hours daily four days a week and seven continuous hours on the fifth, with an average of thirty-nine hours per week; during school vacations, seven continuous hours five days a week.
• Intensive continuous schedule: seven and a half hours daily from Monday to Friday all year round, equivalent to thirty-seven and a half hours per week.

Generally, the working day is distributed in days of four to eight hours, but services operating under a shift system may reach twelve hours per day, always with two paid thirty-minute breaks. The rest between working days is a minimum of twelve hours, and the weekly rest is one full day, mandatory and non-waivable.

Department heads must publish the schedule planning thirty calendar days in advance, and any change must be communicated with a minimum of twenty-four hours’ notice. Anyone wishing to change their modality must communicate this before November 1 of the previous year. The educational staff of the communal nurseries work thirty-seven and a half hours, of which thirty-five are for direct care of children.

Twenty-five days of vacation with a closed calendar in February

Staff are entitled to twenty-five working days of paid vacation each year, or the proportional part if the service relationship is less than one calendar year. Vacations must be taken within the year and, at the latest, until January 31 of the following year; one of the split periods must be at least ten working days.

The calendar is closed according to preset deadlines:

• Before November 30, the Human Resources Department communicates the vacation framework for the following year.
• Before February 15, staff submit their proposed dates to their hierarchical superior.
• Before February 28, the management of each department validates the calendar and ensures service coverage.

In the event of overlapping requests, the following are applied in order: agreement between the affected parties, preference based on reconciliation needs, preference for those with children under twelve during school vacation periods, rotation relative to the previous year, and finally, seniority.

The text also regulates compensatory days: non-special holidays from the parish calendar that fall on a weekend (bridge days), the holiday enjoyed by workers in Encamp and not those in Pas de la Casa, and special holidays that coincide with a non-working day. All are managed together with vacations.

Electronic time registration and overtime pool

The Comú d’Encamp must implement an electronic time registration system, managed by the Human Resources Department, where staff must record entries, exits, unpaid breaks, and absences. Manual entries due to occasional forgetfulness are made via email and approved by the Human Resources management.

Overtime is voluntary, requires prior authorization, and is funded by an annual pool approved by the Governing Board based on a report-memo from each department. Scheduled hours, derived from foreseeable events, require a report seven days in advance. On-call duties require remaining within the national territory or within half an hour of the workplace and are financially compensated per hour.

Management and special relationship staff are not subject to strict working hour limitations, but they are subject to the rules regarding vacations, holidays, and compensatory days. Non-compliance with the regulation is governed by the disciplinary regime of the Ordinance of the public function of the Comú d’Encamp. Until new planning and modalities are approved, staff maintain their current working hours and shifts; for the Traffic Service, the Regulation applies subsidiarily until the internal regulation provided for by Law 9/2023, of January 30, comes into force.

With this regulation, Encamp completes a pending piece of the deployment of its public function and provides a stable framework for all communal staff, who until now were governed by generic references to the ordinance. The entry into force on January 1, 2027, will coincide with the new working year, so that already scheduled vacations and compensatory days will be preserved until the next planning period.

Fuente: Official Bulletin of the Principality of Andorra, no. 128, November 11, 2026, Ordinances and regulations (Comú d’Encamp), pp. 1-14 (official reference: Decree of 5-11-2026).