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Czech Republic: “Flexible Amendment” to the Labour Code

By - - Employment contracts, Employment Law, Flexible Working

The Czech Parliament has passed the “Flexible Amendment” to the Labour Code, aimed at modernising and increasing flexibility in employment practices.

Pending presidential approval and publication, the changes are expected to take effect on 1 June 2025.

Key Changes
  • Probation Periods Extended: The upper limits of length for probationary periods rise from 3 to 4 months for standard roles, and from 6 to 8 months for managerial positions.
  • Notice Period Adjusted: Currently, the statutory notice period begins on the first day of the calendar month following delivery of a termination notice and lasts for two full months. Now, the notice period will now start on the actual date the notice is delivered and will end on the corresponding calendar date in the final month (e.g. notice given on 12 March ends 12 May). In cases of serious misconduct or where an employee demonstrably fails to meet job requirements, the notice period is shortened to one month.
  • Parental Leave Flexibility: Employees on parental leave may now work for the same employer in similar roles under job agreements. Returning parents (before the child turns 2) are guaranteed their previous job. Employers can rehire substitutes for up to 9 years using repeat fixed-term contracts.
Additional Reforms
  • Salaries can now be paid in a foreign currency if the employee has strong ties abroad.
  • Severance for long-term incapacity (due to injury or illness) will be paid by insurers, not employers.
  • Children aged 14+ may be hired for light summer work, subject to certain legal conditions.

This is a high level general update only. Legal advice should be obtained on specific circumstances.
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