Czech Republic
Workplace injuries (case law)
Impact date: 29 May 2025 (date judgment became final).
The Supreme Court confirmed that an employment relationship with a foreign student automatically terminates under Section 48(3)(c) of the Labour Code when the employee loses the legal right to work in the Czech Republic – in this case, due to interruption of full-time studies because of injury.
The court stressed that personal circumstances (such as a serious injury) cannot affect the statutory consequence of losing the work authorization. The rule is rigid: once the authorization ceases, the employment ends, regardless of humanitarian considerations.
Employer implications/action needed Employers must monitor the legal status of foreign employees and immediately address any loss of work authorization.
Employer risk Risk of illegal employment if work continues without valid authorization, including fines and other sanctions.
Significant amendment to the Labour Code (so-called Flexible amendment)
Impact date: 1 June 2025 A significant Government Bill introducing a “flexible” amendment to the Labour Code has been approved by both chambers of Parliament and signed by the President.
The changes include:
- Extending the maximum length of the probationary period (up to four months, and up to eight months for managers), including the possibility of extending the probationary period even during its duration
- The commencement of the notice period on the date the notice is delivered. Furthermore, in cases of a breach of work obligations or a failure to meet requirements, the statutory notice period is reduced to just one month
- Certain groups of employees may receive their salary in a foreign currency
- Employers must guarantee employees on parental leave the same job position until the child reaches the age of two
- The introduction of special compensation funded by the employer’s insurance for employees who lose their jobs due to work-related injuries or occupational diseases, replacing the current severance payment of a minimum of 12 months’ average monthly pay
- Employees will be allowed to enter into an agreement to perform work (DPP) or an agreement to complete a job (DPČ) with the same employer for the same type of work during their parental leave
- Under certain conditions, it will be possible to employ individuals under the age of 15/before completing compulsory school attendance
- Entry medical examinations for work in Category 1 without additional professional risks will be optional – if neither the employer nor the applicant requests one, the applicant is considered medically fit
- It will be prohibited to restrict employees from sharing information about their salary, wage, or remuneration under an agreement
- Exceptionally, the daily rest period may be shortened to as little as six hours (for employees over 18 years of age) in the event of an accident, natural disaster, or other extraordinary circumstance
Employer implications/action needed A review of employment contract templates, other relevant documents and processes is recommended.
Employer risk Fines up to CZK 10,000,000 (approx. €400,000) can be imposed for non-compliance and employers can also face potential claims from employees.
Personal obstacles to work
Impact date: 1 June 2025 An amendment to Government Regulation No. 590/2006 Coll. which regulates other important personal obstacles to work implements the following main changes:
- Employees will have the right to more leave in the event of the death of a close relative: the leave will be provided in full days, with the possibility of taking up to five additional days of unpaid leave
- In the case of leave for seeking new employment, situations will now be distinguished based on the reason for the termination of employment: if the termination is for disciplinary reasons, the employee will only be entitled to half the usual leave. The basic entitlement of four days of leave will remain unchanged for other cases, and employees will also have the option to take up to two days of additional unpaid leave for visits to the Labour Office
- Regarding leave for marriage, wage compensation is to be provided for the day of the ceremony itself (now explicitly stated)
- The rules for leave for accompanying a close person to a healthcare or counselling facility will be expanded to cover the return journey as well
- It will be explicitly stated that where legislation refers to marriage and spouses, this also includes partners under the Civil Code and the Registered Partnership Act
Employer implications/action needed Employers should consider whether changes to existing policies and procedures may be needed to reflect the changes.
Employer risk Fines up to CZK 2,000,000 (approx. €80,000) can be imposed for non-compliance and employer can also face potential claims from employees.
Constitutional court rejects proposal on early retirement (case law)
Impact date: 18 June 2025 (date of decision) The Czech Constitutional Court has dismissed a request to annul the amendment that tightened conditions for early retirement — particularly the age requirement which was changed from up to five years, to up to three years, before reaching the standard retirement age. The Court found no constitutional defect in the legislative process or substantive rule, emphasizing parliamentary autonomy and the necessity of majority rule to overcome obstruction.
