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Changes in the labour code 2025
- „Flexible“ amendment to the Labour Code
On 21 August 2024, the Government approved an amendment to Act No. 262/2006 Coll., the Labour Code (hereinafter referred to as the „Labour Code„), the aim of which is to increase the flexibility of the labour market (hereinafter referred to as the „Amendment„). The Amendment is to take effect from 1 January 2025. However, the Amendment has yet to be approved by the Parliament of the Czech Republic, so it is likely that its content will be modified during the legislative process. The main changes under the Amendment:
TERMINATION OF AN EMPLOYMENT RELATIONSHIP
- Notice period will now run from the date of delivery of a notice of termination and not from the last day of the month in which the notice of termination was given, as is the case under the current legislation.
- In addition, the notice period for termination for certain reasons will be shortened. In case of notice of termination given by the employer to an employee for reasons under Section 52(f) – (h) of the Labour Code, the notice period will be one month instead of the current two months.
TRIAL PERIOD
- It will be allowed to agree a longer trial period. Trial periods of up to four months can be agreed instead of the current three months for ordinary staff, and eight months instead of the current six months for senior staff.
- In addition, it will now be possible to extend the already agreed trial period during the trial period. Thus, if the employer and the employee initially agree on a probationary period of, for example, two months, they will be able to agree to extend the probationary period to four months during the probationary period.
PARENTAL LEAVE
- The employee on parental leave will be guaranteed the original job and the original workplace for two years, i.e. the employer will be obliged to „hold“ the original job for the employee on parental leave until the child’s second birthday. Currently, the return to the original job and workplace is only guaranteed for the duration of the employee’s maternity leave (or parental leave to the extent that the employee is entitled to take maternity leave). In all other cases, the currently returning employee must only be assigned to a job corresponding to the type of work agreed in the employment contract.
- Employees on parental leave will be able to conclude an agreement on work activity and/or agreement to perform work with their employer for the same work activity they perform under their employment contract.
WORK FOR MINORS
- The Amendment now allows work for minors (as part of summer jobs) from the age of 14. After the age of 14, minors would be able to perform „easy” work during the main holiday periods – i.e. work classified as category one under the Public Health Protection Act and work that does not involve activities that restrict medical fitness. These jobs could then be performed by minors for a maximum of seven hours per day and 35 hours per week.
REMUNERATION
- The salary and wage statement can be delivered to the employee (even without special consent) via the internal system to the employee’s e-mail address or to the employee’s work e-mail.
- The group of employees to whom it will be possible to pay wages for work performed in foreign currency with their consent is expanded (currently only employees with a place of work abroad).
- Already adopted amendments to the Labour Code (Act No. 230/2024 Coll.)
On the basis of Act No. 230/2024 Coll., amending Act No. 262/2006 Coll., the Labour Code, as amended, and certain other acts, the employer will be able to newly agree with the employee working at the workplace that the employee will schedule his/her own working hours as of 1 January 2025. Under the current legislation, only a teleworker can agree on the scheduling of his/her working time.
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Eintragung im Handelsregister: Aktenzeichen C 187629 eingetragen beim Stadtgericht in Prag
Na Pankráci 322/26
140 00 Praha 4
ID Nr.: 24195855
Eintragung im Handelsregister: Aktenzeichen C 187629 eingetragen beim Stadtgericht in Prag
+420 224 810 090
i.rada@radapartner.cz
i.rada@radapartner.cz
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