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Czech Republic: Employee rights

Original and updating authors: Jaroslav Škubal, Tereza Erényi and Daniel Vejsada, PRK Partners Prague
Consultant editor: Nataša Randlová, Randl Partners, Prague


  • Standard weekly working hours, overtime, night work, standby hours and working time flexibility are subject to various rules and restrictions. (See Hours of work)
  • Employees are entitled to minimum rest breaks, and minimum daily and weekly rest periods. (See Rest breaks and rest periods)
  • Employers must generally grant employees a rest day on Sundays. (See Sunday work)
  • Private-sector employees are generally entitled to at least four weeks of paid annual leave. (See Holiday and holiday pay)
  • Pregnant employees are entitled to 28 weeks of maternity leave and have various other rights, as do new and adoptive mothers. (See Maternity and pregnancy rights)
  • Employees are entitled to take parental leave in the period up until their child reaches the age of three years. (See Parental leave)
  • Employees are entitled to take leave to care for a sick family member, or for a child under the age of 10 who cannot attend school or nursery. (See Carer's leave)
  • Employees have a statutory entitlement to periods of paid or unpaid leave for various other reasons. (See Other leave)
  • Employees may be employed part time, but only by agreement between the employer and employee. (See Part-time workers)
  • The maximum term of a fixed-term contract is three years, generally renewable no more than twice. (See Fixed-term workers)
  • The pay and employment conditions of a temporary agency worker must be at least equivalent to those of comparable employees of the user company. (See Temporary agency workers)
  • Employees who are posted temporarily to work in the Czech Republic are, for the duration of their posting, covered by various provisions of Czech employment law. (See Posted workers)
  • Where tasks or activities are transferred from one employer to another, all rights and obligations arising from employment relationships are transferred to the new employer. (See Transfers of undertakings)
  • In the event of the employer's insolvency, employees' pay-related claims are guaranteed by the public Labour Office, up to a limit. (See Insolvency of employer)
  • There is no general statutory regulation of disciplinary procedures, except in the case of disciplinary dismissal. (See Grievance and disciplinary procedures)
  • Legislation on the protection of personal data applies in the employment context. (See Data and privacy protection)
  • Employers may issue binding "internal regulations" setting out rules and employee entitlements in various areas, including wages. (See Internal regulations)