2025 Production Calendar

The 2025 production calendar has already been officially approved.

In this article, we explain — with SGF Consulting’s expertise — the number of working days, working time norms, non-working days, and how to avoid legal risks.

What is the production calendar and what is its legal status?

The production calendar is a normative document that defines the official distribution of working and rest days throughout the year for enterprises in the Republic of Azerbaijan, intended to ensure the fulfillment of labor obligations. This calendar is prepared annually by the Ministry of Labor and Social Protection of the Population and, pursuant to Article 89 of the Labor Code, is considered a legal basis.

The 2025 production calendar serves as a reference document for all employers in the country when planning activities in accordance with labor legislation. It officially specifies the working time norms, public holidays, non-working days, and shortened working days.

Why is it important from a legal perspective?

• Normative in nature – used to establish labor relations on a legal basis.
• Basis for payroll and leave calculations – the allocation of working days and hours is determined by this calendar.
• Required during inspections – accepted as a primary document during audits conducted by the State Labor Inspectorate.

Legal basis:

• Labor Code of the Republic of Azerbaijan
• Decisions of the Cabinet of Ministers and approvals regarding exceptional days
• Annual announcement by the Ministry of Labor and Social Protection of the Population on the “Production Calendar and Working Time Norm”

Number of Working Days in 2025

According to the approved 2025 production calendar, the number of working days in the Republic of Azerbaijan varies depending on the work schedule.

As per the official production calendar issued by the Ministry of Labor and Social Protection of the Population:

• Five-day work week: 250 working days
• Six-day work week: 300 working days

These figures are determined taking into account:

• Official non-working and public holidays
• Weekly rest days
• Even distribution of working days across months

Why is this information important for employers?

• It serves as a key indicator for payroll and leave calculations.
• Determines resource allocation in accounting and HR planning.
• Acts as a reference document for legal compliance in labor relations.

SGF Consulting recommends that these official figures be taken as a basis when planning your organization’s annual operations.

Working Time Norm for 2025

The working time norm is a legal indicator showing the maximum number of working hours an employer may lawfully require from each employee over the course of a year.

This norm is calculated in accordance with the Labor Code of the Republic of Azerbaijan and the production calendar published by the Ministry of Labor and Social Protection of the Population.

Official working time norm for 2025:

• Five-day work week: 1,903 hours
• Six-day work week: 2,047 hours

These figures exclude rest days, public holidays, and non-working days.

Why is the working time norm important from a legal and operational perspective?

• Fulfillment of employment contract terms is based on this norm.
• It serves as the primary measurement unit for calculating wages, business trips, and overtime.
• During audits and inspections, the compliance of contractual and actual working hours is assessed against this indicator.
• It is essential for ensuring transparency and legal stability in labor relations.

SGF Consulting recommends:

The working time norm should be used as an official document in internal planning, and compliance with this norm must be ensured in employment contracts.

Official Non-Working and Public Holidays in 2025

For 2025, official non-working and public holidays are determined based on the Labor Code of the Republic of Azerbaijan and the decisions of the Cabinet of Ministers. On these days, all employers in the country are required to suspend labor activities, and an exceptional regime of labor relations applies.

Non-Working and Public Holidays in 2025

Notes and Legal Considerations:

• The exact dates of Qurban Bayram are determined by the decision of the Cabinet of Ministers.
• If a public holiday falls on a Saturday or Sunday, the next working day may be declared a rest day.
• These days are mandatory for all enterprises, with the only exceptions being organizations engaged in uninterrupted operations.

SGF Consulting Recommends:

Failure to consider these dates in internal planning may result in violations of labor legislation and potential fines. Work schedules should be adjusted in advance to align with these dates.

How Are Shortened Working Days Determined?

A shortened working day is the reduction of working hours on the working day immediately preceding an official public holiday, as regulated by Article 105 of the Labor Code, and constitutes a legal obligation for the employer.

During a shortened working day:

• Full wages are retained, with no deductions applied.
• Working hours are reduced by at least one hour.
• This rule is mandatory for all employers, with exceptions granted only to enterprises that cannot halt production.

Main Dates with Shortened Working Hours in 2025

Note: The application of shortened working days may vary depending on the organization’s work schedule (five-day or six-day week).

