Hire in Czech Republic

Here’s where you get started with human resources best practices and hiring in Czech Republic.

beautiful scenery in the country of czech republic

Czech Currency

Czech Koruna (CZK)

The Capital of Czech Republic


Time Zone in Czech Republic


Important Facts About the Country of Czech Republic

Introduction to Czech Republic

The Czech Republic (the official shortened name is Czechia) is a parliamentary republic formed on January 1st, 1993 when Czechoslovakia dissolved into the separate countries of the Czech Republic and the Slovak Republic (Slovakia). The population of the Czech Republic is 10.7 million people. Prague is the capital and largest city.

What to Know about Czech Republic's Geography

The Czech Republic is a landlocked country in Central Europe, bordered by Poland to the north, Germany to the west, Austria to the south and Slovakia to the east. It spans an area of 78,886 square kilometers., with hills and mountains covering about 95% of the country.

Climate in Czech Republic

The Czech Republic lies in a temperate climate zone, characterized by mild, humid summers with occasional hot spells, and cold, cloudy, humid winters. There are occasional Arctic spells.

The Culture of Czech Republic

The territory of the Czech Republic has traditionally been between the German and Slav lands. As a result, the Czech cultural traditions are a mixture of both. The Czech people possess a distinct culture and a strong sense of national identity, influenced by the country’s unique geographical position in the heart of Europe. Despite speaking a Slavic language, the Czechs have been more exposed to western European political, economic and social trends.

Religions Observed in Czech Republic

In the Czech Republic, approximately 80% of people do not officially declare any religious affiliation or faith. The percentage of atheists in the region is estimated to be 30%. Approximately 10% of the population identifies as Catholic.

Languages Spoken in Czech Republic

Czech is the official language of the Czech Republic.

Czech Republic Human Resources at a Glance

Employment Law Protections in Czech Republic

The main sources of employment law in the Czech Republic are the Labor Code and the Employment Act. The Labor Code regulates terms and conditions of employment, such as working hours, holidays, rest periods, wages, overtime, occupational health, safety and the termination of employment. The Civil Code, the Collective Bargaining Act and many other legal regulations also govern employment relationships in the Czeh Republic.

There are no special labor courts in Czech Republic. Regular civil courts deal with labor law matters.

Employment Contracts in Czech Republic

The employment relationship between an employer and employee is established through the execution of an employment contract. An employment contract must always be concluded in writing. The employee must receive a copy while the employer retains a second copy.

Traditional employment contracts must essentially include the following:

  • Type of work (function, duties)
  • Place of performance of work
  • Date of commencement of work

If the contract does not specify the employee’s rights and obligations, the employee must be notified about them in writing within one month of commencing employment. The rights and obligations document should specify:

  • the employee’s name and surname
  • the name and registered office of the employer
  • a detailed specification of the type of work and the workplace
  • the amount of leave: by law, no less than four weeks
  • the period of notice: the required notice is at least two months, unless agreed otherwise
  • the weekly working time and work schedule: the basic working time is 40 hours per week
  • details on pay and the arrangements for compensation (including frequency, date, place and method of payment)
  • information on collective bargaining agreements (CBAs) governing working conditions
  • information on the conditions of employment and internal rules on health and safety at work
  • information on the CBA and internal rules

The employment relationship is established as of the starting date which has been outlined in the employment contract. The employer may terminate the employment contract if the employee fails to show up for work on the agreed date and fails to notify the employer within one week of the reason for not having done so.

The agreed content of the employment contract can be changed only by an agreement between the employer and the employee. Any such change must always be concluded in writing.

Managing directors must not not enter into employment contracts with companies, unless the type of work performed under the employment contract is materially different from the role of managing director. Instead, they must furnish an agreement on the performance of the office of the managing director. Such an agreement will be deemed of a commercial nature and therefore not be governed by Czech Labor Code.

Czech Republic's Contract Terms

Two types of employment contracts exist in the Czech Republic:

  • Employment Contract for a definite period
  • Employment Contract for an indefinite period

In addition, an employee may perform work on the basis of other agreements:

  • Agreement to complete a job: the scope of work shall not exceed 300 hours yearly
  • Agreement to perform work: the scope of work may not exceed a maximum of one half of determined weekly working hours (20 hours).

