Czech Republic at a glance
Leave entitlements
| Leave type | Entitlement |
|---|---|
| Paid Annual Leave | 20 days + 13 public holidays |
| Sick Leave | Up to 380 days (first 14 days employer-paid; day 15+ covered by social security) |
| Maternity Leave | 28 weeks (single child); 37 weeks (multiple births) |
| Paternity Leave | 2 weeks |
| Parental Leave | No maximum length; parental allowance CZK 350,000 (CZK 525,000 for multiple children); minimum 2 months per EU law |
Employment conditions
Probation
Probationary periods are not mandatory but common. They must be specified in the employment agreement before work starts. Maximum duration: 4 months (8 months for managerial roles).
Non-Compete
Non-compete clauses are valid under the Labour Code when justified by the nature of information, knowledge, and operational or technological know-how acquired during employment. They apply primarily to managerial and key employees.
Employee Rights & Protections
Czech workers are entitled to: a written employment contract signed by both parties, payslips, equal treatment, reasonable accommodation, whistleblower protection, health and safety standards, unemployment fund access, dismissal protection, GDPR-aligned data protection, and pay transparency.
Payments
End of employment in Czech Republic
At-will termination is not recognized. Employers must have a valid, documented reason delivered in writing, signed by the employer, and presented in person at the workplace (or electronically with employee consent). Notice periods must be respected.
Employers must de-register employees with the Social Security Administration and Health Insurance company within 8 days of termination.
Performance-based termination: Employers must first notify the employee and provide an opportunity to improve. If performance remains unsatisfactory within 12 months, termination becomes valid.
Dismissed employees who contributed to social security for the previous 2 years are eligible for unemployment benefits from the social security administration.
Frequently asked questions
Four paths: run payroll from HQ for short-term cases; engage contractors for project-based work; set up a Czech entity for direct employment; or partner with a licensed temp agency like Remote&. The temp agency route is the only compliant EOR-style option in the Czech Republic.