From June 1, 2025, a long-awaited amendment to the Labour Code will come into effect in the Czech Republic, introducing several changes aimed at increasing flexibility in employment relationships, simplifying administration, and supporting a better work-life balance. Below is an overview of the most important changes that should be of interest to every HR professional, CEO, or company owner.
1. Longer Probation Period
- For regular employees, the maximum probation period will be extended from the current 3 months to 4 months.
- For managerial employees, the probation period will increase from 6 to 8 months.
- The probation period must not exceed half the agreed duration of the employment contract.
- It will now be possible to extend the probation period even after it has started, but the total duration must not exceed the above limits.
Impact on practice: Employers will have more time to assess the abilities of new employees, which can lead to better long-term hiring decisions.
2. Change in Notice Period
- The notice period will newly begin on the day the notice is delivered to the other party and end on the day that corresponds to that date numerically. If such a date does not exist in the final month, the notice period will end on the last day of the month.
- The standard notice period remains at least 2 months.
- Exceptions: In cases of termination due to reasons specified in Section 52 letters f) to h) (e.g., failure to meet job requirements, unsatisfactory work results, breach of work discipline), the notice period will be at least 1 month.
Impact on practice: Employers and employees should closely monitor the new way of calculating notice periods to avoid misunderstandings when terminating employment.
3. Employment of Minors
- Employees under 15 years of age or those who have not completed compulsory schooling may only perform light work during summer holidays that does not endanger their health, education, or moral development.
Impact on practice: Employers planning to hire minors should carefully assess the nature of the work offered and ensure it meets the criteria for light work.
4. More Flexible Agreements Outside of Employment (DPP and DPČ)
- New rules for scheduling working hours for agreement workers.
- Written work schedules must be announced in advance.
- New vacation entitlements for agreement workers if conditions are met.
- Agreement workers will receive greater protection of rights, similar to regular employees.
- The obligation to keep records of working hours will still apply.
Impact on practice: Companies will need to more carefully plan and document the use of agreements outside employment. It is advisable to reassess the current settings and consider their efficiency in light of new obligations.
5. Support for Parents and Work-Life Balance
- Parents caring for a child under 15, pregnant employees, and caregivers have the right to request reduced working hours or remote work.
- Employers must provide a written explanation if they deny such a request.
- Clearer rules for returning from parental leave.
Impact on HR: It is important to have internal processes in place for assessing requests for remote work or part-time work. Communication and documentation will play a key role.
6. Home Office and Remote Work – Clearer Rules
- The Labour Code will newly define rules for remote work.
- The option to agree on conditions via internal regulations.
- A flat-rate compensation for remote work expenses (e.g., electricity, internet) will be introduced – the amount will be determined by government decree.
Impact on companies: Prepare updates to employment contracts or internal policies. Transparent rules will reduce the risk of disputes.
7. Digitalization and Simplification of Administration
- Introduction of electronic delivery of documents to employees.
- Possibility to conclude employment contracts and amendments electronically.
- Strengthened legal certainty in electronic communication.
Recommendation: Prepare for increased use of digital tools – not only in HR but also in daily company operations.
8. Paid Leave for Caring for a Close Person
- A new option to take paid leave for long-term care of a close person.
- Employees may take up to 90 days of paid leave. What this means is that employers must prepare for greater variability in attendance and establish a system of substitution.
⚡ What Should HR and Company Leadership do now?
- Review employment contracts and agreements.
- Update internal policies for home office and part-time work requests.
- Clearly and promptly communicate changes to employees.
- Work with legal departments or external advisors to align documentation.
✅ Summary The changes to the Labour Code effective from June 1, 2025, bring:
- greater flexibility for employees and employers,
- increased protection for specific groups (parents, agreement workers),
- an emphasis on digitalization and legal certainty.
👉 If you need help preparing for the changes – whether in terms of processes, communication, or hiring people who can navigate the new environment – contact the FENIX SEARCH team. We are happy to help you find the right people and implement modern HR approaches.