Czech Republic's Guidelines Regarding Probation Period/Trial Period

It is possible for employees and employers to agree upon a probationary period of a maximum of three months with no statutory notice period. The maximum probationary period is six months for managerial employees.

In the case of a fixed-term contract, the probationary period must not be longer than half of the whole duration of the contract.

Regulations and Rules Regarding Working Hours in Czech Republic

Standard regular working time is 40 hours per week, with limited statutory exceptions.

Czech Laws Regarding Overtime

Some limits exist on the extent of overtime to be performed by employees. The employer may request overtime only up to 150 hours per calendar year. Parties may agree to overtime of up to 416 hours per calendar year if the average overtime in 26 consecutive weeks (52 if stipulated in a CBA) does not exceed eight hours per week.

The employer has an obligation to provide the salary plus a premium or time-off for overtime. There is an option to include future overtime in the employee’s salary. This can be offered for up to 150 hours per calendar year for regular employees and up to 416 hours per calendar year for managerial employees.

Work On Rest Days: Employees working Saturdays or Sundays are entitled to their salary and a premium of at least 10% of average earnings for hours of work performed on Saturday or Sunday.

Health and Safety in the Workplace

The legal framework in the Czech Republic regulates occupational health and safety. The Public Health Protection Act authorizes the Regional Public Health Authorities to oversee compliance with any prohibitions and the fulfillment of other obligations stipulated by this Act. It also ensures directly applicable regulations of the European Union, for the purpose of protecting public health, are followed. This includes compliance with manufacturing practices and occupational health including physical and mental strain. These legal regulations also cover other related working conditions, including workplace equipment, and any public health decisions.

Pre-employment Medical Check
Every employee must undergo an initial medical examination before starting work.

Rules Regarding Bonus and 13th Month Pay in Czech Republic

Bonuses in the Czech Republic are not required, though many companies will restructure salaries to issue a bonus twice a year.


An employment relationship can effectively be terminated by agreement, by giving notice, by immediate termination or by termination within the probationary period. Any of these termination types must always be done in accordance with statutory provisions.

An employer is only permitted to give notice of termination for one of the reasons explicitly stated in the Labor Code:

  1. Organizational reasons: The employer’s enterprise shuts down or the employer or its part is liquidated, relocates or the employee is made redundant.
  2. Health reasons: An employee can be terminated on the basis of a medical report issued by an occupational health service provider or a decision of the competent administrative authority having duly reviewed the medical report if any of the following conditions exist:
  • The employee may not continue to perform work due to occupational injury, occupational disease, the threat of occupational disease or the employee has been subjected to a maximum permissible level of harmful exposure.
  • The employee has lost his or her capability to perform the current work due to the long-term state of their health.
  1. An employee no longer meets the requirements outlined for the work they are performing without the fault of the employer
  2. There are grounds for immediate termination of the employment relationship: the employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime;
  3. The employee has seriously, or less seriously but repeatedly, breached a statutory duty relating to their work performance.
  4. The employee breaches their obligation to observe the prescribed regime of an insured person being temporarily unfit for work in the first 14 calendar days of temporary incapacity for work due to sickness in an especially serious manner.

The employer may immediately (with effect upon delivery to the employee) terminate the employment within a period of two months of learning the reason for immediate termination. However, this must not be later than one year from the date of occurrence of the respective reason for termination.

Unfair dismissal

The dismissed employee has the right to challenge the validity of a dismissal by filing a claim to the court no later than two months after the date of the purported termination of the employment relationship. This is the statutory time limit. If upheld by court, the employment relationship is reinstated. The employee is then entitled to salary compensation for a specified time period. The salary compensation may be capped at six times the average monthly wage by the court, depending on particular circumstances of the case.

An employee may provide a notice of termination without stating the cause.

A written form is necessary and must be delivered to the other party. Both the employer and employee may terminate the employment relationship by notice of termination. Under specific and strict conditions, it is possible to deliver the termination documents electronically.

