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Employment of Foreign Nationals in the Czech Republic
Rutland Ježek offers an overview of Czech law for non-EU citizens seeking work here
This is a sponsored article provided by Rutland Ježek, advokátní kancelář.
A foreign national is according to the Czech law, Act No. 435/2004 Coll., an individual, who is not a national of the Czech Republic, European Union, European Economic Area or Switzerland or a member of his/her family. An individual without any nationality is considered as a foreign national as well. The question is, what is the procedure of acquiring an employment for foreign nationals intending to arrive to the Czech Republic in order to work.
A foreign national can be employed only if he/she has:
(a) Regular work permit
(i) Valid work permit and
(ii) Valid short-term visa (until 90 days) or long-term visa (over 90 days) or long-term residence permit issued for the purpose of employment
(b) Green card
(c) Blue card
REGULAR WORK PERMIT
(ii) Short-term work visa can be granted by Czech embassy upon an application for maximum period of 90 days, which can be used within 180 days. The visa must be for the purpose of employment and the application must be submitted, beside general requirements, with work permit, employment contract, proof of securing accommodation.
A foreign national can only submit the application for a long-term visa based on the long-term employment at the Czech embassy in his/her country of origin. The applicant is obliged to undergo an interview if the embassy calls him/her to it. The term of validity of a long-term visa is since 1.1.2011 shortened by The amendment to the Act on Residence of Foreign Nationals. A long-term visa will be newly issued for the maximum period of 6 months.
An amendment had also changed the authority responsible for the decision on granting a long-term residence permit. It is not Foreign Police Departments any more, but new regional offices of the Department for Asylum and Migration Policy of the Ministry of the Interior. The application can be submitted by a foreign national, who stays in the territory of the Czech Republic upon a long-term visa, is willing to temporarily stay for the term longer than 6 months for the purpose of employment. In order to do so, he/she is obliged to attend in person the office. He/she is entitled to stay in the territory for a term stated in the permit card, which will be issued with biometric data starting May 2011.
In addition, there are new requirements for the proof of securing accommodation by foreigners; it is necessary to submit it both to an application for granting long-term visa and long-term residence permit. Accommodation can only be secured in a building intended for living, accommodation or recreation. The accommodation provider is obliged to ensure to a foreign national that the floor area of a room for accommodation must be at least 8 m2, if a single person is accommodated, 12.6 m2 if two persons are accommodated; 5 m2 are added to the floor area per every further accommodated person. A foreign national is obliged to prove securing accommodation by any of the following documents: a document proving that he/she is an owner of the respective flat or house or a document proving that he/she is entitled to use the respective flat or house based on a lease or an officially certified confirmation of a person who is the owner or authorized user of the respective flat or house that he/she agrees with accommodating the foreign national. Any other document will not be recognized as a proof of securing accommodation.
EMPLOYMENT IN THE CZECH REPUBLIC
a)”Employment relationship” is the most common and used type of employment. It can be contracted for maximum of 2 years in case of foreigners. If the term is not explicitly set out in the contract, it is considered to be of indefinite time period. The trial period can be also arranged for maximum period of 3 months. The termination reasons of the employment are limited in order to provide stable employment and prevent benevolent dismissals.
b)”Agreement on Working Activity” is second type of work Agreements and it has to be made in writing and the employer is not obliged to schedule hours of such work as well. The work may not be performed on the basis of an agreement on working activity, where the average scope of work exceeds one-half on normal weekly working hours. The agreement may be terminated unilaterally by sating any reason, or without stating it, with a 15-day notice period. In contrast to the agreement b), the employee has to pay health and social insurance.
c)”Agreement on Work Performance” is used for short-term works and the scope of work for which an agreement on work performance is concluded may not exceed 150 hours in one calendar year. The employer is not obliged to schedule hours of such work, so the work can be carried out “on-call” of the employer. Since 2011 this contract must be made in writing, but the particular task does not have to be specified.
However, the agreements under b) and c) are available only for persons with Czech citizenship.
CRIMINAL ASPECTS OF EMPLOYING FOREIGNERS
For contact details, see Rutland Ježek's Prague TV Prague Directory listing.
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