Dne 1. 6. 2025 nabyla účinnosti dlouho projednávaná „flexinovela“ zákoníku práce. Cílem této novely je zvýšit flexibilitu pracovních vztahů, usnadnit zaměstnavatelům personální řízení a zároveň posílit ochranu zaměstnanců. Přestože se v průběhu legislativního procesu zamýšlené zvýšení flexibility v pracovněprávních vztazích trochu obrousilo, i tak se jedná o nejvýznamnější změnu zákoníku práce za poslední roky.
The most important changes are summarised below:
Changing the start of the notice period
The notice period now starts from the date of delivery of the notice to the other party, not from the first day of the following month. This change will greatly facilitate the process of giving notice. At present, the party giving notice usually calculates the delivery of the notice to take place at the end of the calendar month, because if it is missed, the notice period is almost a month longer. This will now be avoided.
Longer trial period
The maximum length of the probationary period is extended: for ordinary staff up to 4 months, for senior staff up to 8 months. Extension is possible by mutual agreement.
Opportunity to work during parental leave
Employees on parental leave may now perform the same work for their employer on the basis of a contract of employment (CLA) or a contract for performance of work (CPA). The change responds to the current situation where the prohibition on performing the same type of work for the same employer was often circumvented.
Guaranteed return to your original position after parental leave
Employees who return from parental leave before their child reaches the age of two are guaranteed to return to their original position and the same workplace. Under the previous legislation, this guarantee only applied after maternity leave.
One month’s notice for breach of discipline
The notice period is shortened to one month in the event that the employee violates work discipline or fails to meet the legal prerequisites or requirements of the employer for the performance of work (notice pursuant to Section 52 (f) to (h) of the Act). labour).
Compensation for termination of employment for health reasons
Employees who terminate their employment due to long-term incapacity for work will receive special compensation of 12 times their average monthly earnings, paid for by the employer’s statutory insurance.
Shorter rest periods during crisis interventions
In emergency situations requiring immediate action (e.g. restoration of electricity supply), the minimum daily rest period may be reduced to six hours, and the employee must be compensated for this reduced rest period the following day.
Jobs for minors aged 14 and over during the holidays
Young people aged 14 and over can now do light work during the summer holidays, even if they have not yet completed compulsory schooling. The work is limited to FTE or part-time work, with a maximum of 35 hours per week and 7 hours per day, subject to the consent of the legal guardians.
Changes to the unemployment benefit system
The new rules bring more financial support and better protection for jobseekers. Support in the first period of unemployment will rise to 80% of previous earnings and the maximum amount of support will be consolidated at 80% of the average wage, equivalent to CZK 36,086 in 2025.
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This article is for informational purposes only and does not constitute legal advice or guidance for any particular case.