Involvement of a trade union or works council or the labor office

  • The involvement of work councils is not necessary in the termination process, except in collective redundancies.
  • The employer must discuss in advance any notices of termination. Any immediate termination of the employment relationship must be discussed with the trade union.
  • Trade union approval is only required where the employee is a trade union officer. Such approval can be substituted with a court decision if the approval was withheld and the employer cannot be justifiably mandated to continue engaging the trade union officer.
  • The labor office only needs to be notified of a collective redundancy or the dismissal of a disabled person or of an employee who is not a Czech citizen.

Collective Redundancies / Mass Layoff Rules

Collective redundancies are defined as dismissals for organizational reasons within a 30-day period. The thresholds for determining collective redundancies are:

  • 10 employees if the employer has 20-100 employees
  • 10% of employees if the employer has 101–300 employees
  • 30 employees if the employer has more than 300 employees

The employer must inform the works council and trade union (or the directly affected employees if there is no works council or trade union) of its intentions at least 30 days prior to giving notice of termination. All parties must enter into negotiations to reach a compromise or reduce the number of affected employees,

Protected Groups of Employees

The employer may not give notice of termination during a ‘protection period’ which includes the following circumstances:

  • an employee is temporarily unfit for work
  • an employee is conscripted or relieved from work in order to fill a public office
  • during pregnancy, maternity, paternity, or parental leave

These restrictions are typically lifted if the termination is for organizational reasons due to the closure or the relocation of the enterprise.

Managing Directors

In the Czech Republic, managing directors are not considered employees. Therefore, labor law protection does not apply to them. Therefore, the relationship between the managing director and the company is of a commercial nature, not an employment one. An appointment as managing director may be revoked without stating any reason.

Statutory right to pay in lieu of notice or garden leave

  • No unilateral right exists to pay in lieu of notice. However, payment in lieu of notice can be agreed upon in a termination agreement.
  • Garden leave is not expressly regulated in Czech employment law. However, it is increasing in practice. The employer must pay the employee a so-called compensatory salary throughout this period.

Czech Republic's Requirements Regarding Notice Periods

  • The notice period must be the same for both the employer and the employee, set for at least two months.
  • The notice period may be extended only by a contract agreement concluded in writing between the employer and the employee.
  • The notice period begins on the first day of the calendar month following the delivery of the notice and ends on the last day of the following calendar month.
  • There is no notice period required in cases of immediate termination of the employment relationship (e.g. if an employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime).

Post-Termination Restraints/ Restrictive Covenants

It is possible to include a non-competition clause in the employment contract. Non-competition clauses are regulated by Sections 310 / 311 of the Labor Code.

Under the Labor Code, a non-competition clause must be agreed upon in writing as part of the employment contract or as a separate agreement. Generally speaking, the employee will be obliged to refrain from engaging in gainful activity:

  • which would be identical with the subject of the employer’s business or
  • which would be of a competitive nature in regards to the employer’s business interests

This restriction can be in effect for a certain period after termination of employment. The maximum duration is one year.

The competition clause may be agreed between the employer and the employee if this can be reasonably required of the employee. This must take into account the nature of the information, expertise and technological practices the employee has gained during employment. It should also consider whether the use of these in a competing activity will seriously hamper the employer’s business.

Monetary compensation from the employer must, as a minimum, equate to half the average monthly salary for each month during which the employee met the obligation not to compete This compensation must be stated in the clause. The salary is based on the compensation the employee received prior to being terminated.

In practice, non-compete covenants usually include an obligation on the employee to pay a contractual penalty in case of breach. When no penalty is agreed upon, it is difficult to enforce the non-compete covenant in practice.

Non-competition clauses for Managing Directors

Non-competition clauses for managing directors may be agreed upon in a performance agreement. This is usually concluded with a member of a statutory body. The requirements set out in the Labor Code do not apply to managing directors, unless explicitly agreed.

Redundancy/Severance Pay in Czech Republic

According to the Labor Code in the Czech Republic, an employee whose employment is terminated by notice is entitled to severance pay. This amount will depend on the length of their employment and the reason for dismissal, ranging from:

  • Where employment lasted less than 1 year: The employee will be entitled to one-time payment of the average monthly earnings for any dismissals for organizational reasons. This includes collective redundancies.
  • Two months’ average earnings if the employee has at least one year’s service with the employer but less than two;
  • Three months’ average earnings if the employee has at least two years’ service with the employer.
  • Dismissal for health reasons: The employee will be entitled to payment up to 12 times the employee’s average monthly salary.
  • Dismissal for other reasons: The parties may negotiate a larger severance payment.

Czech Timesheets

The European Court of Justice stated in 2019 that companies must implement a system for recording employees’ working times. Thus, employers are required to maintain an objective, reliable and accessible system for doing this.

Trade Unions/ Collective Agreements in Czech Republic

Trade Unions

ČMKOS is the dominant union confederation, although others also exist in the Czech Republic. Around 15% of employees in the Czech Republic are union members.

Collective Bargaining

At least 45% of employees in the Czech Republic are known to be covered by CBAs. Under Czech law, collective bargaining can take place on both levels. Most typically, this happens at company level. Less commonly, it happens at industry level. The main goal of collective bargaining is to negotiate a CBA. Collective bargaining is more common in specific industries such as heavy industry, engineering, retail, education or healthcare.

Work Council

Work councils are largely uncommon in Czech Republic, with trade unions being more popular. This is caused by the fact that under Czech law, work councils enjoy fewer rights than trade unions. The areas in which work councils have the right to be informed or consulted on are limited to specific issues only.

Fixed Term Contacts for Czech Employees

There are no legal requirements pertaining to the minimum term for which a fixed-term employment contract can be concluded in Czech Republic. However, the maximum term is three years and only three fixed-term employment contracts are allowed to be concluded consecutively.

Tax and Social Security Information for Employers in Czech Republic

Personal Income Tax in Czech Republic

Income tax is calculated on the basis of the super-gross salary. This equates to the gross salary of the employee plus the social and health insurance contributions paid by the employer.

Unified Tax rate for 2024

Annual Income Bracket (CZK) Tax Rate (%)
Up to 1,582,812 15.00
> 1,582,812 23.00

Social Security in Czech Republic

Social security taxes are required for an individual employed by a Czech company. Mandatory contributions are calculated from the individual’s gross remuneration. This amount includes most of the employees’ benefits and allowances. Income subject to income tax is generally subject to contributions to the social security and health insurance system.

The contribution rates for the employer are 24.8% for social security and 9% for health insurance.

The contribution rates for the employee are 7.1% for social security and 4.5% for health insurance.

The maximum annual cap for the assessment base for the calculation of contributions into the social security system is 48 times the average monthly wage per year (e.g. CZK 2,110,416 for 2024). Both employees and entrepreneurs are subject to this cap.

*The above rates serve as a broad guideline. Actual rates charged by GoGlobal will differ.

Important Information for Czech Employees

Salary Payment

  • Salaries are normally paid on a fixed pay date by transfer to a bank account.
  • The salary is payable for work carried out and is payable at the latest during the following month.


On the monthly salary payment date, the employer is required to issue the employee with a written document. This must include information about individual salary components and deductions. If the employee makes the request, all documents used to calculate the wage must be presented.

Annual Leave

The statutory minimum is four weeks (20 working days) per calendar year. This figure excludes public holidays.

Generally, longer holiday entitlements may be agreed in CBAs. Certain groups of employees, such as those working in public administration, autonomous public bodies and contributory organisations, are entitled to five weeks. Other groups, such as teachers and academic staff, may be entitled to eight weeks.

The employee is entitled to a proportional part of annual leave for every month of their employment with the same employer. This proportional part equates to one-twelfth of annual leave for every calendar month of employment.

Carry Over Rules

Employees are entitled to carry over unused leave to the next year’s annual leave.

