What the CLT allows for each pattern, what 12x36 already compensates, how Sunday rest works on 6x1, and the points where the calculation goes wrong.
What 12x36 already includes
A pattern of 12 hours worked followed by 36 hours off is allowed by written individual agreement or by collective agreement (CLT, article 59-A). It is common in healthcare, security and reception, where the post cannot be left empty.
The part almost nobody reads: pay under 12x36 already compensates paid weekly rest and public holidays. Working a holiday inside the pattern does not trigger double pay, because the pattern itself embeds that compensation.
The law also allows indemnifying the meal break under this pattern. That does not remove the duty to grant the break: it means that when it is not taken, there is a defined consequence instead of an open liability.
What 12x36 does not remove
The night premium is still due for hours between 10pm and 5am, with the shortened hour, and the extension past 5am also applies when the shift is entirely at night.
Unhealthy-work and hazard premiums follow their own rules, with a technical report. Extending the working day in unhealthy conditions requires prior authorisation from the competent authority, and the shift pattern does not waive it.
The thirteenth hour is overtime, and doing it habitually breaks the pattern. A pattern agreed and not followed is one of the fastest routes to a labour dispute.
6x1 and Sunday rest
The 6x1 pattern is six days worked for one off, within the contracted weekly hours. Paid weekly rest is 24 consecutive hours and, as a general rule, should coincide with Sunday, fully or partly.
In activities that operate on Sundays, how often the rest day falls on a Sunday is a matter for the collective agreement and sector legislation: retail, for example, has a minimum frequency set by its own statute. The industry’s document answers this, not company habit.
In payroll the effect lands on weekly rest: an unjustified absence in the week voids that week’s paid rest, and Sunday work without a matching day off is paid double.
The document comes before the pattern
Before running either pattern, the agreement has to exist in writing and the employee record has to reflect the real pattern. A misconfigured pattern produces wrong overtime, wrong weekly rest and a wrong night premium, every month, for everyone on that shift.
It is also worth checking the 11-hour rest between shifts and the limit on continuous work, which the pattern must respect even when employees swap shifts among themselves.
Pattern in the record, calculation automatic
In Avos the shift pattern is configured per employee, with schedule, night band and compensation rule, and the engine applies what each one includes: 12x36 does not pay holidays double, 6x1 handles weekly rest by week. The timesheet compares the configured pattern with what was punched, and the divergence shows up before the close.