Employment law basics for employees

An employment contract must include the following:

  • A written contract in two copies
  • Type of work, place of work, and start date
  • Probationary period – up to three months

The employer must provide written information about other terms and conditions of employment within one month of the commencement of employment (if not already included in the contract):

  • Employer’s details
  • Type of work and place of work
  • Information about vacation
  • Wage
  • Working time
  • Notice period
  • Other information on collective agreements

Working under an employment contract guarantees:

  • Entitlement to sickness benefits and pension (if other requirements are met, such as the required period of insurance, etc.)
  • Four weeks of vacation (after 60 days of work)

Employment can be arranged for a definite or indefinite period.

The minimum wage for 2018 is 12,200 CZK per month (73.20 CZK per hour).

Working time is stipulated by law

  • It must not exceed 40 hours per week
  • If distributed evenly – up to 9 hours per day
  • If distributed unevenly – up to 12 hours per day
  • Flexible working time – by agreement between both parties
  • Compulsory break for at least 30 minutes after a maximum of 6 hours of work
  • At least 12 hours of rest between shifts
  • Night work – max. 8 hours within 24 hours
  • The extent of overtime and remuneration for it must be included in the contract; it is not an automatic entitlement

Termination of employment

  • Termination notice – must be submitted in writing by either the employee or the employer. The employer must fulfil conditions set forth in the Labour Code.
  • Mutual agreement – must be made in writing, with copies provided to all parties. An end date must be specified, along with an explanation.
  • Immediate termination – effective upon delivery of the notice of employment termination.
  • Termination during the probationary period
  • Expiry of the definite period
  • Immediate termination of employment – applicable only for particularly serious misconduct or an unconditional criminal conviction.

What to watch out for

  • The employer wants to amend the employment contract to include a probationary period and use it subsequently.
  • The contract is for a definite period, while the entire duration is probationary.
  • Upon termination of employment, the employer must unconditionally provide the employee with a confirmation of employment – an employment record.
  • Familiarize yourself with collective agreements and internal regulations to ensure you are not unnecessarily deprived of any entitlements.
  • Make sure your leave request is confirmed in writing well in advance.
  • If the employer seeks a mutual agreement instead of termination, it is advisable to request financial compensation.

What not to do

  • Do not sign an agreement to terminate your employment if the actual reason for termination entitles you to severance pay.
  • Do not start your vacation based only on a verbal agreement with your supervisor.
  • Do not begin working without a signed written employment contract.
  • If you are on sick leave, do not work and make sure to stay at the address you provided.
  • Do not work as an employee under a trade licence certificate instead of an employment contract (false self-employment).