European UnionMy employer forced me to take mandatory training unpaid during weekends. Is this working time?
Yes, mandatory weekend training required by your employer is generally considered working time under EU law and must be paid.
What the Law Says
The EU Working Time Directive sets the legal framework for what counts as 'working time' — including training mandated by the employer.
According to the EU Working Time Directive (2003/88/EC), 'working time' means any period during which the worker is working, at the employer's disposal and carrying out his activity or duties. This includes all time the worker is required to be present and available for work — even if no active tasks are performed.
Mandatory training falls squarely within this definition when it is imposed by the employer, takes place during non-standard hours (e.g., weekends), and serves the employer’s interests — such as improving job performance or compliance with internal policies.
The Directive requires that working time be limited to an average of 48 hours per week (including overtime), and that workers receive adequate rest periods and paid annual leave. Crucially, it also mandates that all working time — including training — must be compensated in accordance with national law and employment contracts.
Statutory Text‘working time’ means any period during which the worker is working, at the employer’s disposal and carrying out his activity or duties
— Directive 2003/88/EC, Art. 2(1) — Definition of working time
Statutory TextEach Member State shall take the measures necessary to ensure that… the average working time for each seven-day period, including overtime, does not exceed 48 hours
— Directive 2003/88/EC, Art. 6(2) — Maximum weekly working time
What Courts Have Said
The Court of Justice of the European Union (CJEU) has consistently interpreted ‘working time’ broadly to protect workers’ rights — especially where employers impose obligations outside standard hours.
The CJEU ruled that time spent travelling between home and customers counted as working time for mobile workers, because they were at the employer’s disposal and could not freely pursue personal activities — reinforcing that control and obligation define working time, not location or activity type.
The CJEU reaffirmed that time during which workers are required to be available and subject to employer instructions — even without active tasks — qualifies as working time, strengthening protections for on-call and mandatory off-site duties.
What to Do
Check your national implementation law (e.g., Germany’s Arbeitszeitgesetz, France’s Code du travail, or Spain’s Estatuto de los Trabajadores) — all must transpose Directive 2003/88/EC.
Raise the issue formally with your employer in writing, citing the Directive and national law requiring payment for mandatory training.
Contact your national labour inspectorate or trade union for support — unpaid mandatory training may breach both working time and minimum wage rules.
If unresolved, file a claim with the competent national labour court; CJEU case law supports treating such training as payable working time.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.