Investor Presentaiton
Czech labour law is not considered exces-
sively rigid and is relatively flexible within the
EU context.
Employment law is governed by the Labour
Code. Where an employee from another EU
member state is sent by an employer to work in
the Czech Republic as part of the transnational
provision of services, Czech Labour Code regu
lations shall apply to basic conditions, such as
maximum working hours and the minimum
length of rest periods, the minimum annual
leave entitlement, the minimum wage and
overtime rates, occupational health and safety,
etc.
The maximum working week is 40 hours. The
standard working week is Monday to Friday.
The maximum amount of overtime which
may be ordered by the employer is 150 hours
per year. The maximum amount of overtime
worked with the employee's consent may not
exceed 416 hours annually. Overtime must be
distributed evenly.
The retirement age for individuals ranges from
60 to 65 based on gender, date of birth and
the number of children raised (applicable to
women only).
Employment contracts
Employers are required to conclude written
employment contracts with their employees.
The contract must at least describe the type
of work, the date the employee will commence
work, and where the work will be performed.
Trial periods may generally not be longer than
three months, except for managerial positions,
where they may extend to up to six months.
A fixed-term employment contract may be con-
cluded for up to three years, and may only be
renewed twice.
An employment contract concluded for an
indefinite period or a fixed term may be
terminated:
by agreement;
- by notice;
- by immediate termination;
by termination during the trial period.
A fixed-term employment contract also termi-
nates on the expiry of the agreed period.
The employer or the employee may terminate
a contract by giving written notice. The notice
period for the employer and the employee is at
least two months, and the employee can give
notice without stating a reason.
When the employer terminates an employ-
ment contract, it must be for one of the rea-
sons stated in the Labour Code, such as:
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