On March 7, the Chamber of Deputies approved an amendment to the Labor Code, which will come into effect two months after being approved by the Senate and signed by the President (according to the optimistic scenario, no earlier than June 1, 2025). Below, you will find an overview of the changes.

Once this happens and the effective date is confirmed, I will also add the updated version of the termination notice template here.

1. Parents in the Labor Market

The amendment to the Labor Code now allows employees on parental leave to perform the same job for the same employer as before taking leave, based on a Work Agreement (DPP) or an Agreement on Work Activity (DPČ).

At the same time, a guaranteed return to the original position and the same workplace will be ensured – if returning within two years of the child's birth.

2. Termination of Employment

The notice period will now start on the day the termination notice is received/delivered. This means that if an employee submits their resignation on March 15, their employment will end after two months, i.e., on May 15. Previously, if an employee resigned on March 15, the notice period would only start on April 1 (i.e., from the beginning of the following month), and the employment would end on May 31.

A new change that reduces the notice period to one month. will apply to cases where the termination is due to the employee's violation of work discipline or if the employee does not meet the legal requirements or the employer's criteria for performing the job.

If the employment relationship is terminated by notice or agreement due to the employee's long-term medical incapacity to perform their current job as a result of a work-related injury, an occupational disease, or the risk of such a disease, – the employee will now receive a special compensation, which will be covered by the employer's statutory insurance.. Tato náhrada bude ve výši současného odstupného – tzn. bude odpovídat dvanáctinásobku průměrného měsíčního výdělku.

3. Probationary Period

The probationary period between the employer and a regular employee can now last up to four months (previously three), while for managerial employees, it can be eight months (previously six).

4. Work for Minors

If you have a child at home who can't wait to officially earn their first money – the amendment also takes them into account.

Minors from the age of 14, minors will be allowed to perform light work. during the main summer holidays, even if they have not yet completed compulsory schooling. For completeness, it is worth noting that the working hours of minors under the age of 18 can be a maximum of 7 hours per day and 35 hours per week.

5. Rest Period

In the event of natural disasters, accidents, or other extraordinary circumstances, employees' rest periods may be shortened. This applies to the rest period between shifts, which is reduced (from the original 8 hours) to 6 hours. The rest period will be compensated for the following day.

6. Confidentiality Clause on Salary/Wages/Remuneration from Agreements – Unlawful

It has been approved that a confidentiality clause for employees regarding salary, wages, or remuneration from agreements is unlawful, and employers who enforce it may face a fine of up to 400,000 CZK.

7. Pre-Employment Medical Examinations

For job categories classified as Category 1 (mainly office work), the requirement for pre-employment medical examinations will be abolished.

Changes and adjustments to unemployment benefits have also been approved. We will summarize them in a separate article.