* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
The legal structure in the Czech Republic requires both employers and employees to enter into a written employment agreement when hiring. This agreement must, at a minimum, encompass the following fundamental details:
Probation periods in the Czech Republic are set at three months for non-managerial employees and six months for managerial employees. It's important to note that these probationary periods are fixed and cannot be extended beyond the initially stipulated duration
The Czech Republic adheres to a standard workweek of 40 hours, which translates to eight hours per day.
Overtime work is permissible but subject to restrictions, allowing a maximum of eight hours per week and 150 hours per year. For each overtime hour worked, employees must be compensated with an additional 25% of their standard hourly wage.
In the Czech Republic, the national minimum wage is 17,300 CZK per month. To provide equitable compensation for employees without collective agreements, a "guaranteed wage" system classifies work into eight groups based on factors like complexity, responsibility, and strenuousness, with each group having a minimum guaranteed wage ranging from 110.70 CZK per hour to 221.40 CZK per hour.
In the Czech Republic, there is no legal obligation to provide a 13th-month salary. Nonetheless, numerous employers choose to offer a 13th-month salary bonus, often tied to performance metrics.
Czech employees are subject to an individual income tax, calculated at 15% of their gross salary up to 141,764 CZK and 23% for the portion of the gross salary exceeding this threshold.
Participation in pension insurance (důchodové pojištění) is mandatory in the Czech Republic.
In Czech Republic, termination must be put in writing if the employer initiates the termination with the minimum notice period. In the case of indefinite-term contracts, the employer must provide a clear explanation for ending the employment. Employment may only be terminated for one of the following reasons:
In the Czech Republic, the notice period for both dismissals and resignations must be at least two months.
Severance pay is dependent on the employee’s length of service as specified below, and is only applicable in instances where contracts are terminated due to redundancy:
There are 13 national holidays in the Czech Republic: