What’s New in the Czech Labour Code in 2025: Flexibility, Probation Periods and Other Major Changes

Starting on 1 June 2025, a “flexible amendment” to the Labour Code comes into force, bringing a number of significant changes for both employers and employees.

The changes concern probation periods, as well as:

• Termination notices;
• Agreements outside the employment relationship;
• Employment conditions during parental leave;
• Medical examinations;
• New rules for the delivery of wage assessments.

Some changes will streamline the employers’ operations, while others require adjustments to internal procedures or documentation.

We’ve prepared this practical overview to make sure that you don’t miss anything important.

Probation periods

• The probation period for regular employees is extended to 4 months.
• The probation period for managerial employees is extended to 8 months.

It will also be possible to extend a probation period during the probation period and within the limits of the law by written agreement between the employee and the employer.

A probation period still may not exceed half of the agreed duration of the fixed-term employment.

Termination of employment

The notice period newly commences on the date that the notice of termination is delivered. This applies to both employees and employers (e.g. if the notice of termination is served on 8 August 2025, the employment terminates on 8 October 2025).

The notice period is reduced to one month in the case of termination pursuant to Section 52 (f), (g) and (h) of the Labour Code, i.e. in the case of termination by the employer.

DPP and DPČ during parental leave

Employees on parental leave will be able to perform the same type of work as agreed in their employment contract under an agreement to complete a job (DPP) or an agreement to perform work (DPČ).

Returning to the same position after parental leave

The employer is required to ensure that the employee can return to the same job and workplace until a child reaches the age of two.

Termination of employment for health reasons and compensation

If the employment relationship is terminated for reasons such as occupational disease, the employee is entitled to compensation. Such compensation will be covered by the employer’s statutory insurance and will correspond to twelve times the average monthly earnings.

Emergencies and shorter rest periods

In the case of an emergency situation (e.g. disruption of heat/electricity supply), it is possible to shorten the rest period between shifts to 6 hours; however, the amount of rest period must be compensated the following day.

Employment of minors during summer holidays

Minors aged 14 and above who have not yet completed compulsory education may perform light work only during the main summer holidays, subject to the conditions laid down by law.

Time off to seek new employment

The leave allowance (paid or unpaid) will newly take into account the reason for the termination of employment:

• (a) With wage or salary compensation for up to 4 days if the employment relationship is terminated by an employer’s notice pursuant to Section 52 (a) to (e) of the Labour Code or by an agreement concluded for the same reason.
• (b) With no wage or salary compensation for up to 2 days if the employment relationship is terminated by an employer’s notice pursuant to Section 52 (f) to (h) of the Labour Code or by an agreement concluded for the same reason.
• (c) With no wage or salary compensation for up to 4 days if the employment relationship is terminated in a manner other than as provided in (a) and (b).

Medical examinations

Employees falling into the first category of work (non-risk jobs) will no longer be required to undergo initial or periodic medical examinations. The requirement remains in the case of DPP, DPČ and higher categories of work. Minors working under an agreement will be required to undergo medical examinations even for first-category work.

Wage assessment delivery

Employee must receive a wage assessment before commencing work. The wage assessment can newly be delivered electronically, e.g. to a work email address. The employee must acknowledge its receipt within 15 days and have the option to save or print out the document.

Compensation in foreign currency

The range of employees who can be paid in a foreign currency has been expanded.

Payments can be made in a foreign currency under the conditions established by law – e.g. if the employee’s place of work is abroad or if the employee is a foreigner with a specific work permit. The employee’s consent is always required, and the current exchange rate of the Czech National Bank must be followed.

We will be happy to provide you with the detailed conditions.      

Fixed-term employment

If the employee is on maternity, paternity or parental leave, the replacement fixed-term employment can be extended indefinitely. However, a maximum duration of 3 years per fixed-term contract and a maximum of 9 years in total still applies.

Prohibition of confidentiality regarding wages

It will be prohibited to include confidentiality clauses concerning the amount and structure of remuneration. Employees can freely share and manage information concerning their wages (and their components).

Recommendations

“We recommend reviewing the current version of employment contracts and internal regulations. In some areas – such as probation and notice periods – it may be appropriate to seek legal advice.”

Do you have any questions? Feel free to contact us, and we will be happy to help you with your specific circumstances.