Czech Republic – Flexible amendments to the Labour Code

What’s new?

A draft bill regarding changes to the Labour Code in the Czech Republic has recently been published. The draft bill amends a range of significant provisions such as the probationary period, termination of employment, working time and pay. The amendment aims to increase flexibility in employment relationships and is anticipated to come into force in January 2025.

abstract glass building

What are the main proposed changes?

Some of the key proposed changes include (but are not limited to):

  1. Probation period – Under the new rules, employers can agree a longer probationary period of up to 4 months (increased from 3 months) with non-managerial employees, and up to 8 months (increased from 6 months) with managerial employees. The probationary period can be extended up to these maximum periods, provided it has been agreed in writing.
  2. Notice – An employee’s statutory notice period can be shortened to 1 month (from 2 months) if an employee is dismissed due to a breach of employment obligations which falls short of gross misconduct (such as in relation to poor performance, failing to meet work requirements, breach of sickness absences procedures) or loss of the necessary qualifications to perform the job. In addition, the notice period will immediately commence from the day the notice is delivered rather than the first day of the following month.
  3. Return from parental leave – Employers must guarantee reinstatement of an employee’s role and workplace if an employee chooses to return from parental leave within 2 years. This is aimed at encouraging employees to return from parental leave sooner (since they are entitled to take it until their child reaches 3 years’ old).
  4. Change in working hours – Employees will be granted the ability to schedule their working hours and rest periods through mutual agreement with the employer, aimed at increasing flexibility. This is currently only applicable to remote workers, but it will be extended to office workers / those under other modalities too.
  5. Pay in other currencies – Employers can agree with employees to pay salaries in other currencies (i.e. different to the Czech Koruna) in more circumstances under the new rules.

So, what should employers do now?

Employers should monitor the bill and prepare themselves should any of the above amendments be approved. If the bill is passed, employment contract and policies should be reviewed and revised to reflect these changes where necessary. If you need support with this, or would like any further information in preparation, please get in touch with a member of the MDR ONE team.

Article

Resource Centre

Article

Japan – Amendments to Japan’s Child Care and Family Care Leave Law

Impacts – effective 1 April 2025 Key changes to childcare: Employees will be able to take childcare leave entitlement until their child completes their third year of primary school (currently it is only until the child starts primary school). Employees will be able to take time off in more situations (e.g. school closure, entrance /
View
Article

Ramadan Working Hours and Compliance in the United Arab Emirates (UAE)

Therefore, as the holy month of Ramadan approaches, it is essential for employers in the UAE to understand the changes in working hours and compliance requirements under UAE employment law. Reduced working hours during Ramadan Private-sector employees are entitled to a reduction of two working hours per day throughout Ramadan. This change applies to all
View
Resource

Navigating labour, employment and executive compensation challenges in global M&A: Post-deal integration, harmonisation and incentives

  Our key takeaways from this insightful discussion included:  First things first: Key actions to take swiftly post-completion will include payment and reporting obligations and any remedial action identified as necessary during the due diligence process as needing immediate attention. The integration and harmonisation will then be a journey often managed in phases. Talent and Headcount
View
abstract glass building
Article, Legal Updates

Saudi Arabia: Amendments to Labour Law – key changes

Various amendments to Saudi labour laws will come into force on 18 February 2025 introducing a number of changes to employer responsibilities and employee rights.
View
I'm looking for advice


Subscribe to our mailings


MDR ONE
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.