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However, the extent to which these standard hours still constitute the most common experience of European workers is increasingly questionable. Increasing shares of European employees work hours the diverge from these ‘standard hours’, including employees on part-time contracts, those in jobs that regularly require weekend or evening\u002Fnight shifts, and overtime hours (Anxo & Karlsson, 2019; Eurofound, 2022; Lewis et al., 2008; Wharton & Blair-Loy, 2016).\u003C\u002Fp>\u003Cp>The earnings employees should receive for performing work during these non-standard hours, are actively debated, negotiated and regulated by governments and social partners alike (Jirjahn, 2008; Keune, 2007; Lehndorff, 2007; Rubery et al., 2005). Collective agreements often include provisions for higher hourly wages (i.e., premiums) during non-standard hours. The premiums are negotiated in compensation for the inconvenience that anti-social hours imply to workers’ social and family lives, the higher effort required from workers compared to regular working times, as well as the toll that irregular, anti-social and long hours take on employee health (Hart & Ma, 2010; Ilsøe , 2012; Piasna et al., 2024; Yu & Kuo, 2022). Part-time workers are, at least in theory, protected from wage penalties for downwardly deviating from standard hours by European legislation prohibiting discrimination and guaranteeing equal (pro rata) rights compared to full-time workers (Figart & Golden, 2000; Nicolaisen & Kavli, 2019).\u003C\u002Fp>\u003Cp>In this third report, we aimed to understand the impact of working non-standard hours on the earnings of European employees. Secondly we study the wage level at which these premiums and penalties for formally agreeing with an employer to work non-standard hours are set. 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