Czech Republic
Workplace injuries (case law)
Impact date: 30 September 2025 (date of decision)
The judgment of the Supreme Court of the Czech Republic, file no. 21 Cdo 1325/2025, represents a significant shift in the interpretation of employers’ responsibility for the safety of individuals who are not their employees but are present on their premises—typically self-employed persons or subcontractors’ employees.
The Court confirmed that the obligation to ensure occupational health and safety extends not only to employees but also to all other persons who are present on the employer’s premises with the employer’s knowledge, regardless of whether there is a contractual relationship between them and the employer. The term “workplace” is understood not only as the location where employees normally perform their work but as any area under the employer’s control where persons are present with the employer’s knowledge and where there is a risk to health (e.g., corridors, warehouses, technical rooms, etc.).
Employer implications/action needed Employers must pay increased attention to training and supervision not only of their employees but also of all other persons present on their premises. It is not sufficient to rely on contractors or self-employed individuals to assume responsibility. If an accident occurs on the employer’s premises, and the employer had control over the area and was aware of the person’s presence, the employer bears primary responsibility for implementing safety measures.
Employer risk If an accident occurs involving an external worker who has not been adequately trained on the risks and safety rules in the facility, the employer may bear full responsibility for such an accident.
Changes to occupational safety and health regulation
Impact date: A major part of this regulation entered into force on 1 November 2025, with the remaining minor part taking effect on 1 January 2026. An amendment to the Act on Ensuring Occupational Safety and Health has been promulgated. A key feature of this amendment is the introduction of electronic management and signing of required safety documents, which aims to reduce administrative burdens and improve efficiency. Additionally, the amendment proposes giving coordinators more power to enforce safety measures, including halting work if there is an imminent threat to health or life.
Another notable change involves the responsibility of construction project owners, who will now be required to ensure that coordinators have the necessary conditions to perform their duties effectively. This includes the obligation to sign and update safety plans prepared by coordinators and to facilitate cooperation among all contractors involved in the project. In cases of emergencies such as fires or accidents, coordinators will be responsible for developing a limited safety plan for rescue operations.
Moreover, the Technical Inspection of the Czech Republic (TIČR) will be authorized to offer training for technicians who operate or inspect specific technical devices, such as gas, electrical and lifting equipment, for a fee. The amendment also clarifies the conditions under which the Ministry can revoke accreditation for BOZP examinations and provides guidelines for the labor inspection's actions when safety regulations are violated. These changes aim to strengthen workplace safety, particularly in the construction sector, where a significant portion of workplace fatalities occur.
Employer implications/action needed Employers should update their occupational safety and health procedures to ensure compliance.
Natural persons or legal entities accredited to conduct professional competence examinations, periodic examinations, or special professional competence examinations are required to submit an application for accreditation change within six months of the effective date of this Act (i.e., 1 November 2025), otherwise their accreditation will expire.
Employer risk Employers risk a fine of up to CZK 1,000,000 (approx. €40,000) in the event of non-compliance with the above OHS regulations.
Mandatory employer pension contributions for employees performing high-risk work
Impact date: 1 January 2026 A new law introduces mandatory employer pension contributions (known locally as contributions to the ‘third pension pillar’) for employees performing high-risk work. Specifically, if classified in the 3rd risky category for factors such as vibrations, cold, heat, or high dynamic physical load involving large muscle groups. The contribution will amount to 4% of the assessment base if the employee worked at least 3 shifts (24 hours) of risky work in a given calendar month. The obligation applies only if the employee makes a request to the employer in writing and provides the necessary pension institution and payment details.
Employer implications/action needed Employers must inform current qualified employees (3rd risky category) in writing by 15 January 2026 about the right to the contribution and how to claim and any qualifying new employees before they start high-risk work. Internal processes should be adjusted to receive employee notifications, track qualifying shifts, and ensure payment to the specified pension company account. If the employer already provides similar contribution based on internal policy, its compliance with the new law must be assessed.
Employer risk Failure to pay the mandatory contribution, fulfil the information obligation, or issue the required confirmation (or its copy) constitutes an administrative offence. Fines may be imposed up to CZK 200,000 for breaches of the information or confirmation obligations, and up to CZK 2,000,000 (approx. €80,000) for failure to pay the contribution. Offences are handled by the relevant Labor Inspectorate.
The Ministry of Labor and Social Affairs has set the minimum wage for 2026
Impact date: 1 January 2026 The Ministry of Labor and Social Affairs has set, based on the automatic valorization mechanism, the minimum wage for 2026 at CZK 22,400 per month (approx. €900) and CZK 134.40 per hour (approx. €5.40), which represents an increase of CZK 1,600 (7.7%).
Employer implications/action needed Employers should determine whether any employees are earning less than the minimum wage established for 2026 and ensure their wages are increased to the required level by 1 January 2026.
Employer risk Employers risk a fine of up to CZK 2,000,000 (approx. €80,000) in the event of non-compliance.
New legislation reducing administrative burden of employers has been approved
Impact date: Effective date of the Act on Unified Monthly Employer Report (1 January 2026), Launch of the JMHZ (1 April 2026) The Act on Uniform Monthly Employer Report (Act No. 323/2025 Coll.) aims to consolidate fragmented reports that employers are currently obliged to submit to various state administration authorities (social security administration, Ministry of Labor and Social Affairs, Czech Statistical Office, Labor Office and financial authorities) into a single report called the “Unified Monthly Employer Report” (“JMHZ”). This will significantly reduce administrative burden of employers. Employers will be required to submit this report once a month, within the period from the 1st to no later than the 20th day of the calendar month immediately following the reporting period. Within the JMHZ system, employers and their employees will be registered, along with their specific employment relationships identified.
Employer implications/action needed Employers will be required to submit the JMHZ once a month and register all their employees in the registry before they start working, ensuring compliance with the new requirements.
- Employers will have to fulfill most of their obligations (e.g., employee registration, submission of monthly reports) from 1 April 2026
- Employers will not submit insurance reports for the months of January to March 2026. However, employers are required to pay insurance premiums within the statutory deadline
- Employers will submit monthly reports for January to March 2026 between April and June 2026
- From 1 April to 30 June 2026, the current eight-day deadline from the date of commencement of employment will apply for registering Czech employees, and registration before the start of work will not be required
- From 1 July 2026, there will be an obligation to register (at least partially) all employees before they start work in order to prevent undeclared work. The obligation to complete the remaining data (after partial registration) is set at no later than eight days after the employee starts work
Employer risk Failure to comply with this obligation may result in penalties - fines of up to CZK 100,000 (approx. €4,000).
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