As indicated by the courts of appeal and cassation (Resolution No. 88-15334/2022 of the Third Court of Cassation of General Jurisdiction dated September 05, 2022 in case No 2-52/2022), if an employee is forced to perform labor functions during a lunch break due to the inability to leave the workplace due to the peculiarities of the labor process, this time shall be recognized as working and shall be paid, regardless of whether the employer has officially established continuous production.