Sick Leave

In cases of employees’ temporary incapacity due to illness, injury or quarantine and in other cases in accordance with the regulations on sickness insurance:

  • The employer must pay sickness benefits for the first 14 days (that are working days) of work incapacity.
  • From the 15th calendar day onwards of their temporary incapacity for work due to sickness, the employee is entitled to sickness benefit received from the Czech Social Security Administration (CSSZ). This benefit is payable for up to 380 days from the first day of sickness.
  • A medical certificate is required as proof of sickness and for the employee to receive sick pay. Doctors are obliged to submit the medical certificates online to the CSSZ, and whilst employees are responsible for informing their employers of work incapacity due to illness, employers should check online for proof of the medical certificate as employees are not required to present this to employers.

The sickness benefit (per calendar day) amounts to:

  • 60% of the reduced daily assessment base for the first 30 days of temporary incapacity for work or ordered quarantine.
  • 66% of the reduced daily assessment base from the 31st day to the 60th day of temporary incapacity for work or ordered quarantine.
  • 72% of the reduced daily assessment base from the 61st day of temporary incapacity for work or ordered quarantine.

Compassionate & Bereavement Leave

Governmental Decree No. 590/2006 Coll. sets out a list of events for which an employee must be granted paid time off. This is called personal leave and includes medical examinations, weddings and the birth of a child. It also includes time off for bereavement and funerals within the employee’s immediate family.

Other Rights for Leave of Absence

Military Leave

Employees are entitled to leave during their military training. The leave is paid by the military. Because military service is not compulsory in the Czech Republic, this provision only applies to persons who volunteer for military training. Its practical impact is marginal.

Election to Office Leave

When an employee is elected to public office, the employer is required to permit the employee to assume public office and grant them unpaid leave not exceeding 20 days per year.

Maternity & Parental Leave

Maternity Leave

  • In order to carry out childbirth and take care of the newborn baby, a female employee is entitled to maternity leave for a period of 28 weeks. In the case of the birth of multiple children, the entitlement to maternity leave increases to 37 weeks.
  • A female employee can take her maternity leave at the beginning of the sixth week before the expected childbirth. This is called confinement. However, this is not to happen earlier than the beginning of the eighth week before the expected confinement.
  • If a child is stillborn, the female employee is entitled to a maternity leave of 14 weeks.
  • If the mother has worked at least 270 days in the last two years before the birth, she is entitled to a maternity benefit under sickness insurance. This is paid for the entire duration of maternity leave at the rate of approximately 70% of daily salary. This begins at least six weeks before the birth (but not earlier than eight weeks before the birth) and within six months following the child’s birth.
  • A female employee is not required to file any special application for maternity leave. It will suffice if she notifies her employer upon entering the maternity leave, using a statutory form signed by the relevant physician.
  • During maternity leave, the employee’s absence is to be excused. However, the employee is not entitled to salary compensation. She is entitled to sickness insurance benefits.
  • For annual leave recognition purposes, maternity leave is considered as performance of work.
  • If a female employee returns to her job upon termination of the maternity leave, the employer is required to assign her to the original role and workplace again. If that is impossible because the work has ceased or the workplace has been closed, the employer must assign another job to her corresponding to the employment contract.
  • The employer can terminate an employee on maternity leave only in the event the employer (or its part) is liquidated.

Parental Leave

Parental leave may be granted, upon request, to a mother after the end of maternity leave or for the father after childbirth, or upon taking a child into their care, until the child reaches the age of 4. Parental pay is available until the child reaches the age of 4 and/or until a total amount of up to CZK 300,000 is drawn.

Paternity Leave

For paternal postnatal care, the father is entitled to paternity leave if his name is stated on the birth certificate. Paternity leave corresponds to 14 days in relation to the care of a new-born child within 6 weeks after the birth of the child or from the date on which the child was taken into care. The date on which the father starts his paternity leave can be determined by each individual. The father is paid for the entire duration of paternity leave under sickness insurance (at the rate of approximately 70% of daily salary).

All employees on maternity/paternity/parental leave are subject to protection against termination.

Adoption leave

The right to maternity or parental leave (and the relevant payments) applies to female or male employees who have taken a child into their care. This includes situations of adoption, child custody and guardianship. A female employee is entitled to a maternity leave period of 22 weeks from the day she takes a child into her care. This is enhanced to 31 weeks for two or more children. This leave period cannot extend past the child’s first birthday. Parental leave in these circumstances is the same as for birth parents.

