1. How is an employment relationship created in the Czech Republic?
An employment relationship is created by an employment contract concluded between the employer and employee, unless the Labour Code provides otherwise, with certain managerial roles established through appointment procedures regulated by special legislation applying to employment structures operating within the Czech Republic labour-law system nationwide.
2. When can appointment establish employment in the Czech Republic?
Appointment establishes employment only for specific managerial roles listed by statute, mainly within State bodies, public institutions, and police structures, and must be carried out by authorised persons designated under special legal regulations governing public-sector employment in the Czech Republic.
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3. What mandatory elements must an employment contract contain in the Czech Republic?
The employment contract must specify the type of work, place or places of performance, and commencement date, be concluded in writing, and be provided to both parties, forming the legal foundation of employment relationships regulated under statutory labour rules in the Czech Republic.
4. Can an employer withdraw from an employment contract in the Czech Republic before work starts?
Withdrawal is permitted only if the employee fails to commence work on the agreed date without lawful obstacle and the employer was not informed within one week, with withdrawal requiring written form and remaining ineffective once work has begun under Czech Republic labour regulations.
5. How is the regular workplace determined for travel allowances in the Czech Republic?
If not agreed, the regular workplace is presumed to be the contractual place of work, or where trips usually begin when multiple municipalities apply, and cannot exceed one municipality for travel-allowance purposes under labour-law rules applied throughout the Czech Republic.
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6. What rules apply to assigning work hours after hiring in the Czech Republic?
Employees must be assigned work within specified weekly working hours, except under working time accounts, and cannot perform identical work simultaneously under another basic labour-law relationship with the same employer, protecting scheduling integrity within Czech Republic employment systems.
7. How long can a trial period last in the Czech Republic?
Trial periods may last three months for ordinary employees and six months for managerial staff, must be agreed in writing before work begins, cannot be extended except for full-day obstacles or leave, and may not exceed half the agreed contract duration in the Czech Republic.
8. When does employment officially begin in the Czech Republic?
Employment begins on the commencement date stated in the contract or appointment decision, marking the legal start of labour-law obligations and entitlements for both parties operating under statutory employment frameworks governing workplaces across the Czech Republic.
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9. What information must employers provide after hiring in the Czech Republic?
Employers must give written information within one month covering parties’ identities, job details, leave entitlement, notice periods, working hours, remuneration methods, payment timing, and applicable collective agreements, unless already included in the contract, under Czech Republic labour-law disclosure obligations.
10. What must employees be informed about when starting work in the Czech Republic?
Upon commencing work, employees must be acquainted with work rules, occupational safety regulations, collective agreements, and internal policies governing workplace conduct, ensuring compliance and awareness within labour-law relationships regulated by statutory employment frameworks operating across the Czech Republic.
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