Employer’s Obligations:

• Formalize the shortened working day regime by internal order or directive.
• Notify employees in writing in advance.
• Ensure no changes or deductions in wage calculations.

SGF Consulting Recommends:

Proper documentation and archiving of these dates provide reliable legal protection during potential future labor inspections.

Why Is the Production Calendar Important for Employers?

The production calendar is not merely an annual chart; it is a strategic tool for establishing and managing labor relations on a legal basis.

Whether a large enterprise or a small business, every employer should base planning on this calendar.

Advantages for Employers:

1. Planning labor obligations – Working time, rest days, leave, and shortened days are regulated according to this calendar.
2. Accurate payroll calculation – Working days and time norms serve as the foundation for salary calculations.
3. Compliance with labor legislation – Any work schedule or obligation conflicting with the calendar may be deemed a violation and lead to sanctions during inspections.
4. HR planning and management – Leave schedules, staff rotation, and productivity planning are conducted using this calendar.
5. Risk management – Knowing non-working and public holidays in advance prevents delays in operations and reduces legal risks.

SGF Consulting Recommends:

The production calendar should be integrated into the company’s annual operational and HR planning. This ensures not only legal compliance but also corporate sustainability.

Where to Download the Official 2025 Production Calendar

As in previous years, the 2025 production calendar has been prepared and published by the Ministry of Labor and Social Protection of the Population (MLSPP). Obtaining this document exclusively from official sources is essential for legal validity.

Where to Download:

1. MLSPP official website – Available in PDF format under the “Useful Information” section at sosial.gov.az.
2. Official legal document platforms – Related decisions and information can be accessed at e-qanun.az and e-gov.az.
3. sgfgroup.az – Our platform provides a direct and reliable link to the official calendar PDF.

Why Is It Important to Download Only from Official Sources?

• Legal validity – During audits and inspections, only versions officially published by the state are accepted.
• Risk of changes – Any amendments to working days or public holiday dates are reflected only in official sources.
• Stable legal basis – Internal planning must rely solely on official documents.

SGF Consulting Recommends:

Ensure that the production calendar version you are using is official, in PDF format, and the most up-to-date edition. If any changes occur, update the documents immediately to mitigate legal risks.

How to Reduce Risks with the Production Calendar

The production calendar is the primary planning tool for an enterprise to ensure proper organization of labor relations. Activities not based on the official calendar can lead to the following legal and managerial risks:

• Incorrect payroll calculations
• Implementation of unlawful work schedules
• Violation of leave entitlements
• Sanctions imposed by the State Labor Inspectorate

SGF Consulting Recommends:

To prevent these risks, include the following five practical steps in your annual planning:

1. Base your annual operations plan on the calendar.

HR, finance, and production plans should be prepared in accordance with the indicators of the official 2025 production calendar. Planning should begin with legal compliance.

2. Structure leave and business trips in advance.

Prepare employees’ leave schedules in advance, considering non-working and public holidays. This approach helps balance internal workloads and optimize processes.

3. Check compliance of work schedules in employment contracts.

Contractual terms and actual working hours must match the official calendar. Any discrepancies may lead to legal liability.

4. Conduct accounting based on the official norm.

Wages, leave, and other payments should be calculated solely on the basis of the official working time norm and number of working days. This serves as a key legal reference during audits and inspections.

5. Monitor legislative changes.

Public holiday dates and normative indicators may change during the year. The SGF team monitors such changes regularly and informs clients in a timely manner.

Conclusion and Recommendation

The 2025 production calendar is a primary reference document for employers to ensure proper organization of labor and planning activities in compliance with labor legislation.

This calendar provides not only the distribution of working and rest days but also a stable framework for managing operational, HR, and financial processes on a legal basis.

If in your organization:

• Labor obligations are not properly established,
• Working time records are inaccurate,
• You have questions or risks related to legal compliance —

SGF Consulting offers professional legal and operational support in this field.

What SGF Consulting Offers:

• Legal interpretation of the official production calendar
• Audit and adjustment of employment contracts and internal documents
• Alignment of working time records and payroll systems with normative requirements
• Legal analysis and operational consulting in HR and accounting