· The maximum period is extended from 3 to 4 months and from 6 to 8 months for executive employees.

· The probationary period can be extended by a written agreement between employee and employer up to the statutory maximum duration.

Fixed-term employment relationships for so-called substitutes: The fixed-term employment relationship can now be extended more than twice, but up to a maximum duration of 9 years – the three times and enough rule does not apply if the employee is substituting for another employee who is on maternity, paternity or parental leave.

Notice period

· begins on the day on which the notice of termination is served and ends on the day whose numerical designation is identical to the date of service of the notice of termination

· reduction of the minimum notice period to one month for selected grounds for termination, e.g. breach of duty, inadequate performance or breach of the temporary incapacity for work regulation

· change to the grounds for termination in the event of loss of health capacity

Compensation for accidents at work or occupational illnesses

A new type of one-off compensation for non-material damage in the event of termination of employment due to an accident at work or occupational disease in the amount of 12 average monthly earnings of the employee is introduced.

Wage slip and its delivery

Under the new wage conditions, the employee must receive a wage slip from the employer BEFORE starting work, and new conditions are also provided for its electronic delivery. The cashless payment of wages is also prioritised.

Occupational medical examinations

The obligation to undergo an initial medical examination for applicants for jobs in risk category I has been abolished, so that these employees are assumed to be in good health.

Confidentiality of pay conditions

Confidentiality clauses on the level and structure of pay in employment documents are expressly prohibited (invalidity, fines by the labour inspectorate).

Working conditions for selected groups

· When an employee returns after parental leave, the employer is obliged to continue to employ the employee in his or her original position until the child reaches the age of two.

· During parental leave, the employee may perform the same type of work for the employer under one of the agreements as under the employment contract.

Do you have any questions about the flexi amendment to the Labour Code in the Czech Republic or do you need support in implementing the new regulations? We will be happy to analyse your contracts for you and adapt them individually. We look forward to hearing from you.