Employees in Czechia may soon be entitled to extra leave—paid and unpaid

Under a new draft regulation in Czechia, you may be entitled to more unpaid leave from your job if you have faced a major life event. For other situations, some employees may also get extra paid time off.

The Ministry of Labor and Social Affairs wants to introduce measures to address gaps in existing leave policies and promote greater social sensitivity in the workplace. It also wants to assist people who are soon leaving a job (serving their notice period).

Among the key changes is the introduction of up to five additional working days of unpaid leave following the death of close family members, including a spouse, partner, child, grandchild, parent, grandparent, or sibling. 

The current law allows for only two days of paid leave for the death of a spouse, partner, or child, and one additional day for funeral attendance. For other relatives, leave is limited to funeral arrangements.

“The current legislation creates a socially insensitive situation where bereaved employees are often forced to return to work or take additional leave during periods of mourning,” the ministry said.

Employees serving a notice period after having been dismissed will also benefit under the new proposal, with up to two days of leave to access advisory services at the Labor Office. This provision aims to ease transitions by allowing employees to seek new opportunities or retraining before their employment ends. It aims to make it easier for them to find new work.

“This measure could significantly reduce unemployment durations and associated costs by enabling proactive job searches,” the ministry noted.

The structure of leave during notice periods will also be revised. Employees dismissed for breaches of duty will receive two unpaid days, while those who resign or agree to terminate their contracts will be entitled to four unpaid days.

For the first time, same-sex couples entering into partnerships will be granted two days of leave (as newly married couples would be), one of which will be paid. This marks a significant step toward equal treatment in workplace policies.

The regulation also seeks to address challenges faced by disabled employees during adverse weather or extraordinary events, such as floods, fires, or industrial accidents. These scenarios will now be explicitly recognized as valid reasons for workplace absence.

The proposal, subject to further modifications, must be approved by the government before taking effect. If enacted, it will become law two months after issue, potentially within this year.