From 1 June 2025, the so-called "flexinovela" of the Labour Code will come into force. The amendment mainly aims to increase the flexibility of employment relationships, support working parents and the balance between their work and family life, or modernise the labour market. Below is a selection of the most important changes it brings.
More flexible employment relations
Longer trial period
The probationary period is extended to 4 months for ordinary staff and 8 months for senior staff. It can only be extended by written agreement and only while it is still running - it cannot be extended afterwards. The amendment also explicitly states that the probationary period is extended not only in the event of obstacles at work, taking leave, but also unexcused absences, and that the probationary period is extended by working (not calendar) days.
When and how do I switch to the new mode?
The probationary period agreed before 1 June 2025 shall be governed by the existing rules.
Faster notice period
The amendment brings a fundamental change in the calculation of the notice period. It will no longer start on the first day of the month following the delivery of the notice, but on the day of delivery of the notice to the other party. This will speed up the whole process of termination, allowing employees to start a new job sooner and employers to fill the vacant position faster.
When and how do I switch to the new regime?
Notices received before 1 June 2025 shall be governed by the existing rules. However, it is advisable to check the employment documentation - if it describes the existing rules, there is a risk that the new regime will not apply after 1 June 2025.
Shorter notice period
In the event of a breach of "work discipline" (§ 52/g) or failure to meet the legal prerequisites or requirements for the performance of work (§ 52/f), the notice period is reduced to one month. This allows for quicker resolution of problematic employment relationships where the employer has no interest in maintaining the employment relationship.
When and how do I switch to the new regime?
Notices received before 1 June 2025 shall be governed by the existing rules. However, it is advisable to check the employment documentation - if it describes the existing rules, there is a risk that the new regime will not apply after 1 June 2025.
Sorting of fixed-term contracts in lieu of maternity leave
The "three times and enough" rule will no longer apply when replacing an employee on maternity or parental leave in the case of fixed-term contracts. Thus, an employer may repeatedly conclude fixed-term contracts with one employee for the entire period of substitution for the absent parent, up to a maximum of 9 years.
When and how do I switch to the new regime?
As of 1 June 2025, employment relationships arising before that date may also be chained in this way.
Work-life balance
Return to the "same chair"
Until now, parents were entitled to return to their original position after returning from maternity leave, but not after parental leave - they had to settle for a job classification that could differ significantly from their original position. Now, if the employee returns from parental leave before the child reaches the age of two, he or she is entitled to return to the original position and the same workplace.
Working on an agreement during parental leave
Parents on parental leave now have the option to work for their employer "on an agreement" (FTE, FTE) and perform the same type of work as in their employment, which is otherwise not possible. This will eliminate the illegal practice of employers employing these employees "under the guise" of a different position.
Summer jobs from 14 years old
People aged 14 and over will now be able to do light work during the main holiday periods. However, written consent of the legal guardian is required, working hours are limited to a maximum of 35 hours per week and 7 hours per day, and an initial medical examination is compulsory. These minors may only perform "light work" that is not harmful to their health or moral development - the MLSA lists, for example, menial jobs in a café or administration or selling tickets.
Digitisation and modernisation
Electronic delivery of payrolls
The wage or salary statement may now be delivered electronically via the employer's internal system or work email without the employee's prior consent. The statement must bear a recognised electronic signature and the employee must be able to save, print or forward the document. However, it should be remembered that delivery is only effective upon acknowledgement of receipt and if this does not occur within 15 days, the employer must choose another method of delivery.
Payment of wages in a foreign currency
It will now also be possible to agree to pay wages in a currency other than Czech crowns (typically the euro) if the Czech National Bank announces the official exchange rate for this currency. However, this measure applies only to certain groups of employees, e.g. foreign employees, pensioners or employees with family abroad. It cannot be applied simply because the employer is a foreign company.
Promoting transparency and equal treatment
The amendment prohibits employers from restricting employees from sharing information about their wages, salary or remuneration. An employer can be fined up to CZK 400,000 for violating this prohibition.
How to switch to the new mode?
It is recommended to check employment contracts and remove these clauses or demonstrably inform employees that they are not required by the employer and are unenforceable.
Other changes
Shorter rest periods in emergency situations
In the event of emergencies such as the floods we experienced in the autumn of 2024, it will be possible to reduce an employee's daily rest period to up to 6 hours. This adjustment only applies to emergency workers. The employer must provide an extended rest period the following day.
Compensation for termination of employment for health reasons
Employees who terminate their employment due to long-term incapacity for work as a result of an occupational accident or disease will be entitled to a special lump-sum payment in lieu of severance pay. This will be covered by the employer's statutory insurance and will be equivalent to 12 times average monthly earnings.
Proving the number of trade union members
The amendment confirms a recent practical development where some employers had no way of verifying that a newly formed trade union has at least 3 members in employment (only when this condition is met is it entitled to negotiate with the employer). If it is not possible to prove otherwise, compliance with this condition can be evidenced by a notarial certificate at the employer's expense.
Conclusion
The effectiveness of these changes from 1 June 2025 brings new opportunities for employers. However, we recommend that they adapt their employment documents and procedures to the new conditions. The reform is also complemented by changes to the unemployment benefit system, which bring increased financial support and protection for jobseekers, which should also lead to, among other things, increased flexibility across the labour market.