Czech labour law basics: leave, notice and probation explained

Czech employment law has a reputation for being generous to employees on paper, and mostly it is. The catch is that the useful rules are scattered through the Labour Code (zákoník práce), and your contract can add to them but cannot take away the minimum. Here are the basics most newcomers need in their first year, with the usual "check the official source" warning because details are amended from time to time.

What the Labour Code covers

The Labour Code (Act No. 262/2006 Coll.) governs employment relationships: contracts, working time, leave, pay rules, termination. It applies to employees on a standard employment contract (pracovní poměr). People on shorter work agreements (DPP and DPČ) have fewer rights, which is explained in our guide to Czech employment contracts. Freelancers are outside this law entirely.

Your contract should be in writing and should name the type of work, the place of work and the start date. Wage details can sit in the contract or in a separate pay statement. If anything you were promised is missing, ask for it to be added before you sign.

Working time

The standard working week is 40 hours, and rules cover rest breaks, daily rest and overtime. Ordered overtime is capped at 150 hours a year (more only by agreement, within a higher overall limit), and it has to be compensated with extra pay or time off according to the Code and your agreement. Details differ for shift work and certain sectors, so ask HR what applies to your role.

Annual leave

Full-time employees are entitled to at least four weeks of paid annual leave per year, and state and municipal employers must give five (as of 2026; check the Ministry of Labour and Social Affairs). Your private employer may give more, and many Prague companies offer five weeks as a benefit. Leave is counted in hours, and employees who start mid-year get a proportionate amount.

The employer schedules leave after consulting the employee's wishes and the company's needs, and normally has to tell you at least 14 days in advance. Unused leave generally has to be taken in the year or the next one, and it cannot normally be paid out while you are still employed. Check the details with HR.

Public holidays are separate from annual leave, and there are 13 of them a year (as of 2026; check the official source). Our guide to Czech public holidays explains what each one marks and which are paid days off.

Probation

A probation period (zkušební doba) lets either side end the job quickly in the early weeks. It must be agreed in writing, no later than the first day of work. Since 1 June 2025 the maximum is four months for ordinary employees and eight for managers (contracts agreed earlier keep the old three and six). The parties can extend a shorter probation in writing up to those limits, and it is lengthened automatically by full days missed through sickness, other obstacles or holiday. It also cannot be longer than half of the agreed length of a fixed-term contract (as of 2026; check the Labour Code).

During probation either party can end the employment at any time and without giving a reason, and in writing. That works both ways, so a bad fit can be resolved early. It is also why you should not give notice at your old job until the new contract is signed.

Notice periods

Notice (výpověď) must be in writing. The standard notice period is two months. Since 1 June 2025 it starts on the day the notice is delivered and ends on the same date two months later; older guides that count from the first day of the following month describe the previous rule (as of 2026; check the Labour Code). The contract can make it longer, but it can never be shorter than two months, and it must be the same length for both sides.

An employee can resign without giving a reason. An employer needs a reason that the Labour Code lists, such as organisational changes or specific breaches. Employees dismissed for organisational reasons are entitled to severance pay of one to three months' average earnings, depending on length of service (as of 2026; check the official source). A dismissal can be challenged in court within two months.

Employment can also end by agreement (dohoda), which is common and fast, or by immediate termination in serious cases. If you are unsure whether a dismissal is lawful, a labour lawyer is worth the fee, and the State Labour Inspection Office takes complaints.

Pay and payslips

Employers pay at least once a month, on the date agreed in the contract or internal rules. Check the net amount against the offer; our guide to reading a gross and net offer shows how deductions work, and minimum wage in the Czech Republic explains the floor your pay cannot drop below. Social security and pensions are covered in Czech social security and pension basics.

Sickness, parental leave and other leave

Sick leave, maternity and parental leave have their own rules and are paid partly through the social insurance system rather than directly by the employer. There are no unpaid waiting days for sickness: the employer pays wage compensation (about 60% of reduced average earnings) for the first 14 days, then the Czech Social Security Administration takes over. Eligibility depends on contributions and contract type, so ask HR and the Czech Social Security Administration before you plan anything.

Common mistakes

Signing without reading the notice clause. Resigning before a new job is formally secured. Assuming a DPP gives you the same rights as a full contract. Sending notice in a form that may not count as written and delivered, such as a plain email without a recognised electronic signature, or forgetting that the notice period now counts from the day of delivery. Ignoring leave until December.

Frequently asked questions

How much annual leave do I get?

At least four weeks for full-time employees under the Labour Code. Many employers give more.

Can probation be extended?

Only within the legal maximum of four months, or eight for managers, by written agreement. It is also lengthened automatically by full days of sickness or holiday.

Do I need a reason to resign?

No. An employee can give notice without a reason. An employer needs a lawful reason.

Where do I complain about unlawful treatment?

Start with HR, then a labour lawyer or the State Labour Inspection Office.

Today: find your contract, note the probation clause and the notice terms, and put the dates in your calendar.

This is a general explainer, not legal or tax advice.