Statutory notice period
The minimum notice an employer must give. Contracts and collective agreements can lengthen it and only rarely shorten it, and the tenure bands are where cross-border assumptions usually go wrong.
Employer notice under the Labour Code, reshaped by the flexibility amendment in force since June 2025. The length depends on the ground for dismissal, not on tenure.
| Service | Employer notice | Runs |
|---|---|---|
| Organisational grounds, health grounds and other ordinary dismissal grounds | at least 2 months | runs from the day the notice is delivered and ends on the day of a later month bearing the same number |
| Breach of duties, failure to meet statutory prerequisites or the employer's requirements | at least 1 month | same day-of-delivery rule |
Before June 2025 notice only started on the first day of the following month; the amendment moved the start to the day of delivery. Longer periods can be agreed, and the employee's own notice is the same length as the employer's for the matching situation.
Source: Flexinovela zákoníku práce 2025: výpovědní a zkušební doba, ČSOB Průvodce podnikáním; Flexinovela zákoníku práce: co vše se letos mění (z. č. 120/2025 Sb.), epravo.cz. Checked on 2026-07-27.
Minimum paid annual leave
The statutory floor for paid holiday. The counting basis matters as much as the number, since some laws count a six-day week and others count working days or calendar weeks.
4 weeks per year.
Computed and drawn in hours since 2021: the yearly entitlement is the weekly working time multiplied by the leave weeks. Public-sector employers owe 5 weeks and teaching staff more.
Source: Zákoník práce §§ 212–213, dovolená za kalendářní rok, Pracomat.cz, consolidated statutory text 2026. Checked on 2026-07-27.
Probation limit
The longest trial period the law allows an employer to agree, together with the notice that applies while it runs.
| Group | Maximum |
|---|---|
| Ordinary employees | 4 months |
| Managerial employees | 8 months |
Notice while it runs: either side may cancel the employment for any reason or none, in writing, effective on delivery unless a later day is named.
Must be agreed in writing no later than the starting day, cannot exceed half of an agreed fixed term, and since June 2025 can be extended afterwards by written agreement within the caps. Cancellation in the first 14 days of sickness is barred.
The caps rose from 3 and 6 months with the June 2025 flexibility amendment; probation agreed before then keeps the old rules.
Source: Flexinovela zákoníku práce: nové znění § 35 (z. č. 120/2025 Sb.), epravo.cz; Zákoník práce online 2026, § 35 zkušební doba, Pracomat.cz. Checked on 2026-07-27.
Employer social contributions
What the employer pays on top of gross salary into statutory schemes. Some countries charge a percentage of pay, others charge flat amounts, and a single headline rate hides caps, regional rules and industry-rated items.
Figures apply for 2026.
| Scheme | Rate, per cent of pay | Charged on |
|---|---|---|
| Social security (pension, sickness, employment policy), employerThe ceiling is forty-eight times the decreed average wage and applies per employee per calendar year. Higher rates apply to risk occupations and rescue services. | 24.8 | pay up to 2,350,416 CZK per year |
| Public health insurance, employer shareNo ceiling; charged on at least the minimum-wage base. | 9 | the whole salary, with no ceiling |
| Sum of the shares aboveStandard employer load on gross pay; the social part stops at the annual ceiling, the health part never does. | 33.8 |
Statutory employer liability insurance for work injuries, charged by activity through the designated insurer, is a further cost outside the table. A pension-insurance discount exists for certain part-time hires.
Source: Přehled nejdůležitějších údajů pro sociální zabezpečení v roce 2026, Česká správa sociálního zabezpečení; Maximální vyměřovací základ, Česká správa sociálního zabezpečení; Zdravotní a sociální pojištění 2025–2026, § 2 z. č. 592/1992 Sb., AZ Dialog. Checked on 2026-07-27.