HR Services in the Czech Republic

Only if agreed in writing by the start date. Probation lasts up to 4 months, or 8 for managers, and no longer than half of a fixed term, plus working days missed for sickness, leave and other absences. Either side can then end the employment in writing for any reason, but the employer not in the first 14 days of sickness. We make sure your contracts reflect these rules.

As a rule, employers pay 24.8% of gross pay in social security contributions and two-thirds of the 13.5% health insurance premium; non-wage costs add about 32% on top of gross wages (Eurostat, 2025). You also pay 60% of reduced average earnings for working days in the first 14 days of sickness. Our Compensation & Benefits Strategy builds a reward framework aligned with Czech law, market data and internal equity.

As a rule, full time is 40 hours a week, with shifts of up to 12 hours. You can order up to 8 hours of overtime a week and 150 a year, more by agreement, within an average of 8 a week over 26 weeks (52 by collective agreement). It earns at least 25% of average earnings extra, unless time off, or pay covering up to 150 hours a year, is agreed. We structure work schedules that comply and still leave room for flexibility.

For the first 14 calendar days, you pay 60% of reduced average earnings for working days, if the employee has sickness insurance. From day 15, the Czech Social Security Administration pays sickness benefit: 60% of the reduced daily base to day 30, 66% to day 60, then 72%, for up to 380 days. We put clear sick leave policies in place.

At least 4 weeks a year, counted in hours, or 5 weeks with public employers. Leave above 4 weeks can carry over at the employee’s written request. There are also 13 public holidays; work on one earns time off on top of pay, or an agreed premium of at least average earnings. We keep you compliant with leave entitlements and help you offer a competitive benefits package.

It’s structured, not impossible. You can dismiss with notice only in writing, for a reason the Labor Code lists. Notice is at least 2 months, or 1 month for unmet requirements or breaches of duty, and runs from delivery. Redundancy owes at least 1 to 3 months’ average earnings by length of service, and protected periods such as sick leave and pregnancy block notice, with narrow exceptions. We guide you through every step.

Not indefinitely. As a rule, a fixed term must be in writing, lasts up to 3 years and can be repeated or extended only twice, up to 9 years in total. Cover for maternity, paternity or parental leave can be renewed more often within the 9 years. If you break the limits and the employee asks in writing, before the end date, to stay, the contract becomes open-ended. We make sure every fixed-term contract meets these rules.

Only if one covers you: a company agreement you sign with a union, a sector agreement from an employers’ association you belong to, or one the labor ministry extends to your sector, with exceptions such as employers with fewer than 10 employees. A company agreement covers all your employees, and terms below Labor Code rights don’t count. We keep you compliant with any agreement that applies, with as much flexibility as it allows.

None is required, but employees can set them up. A trade union can act once 3 of its members work for you, and employees can elect a works council and health and safety representatives for 3-year terms. Where none exists, you inform and consult employees directly. Collective redundancies need 30 days’ written notice to the union and works council, or each affected employee where neither exists, and a report to the labor office. We guide you in working with employee representatives.

The Czech Republic missed the June 2026 deadline for the EU Pay Transparency Directive. A government bill passed its first reading in parliament on October 20, 2026; it would take effect on January 1, 2027, with pay gap reports from 2028 for employers with 150 or more employees. Already, the Labor Code requires equal pay for equal work or work of equal value. Our Compensation & Benefits Strategy covers EU Pay Transparency readiness.

The State Labor Inspection Office and regional inspectorates can fine up to CZK 10 million for no written employment contract and up to CZK 2 million for pay below the minimum wage. Illegal work, such as dependent work outside an employment relationship, costs CZK 50,000 to CZK 10 million, and unreported work up to CZK 3 million. We conduct regular compliance audits so your documentation is ready for inspection.