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Discover How the 24×48 Shift Can Be Applied Within the CLT, What Categories Work Under This Model, and the Precautions That Companies and Professionals Must Take to Comply With Labor Legislation.
The 24×48 shift is one of the most well-known and utilized in essential sectors of the economy. In this format, the worker performs 24 consecutive hours of activity and, right after, is entitled to 48 hours of rest.
Although it seems simple, this work regime involves important legal issues, mainly concerning the CLT, and requires extra attention from companies and human resources professionals.
The Consolidation of Labor Laws (CLT) does not directly regulate this model, but its application is possible as long as specific conditions are observed, such as authorization in a collective agreement or convention.
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What Does the 24×48 Shift Mean?
In practice, the 24×48 shift allows the professional to remain active for 24 hours and then enjoy two days of rest.
This type of regime arose from the need to maintain services that cannot be interrupted, such as public security, medical emergencies, and property surveillance.
Although efficient for certain areas, the model imposes significant physical and psychological wear. Therefore, it is not recommended for all professions and requires well-defined rules to prevent abuses.
The CLT and the Regulation of Differentiated Work Hours
The CLT establishes that the normal working hours should not exceed 8 hours per day and 44 hours per week.
The Federal Constitution, in Article 7, item XIII, provides that it is possible to compensate or reduce hours through a collective agreement or convention.
Thus, the 24×48 shift can only be applied when there is support in a collective instrument.
Article 59 of the CLT also states that the legal limit for overtime is up to 2 hours per day, always with a minimum additional payment of 50% over the regular hour.
In the 24×48 shift, the worker usually totals around 48 hours per week, exceeding the 44 hours provided.
This difference must be recorded and compensated as overtime, which reinforces the importance of efficient time tracking.
Professionals Who Work the 24×48 Shift
This model is common in activities that require constant coverage. Among the main examples are:
- Civil and Military Firefighters
- Civil and Military Police Officers
- Healthcare Professionals, such as On-Duty Physicians, Paramedics, and Nurses
- Watchmen and Security Guards
- Toll Collectors
- Workers in Essential Infrastructure Services
These roles demand constant presence, justifying the adoption of the regime.
However, it is essential to ensure breaks during the shift and adequate rest between shifts, to preserve the physical and mental health of the worker.
The Controversies Surrounding the 24×48 Shift
Although widely accepted in certain areas, the 24×48 shift continues to be the target of legal disputes.
Many lawsuits involve companies that fail to properly pay overtime or do not respect the legal breaks.
Lawyer Maciel Júnior, in an interview with the newspaper Extra, warned that this type of shift causes “greater wear on the health and social life of the employee.”
This statement reinforces the importance of monitoring mechanisms for the shift, also respecting the intrajourney break guaranteed by Article 71 of the CLT.
Time Tracking: A Critical Point for Companies
According to Article 74 of the CLT, every company with more than 20 employees must maintain a formal record of their employees’ entry and exit times.
This tracking can be manual, mechanical, or electronic, but it must be up to date.
In the case of the 24×48 shift, monitoring the working hours becomes even more challenging. Manual models tend to fail, creating risks of labor liabilities.
Therefore, there is an increasing adoption of digital electronic time tracking systems that allow real-time tracking, integration with payroll, and alerts for excessive working hours.
Practical Recommendations for Applying the 24×48 Shift
Companies wishing to adopt the 24×48 shift must follow a series of precautions to avoid future problems. Among the main ones, they include:
- Adopting electronic time tracking systems that ensure reliable records;
- Checking whether there is a collective agreement or convention authorizing the practice;
- Ensuring compliance with breaks for rest and meals, even during 24-hour shifts;
- Maintaining formal documentation, such as contracts, signed schedules, and receipts;
- Correctly registering and compensating overtime that exceeds the limit of 44 hours per week.
Additionally, HR and accounting professionals need to be aware of the impact of this regime on payroll, the calculation of night shifts, hour banks, and labor obligations.
Why Does the 24×48 Shift Require Extra Attention?
Although it is a legitimate alternative, the 24×48 shift cannot be applied indiscriminately.
Non-compliance with legal rules can lead to labor lawsuits, administrative fines, and penalties for abusive working hours.
Legal security depends on alignment between employer and employee, with support from collective instruments, efficient monitoring, and respect for CLT limits.
Companies seeking to adopt this model must invest in labor governance and technologies capable of ensuring transparency and reliability in hour records.
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