1. What is considered a collective dismissal in the Czech Republic?
Collective dismissal means terminating employment relationships within thirty calendar days for organisational reasons affecting at least ten employees in small firms, ten percent in medium firms, or thirty in large firms, including certain agreed terminations, under statutory labour-law rules applied within the Czech Republic.
2. What information must employers provide before collective dismissal in the Czech Republic?
Employers must inform trade unions and works councils in writing about reasons, numbers, qualifications, timing, selection criteria, and severance rights, ensuring consultations occur at least thirty days before dismissals proceed under Czech Republic labour-law requirements governing workforce reductions.
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3. What is the purpose of consultations during collective dismissal in the Czech Republic?
Consultations aim to reach agreement on preventing or reducing dismissals, mitigating adverse impacts, and possibly relocating employees to suitable jobs, promoting social dialogue and employee protection within statutory labour-law processes regulating workforce restructuring across the Czech Republic.
4. Which authority must be notified about collective dismissal in the Czech Republic?
Employers must notify the territorially competent regional branch of the Labour Office, supplying written reports about reasons, employee numbers, structures, timelines, and consultation outcomes, ensuring state oversight and compliance with labour-law obligations governing mass layoffs within the Czech Republic.
5. When can employment end after collective dismissal in the Czech Republic?
Employment may end only after thirty consecutive days have passed since the Labour Office received the employer’s written report, unless the employee waives extension or insolvency applies, ensuring statutory cooling-off periods operate within the Czech Republic labour-law termination framework.
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6. How are employees informed about Labour Office reporting in the Czech Republic?
Employers must inform affected employees of the date the written report was delivered to the Labour Office, promoting transparency and awareness regarding collective dismissal procedures required by labour-law provisions governing workforce reductions in the Czech Republic employment system.
7. How does termination of fixed-term employment work in the Czech Republic?
Fixed-term employment may end by statutory termination methods, while employees continuing to work after expiry with employer knowledge are presumed indefinite, reinforcing employment protection principles embedded within labour-law rules governing contract duration in the Czech Republic.
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8. What rules apply to termination during the trial period in the Czech Republic?
Either party may terminate during the trial period without reason, except within the first fourteen days of employee incapacity, with written form required and termination effective upon delivery unless later specified under Czech Republic labour-law provisions regulating probationary employment.
9. What severance pay applies after organisational dismissal in the Czech Republic?
Severance pay ranges from one to three months’ average earnings depending on service length, may increase for working time account cases, and reaches twelve months for certain health-related dismissals, reflecting statutory compensation rules governing Czech Republic employment separations.
10. What happens when termination is invalid in the Czech Republic?
Invalid termination allows continued employment if demanded, compensatory wages until reinstatement or lawful end, court reduction after six months, or alternative presumptions when continuation is refused, ensuring balanced remedies within statutory labour-law dispute resolution systems applied across the Czech Republic.
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