On 1 June 2025[1] an extensive amendment to the Labour Code takes effect, bringing a number of changes intended to make day-to-day HR administration easier for entrepreneurs - employers. This so-called "flexi amendment" reflects the need for greater flexibility in employment relationships and a more modern legal framework that corresponds to the current needs of the labour market.
Why does it matter for entrepreneurs - creatives?
The amendment provides more options when it comes to the probationary period and fixed-term contracts, and simplifies the conditions for paying wages, including the option to pay wages in a foreign currency. It also responds to needs around covering for employees during parental leave, where the limit on repeating contracts is newly relaxed if they are concluded specifically for these purposes. Flexibility will definitely help creatives.
Which employees can the new rules be applied to?
In principle, the new rules can be applied to existing employees as well, but it is advisable to adapt employment contracts and internal regulations accordingly. In a number of situations, however, you will have to assess which set of rules applies. For example, notices of termination served before this date and probationary periods agreed before this date are governed by the previous legislation - the amendment has no retroactive effect here.
Here is an overview from us of some of the important changes:
|
Area of change |
Description of the change
|
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Probationary period |
The probationary period may be agreed for up to 4 months, and for managerial employees for up to 8 months. The limit is no more than half of the agreed duration of a fixed-term employment relationship. It can be extended by written agreement during its course. It is automatically extended by days not worked due to obstacles, leave or unexcused absence. |
|
Fixed-term employment |
It can be agreed for up to 3 years and repeated at most twice (9 years in total). There is an exception for covering during parental and maternity leave, which can be repeated more times, but within a maximum of 9 years. |
|
Notice period |
The notice period begins on the day of service and ends on the day with the matching date, or on the last day of the month. It remains at least 2 months and can be extended by written agreement or its running can be altered. Exception: notice under Section 52(f) to (h) (failure to meet requirements, grounds for immediate termination of employment and breach of obligations in a particularly gross manner) – notice shortened to at least 1 month. |
|
Time limit for disciplinary termination of employment Reassignment after returning to work |
The subjective time limit is extended from 2 to 3 months and the objective one from 1 year to 15 months (Section 58(1) of the Labour Code). The employer must reassign the employee to their original job and workplace after returning from temporary incapacity for work, quarantine, maternity leave, parental leave until the child is 2 years old, public office, military exercise, etc. Previously, the return was only according to the type and place of work. If the original position has ceased to exist, the employer must offer another in line with the contract. |
|
Merging of grounds for dismissal caused by the employee's state of health |
Until now there were two grounds for dismissal that it was inadvisable to confuse. Now there will be a single ground for dismissal. The cause of the dismissal will only be addressed in relation to the employee's entitlement to a one-off compensation for non-pecuniary damage (formerly severance pay), where the cause is a work-related injury or occupational disease. The entitlement will be covered by the employer's statutory insurance. |
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Wages and their payment |
Wages will, as a rule, be paid by bank transfer. If there is no consent to non-cash payment, wages are paid in cash. Until now an agreement was required. |
|
Payment in a foreign currency |
Wages may now be paid in a foreign currency at the Czech National Bank rate, but only with the employee's consent and under set conditions (e.g. a workplace abroad, foreign nationals). |
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Work by minors |
Minors under 15 or without completed compulsory schooling – only light work during the main school holidays, max. 7 hours a day and 35 hours a week. Older minors max. 8 hours a day and 40 hours a week. |
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Service of documents Service of the pay assessment |
Documents served electronically are deemed delivered only after confirmation. Without confirmation within 15 days they are deemed not delivered. Confirmation no longer has to take the form of a data box message. The pay assessment can be served electronically (recognised electronic signature) even without prior consent and instruction, to the employee's email. The employee must confirm receipt within 15 days, otherwise the service is ineffective. |
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Equal treatment of pay information Work during parental leave for the same employer |
The employer must not prevent an employee from disclosing information about the amount and structure of their wages, salary or remuneration under an agreement. A breach constitutes an administrative offence for the employer. During parental leave, an employee may perform identical work for their employer on the basis of an agreement to complete a job (DPP) or an agreement to perform work (DPČ). |
[1] With the exception of changes in the area of employment, which take effect only from 1 January 2026.
What do we recommend to employers?
Review your contract templates and adapt them to the new rules.
Prepare for the new rules on the service of electronic documents – confirmation of receipt is crucial for the validity of service.
Consider setting up internal processes so that they meet the new statutory requirements without the risk of sanctions (e.g. cancel confidentiality agreements concerning pay information).
