Czech Republic Employment Guide

The Czech Republic is in Central Europe, at the heart of the EU, bordering Germany, Austria, Slovakia and Poland with convenient transportation. It has ~10.5 million people; Prague (the capital) is a key political, economic and cultural center. Its economy is pillar-supported by manufacturing, auto industry, machinery and IT, while tourism is also well-developed. As an EU member state, it has a stable labor market and a highly educated workforce. Labor laws strictly regulate employment relations, including clear requirements for written contracts, a 40-hour standard workweek, minimum wages, overtime and paid leave. Employers must contribute to employees’ social and health insurance, and dismissal procedures must follow legal rules to protect employees’ rights.

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Currency

Czech Koruna (CZK)

Capital

Prague

Official language

Czech

Salary Cycle

Monthly

Our Employment Guide in Czech Republic

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Essential Elements of a Czech Employment Contract

When drafting an employment agreement in the Czech Republic, it is mandatory to use the Czech language, though bilingual versions are permissible for clarity. The contract must be executed in written form and duly signed by both the employer and the employee to be legally binding. Key components that must be explicitly included are:

Full legal names of both parties
Official start date of employment
Duration of the contract, if fixed-term
Detailed job description and responsibilities
Conditions and procedures for termination

Understanding the Mandatory Probation Period

A probationary period is a compulsory feature of Czech employment contracts, designed to allow both parties to assess suitability. The minimum duration is set at 60 days, while the maximum cannot exceed 180 days, or six months. For instance, SailGlobal implements a standard 90-day probation for new international hires to ensure alignment with company culture and role expectations.

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