Labour Code 2025: Overview of Key Changes as of 1 June

1. PROBATIONARY PERIOD (§ 35 of the Labour Code)

✍️ Agreement on probationary periodThe probationary period can still be agreed upon no later than on the employee’s first working day, and only in writing. This rule also applies when appointing someone to a managerial position.

⏳ New maximum durationThe “flexi amendment” extends the maximum duration of the probationary period:

• 🧑‍💼 Regular employees: max. 4 months (previously 3 months)

• 👩‍💼 Managers: max. 8 months (previously 6 months)

However, if the employment contract is for a fixed term, the probationary period must not exceed half of that term. Of course, it is still possible to agree on a shorter probationary period – or none at all.

📜 New possibility to extend by agreementA major change! The probationary period can now also be extended by a written agreement between the employee and employer. BUT:

• The extension must occur during the probationary period

• It must respect the legal maximum limits (see above)

🕒 Automatic extension due to absenceThe probationary period will now automatically be extended by each working day on which the employee:

• Did not work a full shift due to work obstacles• Took vacation

• Or was absent without excuse

👉 Note: Partial absences do not accumulate! But if a full shift is missed, the probationary period extends accordingly – regardless of the reason.

⏳ Transitional provisionTo clarify: if the probationary period was agreed before 1 June 2025, the old rules still apply according to the previous version of § 35 of the Labour Code.

2. CHANGES TO TERMINATION OF EMPLOYMENT

✂️ Shortening of the notice period to 1 month

From June, the notice period for termination by the employer is shortened in certain serious cases under § 52 letters f), g) or h) of the Labour Code:

• 📉 Shortened to 1 month (previously 2 months)

• Applies only in these cases:

• § 52(f) – employee does not meet legal or work-related requirements (e.g. unsatisfactory performance)

• § 52(g) – serious misconduct or repeated minor misconducto

• § 52(h) – violation of treatment rules during sick leave (e.g. unauthorized outings)

  📌 In all other cases, the minimum notice period remains 2 months.

⏱️ Notice period now starts on delivery day

A big practical change:

• ✅ New rule: the notice period starts on the day the notice is delivered to the other party (not the 1st day of the following month, as before).

• 📅 It ends on the same day of the following month – if that day doesn’t exist, it ends on the last day of the month.

Example: If notice is delivered on 18 June, it ends on 18 July. If delivered on 31 July, it ends on 31 August.

🤝 Notice can be modified by agreement

• The notice period can be extended or modified, but only by written agreement between employee and employer.

• Collective agreements cannot change this.

• The notice terms must be equal for both parties – except for § 52(f), (g), (h), where asymmetry is allowed.

🕰 Transitional ruleIf the notice was given before 1 June 2025, the old rules still apply – i.e. the notice period starts on the 1st day of the next month and follows the standard duration under § 51.

3. CHANGES TO WORK CONDITIONS FOR EMPLOYEE-PARENTS

👶 Working during parental leave – now also in the same jobUntil now, employees could not hold multiple employment relationships at the same employer performing the same job (e.g. accountant full-time and under DPP). That changes!

📅 As of 1 June 2025, employees can perform the same job for the same employer during parental leave – if the new role is under a DPP or DPČ contract.

✅ In practice: a parent on parental leave can sign a DPP/DPČ for the same role and earn extra income.

🪑 Returning to the "same seat" after parental leave

Another important update concerns returning to work:

• 🍼 If a parent returns before the child turns 2, the employer must return them to their original job and workplace.

• 👩‍💻 If the return is after the child's second birthday, the employer assigns them according to the employment contract – which can be a different role within the same job category.📌 This aims to encourage earlier returns and strengthen job protection after parental leave.

🔁 Unlimited repetition of fixed-term contracts for substitutions

A very useful change for HR and employers:

• For substitute roles during maternity, parental, or related leave, employers may now conclude an unlimited number of fixed-term contracts with the same individual.

• This removes the “three-times-and-stop” rule (3 years + 2 extensions).

👉 BUT BEWARE:

• Each individual contract can still last max. 3 years.

• The total duration of all such contracts between the same parties (including normal and substitute types) must not exceed 9 years.

• If more than 3 years elapse between contracts, the count restarts.

4. CHANGES IN THE AREA OF REMUNERATION

📄 Earlier delivery of salary or wage assignment noticeA fundamental change concerns the timing of when an employee must receive their salary/wage assignment notice:

• 📅 New rule: the notice must be delivered in writing before the employee starts performing work, specifically:

• Upon starting employment

• Whenever there is a change that affects the amount of salary or wage

💡 Previously, it was sufficient to issue the notice on the day of starting work, which could lead to confusion (e.g. if the start date fell on a weekend but the first working day was Monday).

✉️ Simplified delivery of salary notices

Salary/wage assignment notices remain official documents under § 334 of the Labour Code, and must be properly delivered to the employee.

But here’s some good news for employers:

• 📬 It will now be possible to use a simplified delivery method under § 335(3) – for example, electronically, if both parties agree.

• Result: Less bureaucracy and more flexibility when changing salary arrangements.

💶 Paying salary/wage in foreign currency – now also in the Czech Republic

Changes were also made to § 143 of the Labour Code, which regulates payment in other currencies than CZK.

• Previously, this was only allowed if the place of work was abroad.• Now, employers may pay the employee’s salary (or part of it) in a mutually agreed foreign currency, if the employee has a “foreign element”.

📌 When is this allowed?

• 🌍 Employee works abroad

• 🛂 The employee is a foreigner or stateless person with a valid work permit, employment card, or blue card

• 🇪🇺 An EU citizen who is not a Czech national and does not have permanent residence in the Czech Republic• 🏠 An employee who permanently lives abroad or covers living expenses for themselves or their family abroad

💬 In all cases, the employee’s consent is required.

5. OTHER CHANGES

🌴 Vacation in consecutive contracts – one follow-up = one relationship

Until now, the right to vacation was assessed separately for each employment relationship. Now:

• 📌 If a new contract is concluded immediately after the previous one (e.g. after a DPP follows an employment contract or DPČ), it is treated as one uninterrupted employment relationship.

• Applies to all basic employment relationships – i.e., employment contract, DPP, and DPČ.

What does this mean?

• ✅ The vacation entitlement accumulates as if the contract never ended.

• ❌ Unused vacation cannot be paid out after the first contract ends – the relationship is considered ongoing by law.

👶 Work for minors from age 14 – but only during holidays

The flexi amendment newly allows dependent work to be performed by individuals who:

• Are already 14 years old, but• Have not yet reached 15, or

• Have not yet completed compulsory schooling

💡 BUT – strict conditions apply:

• ✅ Work is allowed only during major school holidays (typically summer jobs)

• And must comply with health and safety laws and other relevant regulations.

✨ 

This helps students and parents looking for legal summer jobs for teenagers.

🩺 Entry medical check-ups – where required and where not

Major changes also affect entry medical examinations:

🔍 What is no longer required:

• If an employee is to be assigned work in category 1 (no risk), a medical examination is no longer mandatory.

• The employer may request it, but is not required to.

✅ What is stricter:

• For DPP/DPČ contracts, an entry medical check-up is now mandatory if the job falls into category 2 (even without risk) – this wasn’t required before.

• If an applicant fails to undergo a required check-up, they are considered medically unfit for the position.

📌 The employer must know the category of the job and act accordingly. For simpler jobs, this means cost savings, while for others, it strengthens employee health protection.

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