ASK AN EXPERT: What information must be included in a Czech work contract?

You’ve just landed a new job in Prague, but amid the excitement, there is one absolutely crucial thing to remember – putting pen to paper and signing a labor contract. According to the Czech Labor Code, all types of official employment must feature a contract between employer and employee. But what should it entail? 

We asked Jiří Melkus of MELKUS KEJLA & PARTNERS to shed light on this matter.

In the Czech Republic, as in many other countries, a labor contract serves as a crucial document that outlines the terms and conditions of employment between an employer and an employee. While the form and content of a labor contract are somewhat flexible, there is some necessary information that must be included according to the Labor Code.

The first and foremost essential piece of information is the date when your contract and subsequently your employment begins. Additionally, in the case of a fixed-term contract, the end date may also be added.

The place of employment is another fundamental aspect of the contract. It defines the physical location where the employee will carry out their job duties and must be appropriate for the nature of the work. The workplace indicated in the contract doesn’t have to be very specific as the respective provision grants the contractual parties great liberty with regard to the term “place of work.”

For example, it may be enough to specify only the country (e.g. the Czech Republic). On the other end of the spectrum, the place of work can be restricted to a single building. Further clarification can be made in writing (see below).

A comprehensive job description is a critical element that must be included in a Czech labor contract. Employers have the flexibility to define the type of work according to their specific needs. However, the employer cannot define the scope of work too broadly. This information is included in the contract to prevent the employer from assigning tasks that the employee wasn't hired to perform.

In addition to these three elements of a valid work agreement, parties to the contract must also be clearly identified.

Other types of essential information, such as pay, leave entitlement, and the notice period of the contract for an employee’s termination – don’t have to be included in the contract itself – but must be provided in written form within one month after signing the contract. 

The Labour Code provides a comprehensive list of information that must be given to the employee in writing. That list does not include information regarding grounds for dismissal, gross misconduct, company confidentiality/data secrecy, and so on.

That said, the employer must acquaint the employee with the company bylaws and occupational safety and health guidelines not necessarily in writing – although it might be beneficial for the employer to have the employee sign a written acknowledgment that he or she has received this information.