The Flexi-Amendement will bring a significant reform to the Czech labor market.
Authors: Mgr. Romana Szuťányi, JUDr. Adéla Uhrinová
On the 1 June 2025, another comprehensive amendment to the Czech Labor Code, known as the flexi-amendement, will come into effect. The amendement introduces several changes intended not only to increase labor market flexibility, but also to improve work-life balance.
Key Changes of Flexi-Amendement
Work-life balance
- Two-year guarantee of the same job for employees on maternity, paternity or parental leave.
- Allowing the concurrent performance of DPP (Agreement to Perform Work) or DPČ (Agreement on Work Activity) for work of the same type as specified in the employment contract, provided the agreements were concluded for the duration of parental leave or part thereof.
Labor flexibility
- Extension of the trial period from 3 to 4 months, or from 6 to 8 months for senior employees.
- Possibility of an unlimited number of fixed-term employment contracts for employees who are replacing another employee on maternity, paternity or parental leave.
- Merge of grounds for notice related to long-term loss of medical fitness.
- Employer-paid compensation in the event of employment termination due to long-term loss of health is replaced with compensation paid by the health insurance company.
- Extension of deadlines (from 2 to 3 months from the date the employer became aware of the reason) for terminating employment immediately or giving notice to the employee for disciplinary reasons.
- Shortening of the notice period to one month if the employee is dismissed for failing to meet the prerequisites or requirements for their work, for disciplinary reasons, or for committing a particularly gross breach of another employee obligation.
- The notice period begins on the day the notice is delivered to the other party.
- Easier delivery of wage and salary statements, now possible electronically.
- Possibility to pay wage, salary or their parts in foreign currency to a specific group of employees.
Other important changes
- The requirement for job applicants in the first category of employment (e.g. office work) to undergo an initial medical examination has been abolished.
- Prohibition on employers from restricting employees in sharing or discussing information about their wages, salaries or other remuneration
The Amendement is about to come into force. With us, you can get everything done on time
- Do a revision: The amendment affects key areas of labor law that are commonly reflected in employment contracts and employer’s internal regulations.
- Update your documentation: In addition to ensuring compliance with the new legislation, it will also provide greater flexibility and help prevent potential penalties from labor inspectors.
- The right time for training: Thanks to our training, your HR staff will easily handle changes in the agenda.
- We will provide you with comprehensive advice: Whether you need a document review or want to better understand the changes, we are here for you.
