This is a preview. Log in to read the full article. Don't have a log-in?

Learn more Request a demo

Czech Republic: Termination of employment

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

Summary

  • Statute stipulates the circumstances in which employment contracts may be terminated. (See General)
  • The statutory minimum notice period for termination of an employment contract by either the employer or the employee is two months. (See Notice periods)
  • An employer may dismiss an employee with notice only on specified grounds, including ill health, poor performance and misconduct. (See Dismissal with notice)
  • An employer may summarily dismiss an employee without notice only on the grounds that the employee has committed especially gross misconduct or been sentenced to imprisonment. (See Dismissal without notice)
  • Employees are protected from dismissal with notice on certain grounds at various times, usually when the employee is absent from work for particular reasons. (See Special dismissal protection)
  • An employee may resign with notice at any time, for any reason or without a reason, and without notice in specified circumstances. (See Resignation)
  • The redundancy of an employee is one of the permitted reasons for dismissal with notice. (See Redundancies)
  • Senior managers may be subject to a special arrangement whereby they can be "recalled" by the employer from their managerial position, or resign from this position, without their employment relationship being terminated. (See Recall/resignation from senior management positions)
  • Employers must follow various procedures when dismissing employees. (See Dismissal procedures)
  • Employees are entitled to a statutory severance payment from their employer if their employment is terminated on certain grounds, including redundancy. (See Severance payments)
  • On termination of an employee's employment, the employer must issue an "employment statement" to the employee. (See Employment statements/references)
  • An employee may bring a claim in court that his or her dismissal is "invalid" on various grounds, and seek reinstatement and/or compensation. (See Contesting dismissals in court)