Czech Republic (CZ)
Czech Republic is a landlocked Central European parliamentary republic of 14 regions, home to the fairy-tale spires of Prague — one of Europe's best-preserved medieval capitals — as well as world-famous Bohemian crystal and glasswork, the birthplace of Pilsner lager, a thriving startup and tech scene anchored in Prague and Brno, and one of the lowest unemployment rates and most stable economies in the EU.
Employment Rights
Sick leave, dismissal protection and red flags in Czech Republic.
Czech employment law is primarily governed by the Zákoník práce (Labour Code, zákon č. 262/2006 Sb.) and the Czech Constitution. The law provides strong employee protections covering minimum wage, working time, leave entitlements, sick pay, and dismissal protection. EU citizens have identical rights to Czech nationals. Non-EU citizens with valid work permits or permanent residence have the same employment rights as Czech workers. The State Labour Inspectorate (Státní úřad inspekce práce — SÚIP) enforces compliance. Employer violations can be reported to SÚIP at suip.cz.
Sick leave
Rules: Zaměstnanec must notify employer of sickness (nemoc) as soon as possible on day 1. Czech doctor issues eNeschopenka (electronic sick certificate) sent directly to ČSSZ and employer. Days 1–3: employee paid by employer at 60% of daily assessment base (calculated from 12-month average). Days 4–14: employer pays 60%. From day 15: ČSSZ pays nemocenská (sickness benefit). Maximum nemocenská payment period: 380 days. Sick pay based on reduced daily assessment base: 60% for days 1–30, 66% days 31–60, 72% from day 61.
Doctor note: Day 1 — eNeschopenka required from first day. Can be issued retroactively if you see the doctor on day 1 of illness.
Employer pay: 60% of daily assessment base for days 1–14 (employer pays). From day 4 for statutory employer sick pay. Note: Czech law requires employer payment from day 1 (unlike some countries where employer pay starts day 4).
Long-term: Nemocenská paid by ČSSZ up to 380 days total. After: pracovní neschopnost leads to posouzení invalidity (disability assessment) by OSSZ. Invalidní důchod (disability pension) for long-term cases. OSVČ can opt into nemocenské pojištění (sickness insurance) — not compulsory but highly recommended.
Dismissal protection
Law: Zákoník práce provides significant dismissal protection. Employer cannot dismiss during: dočasná pracovní neschopnost (sick leave), mateřská/rodičovská dovolená (maternity/parental leave), výkon veřejné funkce (public office), and certain other protective periods. Dismissal (výpověď) must be in writing, must state the legal reason (enumeratively listed in § 52 ZP), and must be delivered to the employee. Dismissal without valid reason or during protective period is invalid. Union members: consultation with trade union (odborová organizace) required.
Deadline to sue: 2 months from the day the employee became aware of the reason for invalidity of dismissal, or from the date the notice took effect — to file a claim at Obvodní soud práce (Labour Court). Seek legal advice immediately if you believe your dismissal is unfair.
Probation
Zkušební doba (probationary period): maximum 3 months for standard employees, maximum 6 months for vedoucí zaměstnanci (managers). Cannot exceed 50% of agreed contract length. During trial period: either party may terminate without reason, with 15 days notice (or as agreed, but minimum 15 days). Trial period must be agreed in writing in the employment contract before work starts. Cannot be extended. Can only be agreed once per employment relationship.
Notice periods
2 months notice minimum for both employer and employee for standard employment (§ 51 ZP). The výpovědní doba (notice period) begins on the 1st day of the calendar month following delivery of notice. During notice: employee typically entitled to continue working or be placed on garden leave (with pay). Mutual termination agreement (dohoda o skončení pracovního poměru) — immediate or agreed date — is possible at any time.
Working time
Max hours: 40 hours per week standard (§ 79 ZP). Maximálně 48 hours per week including overtime (averaged over a reference period up to 52 weeks). Annual overtime cap: 150 hours ordered by employer; up to 416 hours total (with employee agreement) per year. Shift workers: reduced weekly limits.
Min rest: 11 hours continuous daily rest between shifts. 35 hours continuous weekly rest (at least one Sunday per 4-week period). Přestávka (break): minimum 30 minutes after 6 hours of work (may be split into 15+15 minutes). Cannot be taken at the start or end of the shift.
Overtime: Přesčas (overtime) must be ordered in advance or agreed with employee. Compensation: either additional pay of 125% (or 150% for Sunday/holiday overtime) of average hourly earnings OR equivalent time off. Management employees (vedoucí zaměstnanci) may not receive overtime pay for ordered overtime by agreement in their contract — check.
Vacation
Dovolená (annual leave): minimum 4 weeks (20 working days) per year for all employees (§ 213 ZP). From 2021: employees are also entitled to additional week (5th week) if they have worked for employer for at least 260 working days. Many companies offer 25 days as standard. Carry-over: unused leave can be carried over with employer agreement; unused leave must be compensated on termination. Pro-rated for part-time workers and new employees.
Anti-discrimination
Zákoník práce and Antidiskriminační zákon (zákon č. 198/2009 Sb.) prohibit discrimination based on: sex, sexual orientation, race, ethnic origin, nationality, disability, age, religion or belief, trade union membership. Equal pay (stejná odměna za stejnou práci) is required. Šikana (bullying) and mobbing (systematic harassment) can be the basis for damages claims. Complaints: to SÚIP, Veřejný ochránce práv (Ombudsman), or court.
Contract red flags
- !"Dohoda o pracovní činnosti (DPČ)" or "Dohoda o provedení práce (DPP)" used for what is clearly permanent full-time employment — these are temporary agreement types with limited protections and should not substitute employment contracts.
- !B2B/živnostenský list required for what is effectively subordinate employment (švarc systém) — this is illegal in Czech Republic. Employees cannot be forced to register as OSVČ instead of being employed.
- !Trial period longer than 3 months (6 months for managers) — exceeds legal maximum and is invalid.
- !Contract without specified work type, location, or start date — required elements under § 34 ZP.
- !Non-compete clause (zákaz konkurence) after employment without compensation — unlawful. Post-employment non-compete must be paid at least 50% of average earnings for each month of restriction.
- !Employer deducting expenses or "training costs" from salary without prior written agreement — potentially illegal.
- !Contract entirely in a foreign language without Czech version — fine legally but risky for employee; insist on a Czech version.
- !No written contract at all — employer must provide written contract or confirmation no later than on the day employment commences.
- !Salary below the minimum wage — CZK 22,400/month (CZK 134.40/hour) from January 2026 (increased by CZK 1,600 under automatic valorisation mechanism in § 111 ZP); guaranteed wage levels (zaručená mzda) apply by qualification group and are higher.
- !Social security and health insurance not deducted and paid by employer — verify contributions are being made to ČSSZ and your zdravotní pojišťovna (health insurer) each month; failure is an employer offence.
Employment Rights
Unlock the complete Employment Rights guide for Czech Republic — including every detail, document, tip and link you need.
Become a SupporterSupport the guide on Ko-fi · Unlocks every premium section, everywhere