Childcare leave

  • The Labor Code stipulates an employee can be absent from work to care for a child younger than 10 years of age or to provide care for a sick family member.
  • If an employee caring for a child under the age 15 (or another dependent person) requests shorter working hours or some other reasonable modification to the work schedule, the employer must comply. The only exception is if serious operational reasons prevent the employer from doing so.

Public Holidays

  • There are 13 bank holidays celebrated in the Czech Republic. Holiday dates are fixed, except for Good Friday and Easter Monday. The “sliding holiday” concept is not applicable. For example, when a holiday falls on a Saturday or Sunday, the following Monday is a normal business day.
  • Working on a national holiday is intended only in cases to ensure the continuity of the operations of individual organizations and companies. An employee who works during a national holiday will be entitled to extra pay, in accordance with the law.

Benefits to the Employee in Czech Republic

Czech Statutory Benefits

In the Czech Republic, social security contributions provide funding for three separate funds:

  • pensions
  • unemployment benefits
  • sickness (together with other benefits)

Other Benefits

The most common supplementary benefits for employees in the Czech Republic are:

  • meal vouchers/meal allowance
  • bonuses in terms of financial rewards
  • professional training
  • language courses and personal development
  • additional days off (extra holidays, study leave, sick days, etc.)
  • discounts on company products
  • flexible working hours
  • company phone
  • transport allowance
  • insurance contributions

Meal vouchers/meal allowance is a mandatory benefit in the Czech Republic. The meal allowance is paid in arrears by taking into consideration the employees’ presence at work, as the benefit is provided only for days worked. The value of this benefit provided will be free from tax and social & health contributions for both the employer and employee.

Rules Regarding Visas and Foreign Workers in Czech Republic

General Information

Foreigners from EU, Switzerland and EEA (and their family members) do not need an Employment permit nor a Residence permit.

Foreigners from third countries (except for some special categories of employees) require:

  • Work Permit: This applies in cases of seasonal work, for holders of a long-term residency permit for the purpose of business or applicants for international protection etc.
  • Employee Card: This is intended for long-term residence (longer than three months) in the territory of the Czech Republic where the purpose of the foreign national stay is employment. Acts as both residence and work permit.
  • EU Blue Card: This is designed for a long-term stay involving the performance of a highly skilled job. This serves as both the residence and work permit.

Short-Term Visa (stay up to 90 days) – Schengen Visa for Business Purposes

A Business Schengen Visa grants a stay in the Schengen Territory for a maximum of 90 days in any 180 days period. This is often referred to as a short-stay visa. The following documents are typically required for a Business Schengen visa application:

  • Visa application form, completed and signed
  • Two passport-sized photos, taken within the last three months and in accordance with Schengen visa photo requirements
  • A passport (must be valid for at least three months prior to the departure)
  • Round trip reservation or itinerary (must include the dates and flight numbers specifying entry and exit from the Schengen area)
  • Travel insurance policy that proves travel health insurance is in place for the whole Schengen territory (with a minimum coverage of 30,000 euros in case of medical emergencies such as illnesses, accidents and even repatriation in the case of death)
  • Proof of accommodation for the duration of the stay in the Schengen area, such as a hotel booking, a rental agreement or a letter of invitation from a host
  • Proof of the ability to be financially self-supported during the stay, such as a bank account statement or a letter of sponsorship
  • Proof of paid visa fee
  • Cover letter, explaining the reason for visiting the country in the Schengen zone
  • A short profile of the applicant’s workplace
  • Letter from employer, describing the purpose of the travel as well as the itinerary of the stay in the Schengen zone

The application must be handed in personally at the appropriate embassy/consulate or its representative in the foreign national’s home country.

