Labour law Czech Republic: Flexibilisation of Czech labour law from 1 June 2025
The “flexi-amendment” of the Czech Labour Code, also known as the “flexinovela”, came into force on 1 June 2025. The aim is to make the Czech Republic more competitive through a modern and flexible labour market. The Ecovis experts know which changes companies need to be aware of now.
The flexi-amendment introduced some changes that companies must now implement. However, termination of employment without cause was rejected as too fundamental.
Notice periods
The notice period will be reduced to one month if the employee violates work discipline or does not meet the legal requirements for performing the job. The duration of the notice period will also be revised. For further details visit the Ecovis Czech web page.
Get expert advice to ensure that the requirements and changes in Czech labour law are correctly implemented.JUDr. Mojmír Ježek, Ph.D., Partner, ECOVIS ježek, advokátní kancelář s.r.o.
Probationary period
The maximum probationary period will be extended from 3 to 4 months, and from 6 to 8 months for managers. The probationary period will also be extended in certain cases. For more information see the Ecovis Czech website.
Wage transparency
Employers may not prevent employees from sharing information about their wages.
Youth work
Minors aged 14 and over can perform light work during the main summer vacation, even if they have not yet completed compulsory schooling.
The most important changes to Czech labour law
At the beginning of April, the long-awaited amendment to Law No. 262/2006 on the Labour Code, the “Flexinovela”, was adopted, bringing about fundamental changes in the area of labour relations.
For more information and details on these aspects, see the ECOVIS Czech web page.
For further information please contact:
JUDr. Mojmír Ježek, Ph.D., Partner, ECOVIS ježek, advokátní kancelář s.r.o., Prague, Czech Republic
Email: mojmir.jezek@ecovislegal.cz
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