Employment Law News

We would like to present to you current changes in the area of employment law, especially in connection with the passage of Act No. 120/2025 Coll., amending Act No. 262/2006 Coll., the Labour Code, as amended, and certain other acts. We state an overview of major changes effective from 1 June 2025 below:

• Notice Term – the notice term runs from the day of delivery of notice to the other party. In the case of termination for breach of duties and regulations, i.e. for the reasons set out in Section 52(f), (g) and (h) of the Labour Code, the notice period is reduced to one month. Notice of termination without giving a reason was ultimately not approved.
• Probationary period – this can be agreed for up to 4 months, for senior employees up to 8 months. The probationary period may be extended by agreement of the parties, up to a maximum limit of 4(8) months.
• Better working conditions for parents – guarantee of return to the same position for parents returning from parental leave before the child reaches the age of two; an employee may perform the same job with the same (or another) employer during the parental leave period, based on an agreement on performance of work or agreement on work activity.
• Change to the wording of the reasons for notice of termination of employment and the related new lump-sum compensation upon termination of employment – change to the wording of the reasons for notice of termination of employment under Section 52(d) and (e), emphasis on long-term incapacity for work; lump-sum compensation of 12 times the average monthly earnings is payable to an employee upon termination of an employment relationship for reasons pursuant to Section 52(d).
• Payment of wages in a foreign currency – for employees with a “foreign element”, wages may be paid in a foreign currency for which the CNB announces the exchange rate for the following business day.
• Payment of wages or salary by wire transfer to an employee’s account – cash payment is possible only with an employee’s written consent or if an employee does not have a bank account or refuses to disclose it to the employer.
• Abolition of the prohibition on confidentiality of wages – an employer may not restrict an employee from disclosing information about his/her wages and wage structure.
• Work by juveniles – Juveniles aged 14 years and over may perform light work not endangering their health during the summer holidays with their parents’ written consent, provided that the length of a shift does not exceed 7 hours per day and the weekly working hours do not exceed 35 hours per week.
• Longer leave on different occasions – on standard notice of termination, an employee is entitled to 4 days’ paid leave; on notice of termination for non-performance of duties, an employee is entitled to two days’ unpaid leave; on the death of a legally-defined relative, an employee is entitled to up to five days’ unpaid leave; on an employee’s own wedding, the employee is entitled to one day’s paid leave and one day’s unpaid leave; on the wedding of a descendant, an employee is entitled to one day’s paid leave.
• Cancellation of the prohibition against chaining fixed-term employment relationships when substituting for maternity/parental leave – a fixed-term employment relationship may be agreed for a maximum of 3 years and its double extension is permissible, but this does not apply to substituting for a temporarily absent employee during maternity, paternity and parental leave, or leave immediately following the end of maternity leave.
• Cancellation of mandatory medical examinations for non-hazardous professions – cancelled for jobs falling into the first category under the Act on Protection of Public Health (e.g. admi- nistrative work).

In connection with the aforementioned amend- ment to the Labour Code, it is recommended you review and check employment law documents, adopt the relevant changes, if they prove neces- sary to comply with an employer’s legal duties, and bring the documents into line with the new text of the Labour Code.

With friendly regards,
Team WTS Alfery, Alfery Hrdina Advokati