Employee Card

  1. An Employee Card is a type of permit for long-time residence (longer than 3 months) in the territory of the Czech Republic (CR) where the purpose of the foreign national’s stay is employment.
  2. Nationals from non-European countries can apply for an Employee Card if they offer skills and qualifications the country needs.
  3. A foreign national who has an Employee Card is entitled:
  • to reside in the Czech Republic
  • to be employed in the job for which the Employee Card was issued
  1. An Employee Card is of a dual nature in the sense that it entitles the foreign national to both reside in the territory of the Czech Republic and be employed. Therefore, the Employee Card replaces a visa for a stay of over 90 days for the purpose of employment. A long-term residence permit (for the purpose of employment) nor a Green Card will be issued.
  2. An Employee Card is most often issued for the duration of the employer-employee relationship for the validity of the recognition authority´s decision about employment permit or professional work. This is not issued for more than two years, with an option to repeatedly extend its validity.
  3. In regard to professional qualifications, an Employee Card is intended for all types of employment regardless of the level of required professional qualifications. However, an Employee Card always relates to the specific job. There can also be more job positions at the same time for which it was issued or, if applicable, to a job for which the Ministry of the Interior’s consent was granted due to previous legislation. It can refer to a new job position in connection with changing employers or jobs.
  4. The validity of an Employee Card can be repeatedly extended, provided the same conditions applicable to the original issue are met. It can be extended for the period for which a contract of employment or an agreement of work activity has been entered into but no more than two years at a time.
  1. An application for extension of the validity of an Employee Card is to be filed at an office of the Ministry of the Interior. The application can be filed no sooner than 120 days before expiration of the validity of the current Employee Card. At the latest, it can be filed on the last day of the validity of the Employee Card.

After approval of an application for an Employee Card filed with an embassy of the Czech Republic, the foreign national needs a visa for a stay of over 90 days for the purpose of collecting an employee card (D/VR) for entering the Czech Republic.

The foreign national is required to submit a travel medical insurance document. Upon request, they must also provide proof of payment of the insurance premium. The foreign national will submit this document to the embassy. The document is only required to confirm insurance for the period from the day of entry into the territory to the date when the foreign national is covered by public health insurance in the Czech Republic, as per the Public Medical Insurance Act. This is typically from the date on which the visa was issued to the commencement of the employment contract (as stated in the submitted documents).

This visa is issued ex officio in the shortest possible time with validity for six months but for a stay with a maximum duration of 60 days. This period starts from the day of entry into the territory of the Czech Republic. After arriving in the territory of the Czech Republic, it is necessary to report to an office of the Ministry of Interior for the subsequent operations of the Employee Card within a period of 90 days.

EU Blue Card 

A foreign individual is entitled to lodge a Blue Card application if they intend to stay in the Czech Republic for a period longer than three months and if they are to be employed at a job requiring a high skill level. This position must be, according to the Czech Employment Act, open to non-EU foreign nationals.

The EU Blue Card application must be filed personally by the foreign national at a Czech embassy. In select cases, it can be filed at a MOI office inside the Czech Republic.

Blue Card application requirements are as follows:

  • a contract of employment for the performance of a job requiring a high level of skills for a term of at least one year and for the weekly working hours defined by law. The contract must also contain the amount of the agreed gross monthly or annual salary equal to at least 1.5 times the average gross annual salary, as stated by the Ministry of Labor and Social Affairs (MoLSA).
  • Documents confirming the high level of skills (documents on attained education)

If the holder of an EU Blue Card terminates their employment during the period of its validity, they are required to report this fact to the Ministry of the Interior within three working days. This obligation also applies in the case of a change in employer and the start of new employment. This means a termination of the original employment. During the first two years of their stay, all these changes are subject to prior consent of the Ministry of the Interior.

Public Holidays Recognized by Czech Republic in 2024

Occasion Date
1 New Year’s Day January 1
2 Good Friday March 29
3 Easter Monday April 1
4 Labour Day May 1
5 Liberation Day May 8
6 Saints Cyril and Methodius’ Day July 5
7 Jan Hus Day July 6
8 Czech Statehood Day September 28
9 Independence Day October 28
10 Freedom and Democracy Day November 17
11 Christmas Eve December 24
12 Christmas Day December 25
13 Second Day of Christmas December 26

Hire New Talent in Czech Republic

Our international hiring services let you hire anyone in any country without the investment needed to establish a local entity.