Employer implications/action needed Employers and pension administrators must continue applying the stricter early retirement rules, which limit early pension eligibility and slow down pension indexation. No transitional privilege applies — even for those who had previously met requirements but had not yet applied.
Employer risk Failing to apply the updated retirement rules may result in legal inconsistencies or administrative challenges in pension processing.
Occupational Safety and Health
Impact date: Q3 2025 – Q1 2026 (expected). An amendment to the Act on ensuring Occupational Safety and Health has been passed by the Parliament and signed by the President. 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 labour 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 anticipate updating their occupational safety and health procedures to ensure compliance.
Employer risk Employers will risk a fine of up to CZK 1,000,000 (approx. €40,000) in the event of non-compliance.
Draft of new legislation reducing administrative burden of employers
Impact date: Pilot phase (1 July 2025 – 31 March 2026), Effective date of the Act on Unified Monthly Employers (1 January 2026), Launch of the JMHZ (1 April 2026) Proposed legislation aims to consolidate fragmented reports that employers are currently obliged to submit to various state administration authorities (social security administration, Ministry of Labour and Social Affairs, Czech Statistical Office, Labour Office and financial authorities) into a single report called the “Unified Monthly Employer Report” (“JMHZ”). This will significantly reduce administrative burdens for 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.
Employer risk Failure to comply with this obligation may result in penalties - fines of up to CZK 100,000 (approx. €4,000).
New Act on entry and residence of foreigners
Impact date: 1 January 2026 (expected) A new Act on the entry and residence of foreigners is being discussed by the Parliament, including the introduction of the function of a guarantor. For employees staying in the Czech Republic for the purpose of employment, their guarantor will be their employer.
In general, guarantors will be responsible for communication with the authorities via a special web account, will have a stronger position in the residence procedure and will subsequently supervise the fulfilment of the purpose of the stay by the foreigner.
Employer implications/action needed Employers should note the changes and once the Act comes into effect, fulfil their role as a guarantor for their foreign employees.
Employer risk Employers will risk a fine of up to CZK 100,000 (approx. €4,000) in the event of non-compliance with their obligations as guarantors.
Workplace Injuries
Impact date: 1 January 2026 (expected) A proposed Government Regulation on Employer Obligations Regarding Workplace Injuries includes the following changes and principles:
- Full digitalization: reporting and submitting records of workplace injuries will be conducted via the electronic portal of the State Labour Inspection Office
- Simplified data updates: employers will not be required to complete a new form; instead, they can amend the existing record in the system
- Elimination of redundant data: for example, there will no longer be a requirement to report the number of hours worked prior to the injury
- Obligation to electronically report injuries within ten working days, with the option to print the record and have it signed by the employee and witnesses
- New rules for reporting fatal injuries: detailed requirements will be specified in a new annex to the regulation
- More flexible record format: the State Labour Inspection Office will be able to update the forms without the need to amend the regulation itself
Employer implications/action needed Employers should continue to monitor the progress of the proposed regulation.
Employer risk N/A
Mandatory employer contributions to the third pension pillar for employees performing high-risk work
Impact date: 1 January 2026 A new law has been passed and sent to the President for signature, introducing mandatory employer contributions to the third pension pillar for employees performing work classified in the third category for factors such as vibrations, cold, heat, or high dynamic physical load involving large muscle groups. The contribution will amount to 3% of the assessment base if the employee worked at least three but fewer than 11 shifts of such work in a month, and 4% if they worked at least 11 shifts. The obligation applies only if the employee notifies the employer in writing and provides the necessary payment details.
Employer implications/action needed Employers must prepare to inform employees in writing about the right to the contribution and how to claim it before the employee starts high-risk work. Internal processes should be adjusted to receive employee notifications, track qualifying shifts, and ensure payment to the specified pension company account.
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 (approx. €8,000) 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 Labour Inspectorate.
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