1. How long may a fixed-term employment relationship last in the Czech Republic?
A fixed-term employment relationship normally may not exceed three years between the same parties and may be renewed only twice, with any extension treated as renewal, while earlier fixed-term contracts are disregarded after three years have passed in the Czech Republic employment system.
2. When can fixed-term limits be modified in the Czech Republic?
Limits may be modified where serious operational reasons or the special nature of work justify a different approach, provided a written agreement with trade unions or an internal regulation defines reasons, affected employees, rules, and duration under Czech Republic labour law.
Check: Top HR Professionals to Follow in the Czech Republic
3. What happens if fixed-term rules are violated in the Czech Republic?
If fixed-term limits are breached and the employee notifies the employer in writing that continuation is required, the relationship is presumed indefinite, while either party may seek court review within two months following the intended end date in the Czech Republic.
4. How can employment terms be changed in the Czech Republic?
Employment terms may be changed only by agreement between employer and employee, except in cases expressly provided by statute, and appointment to a managerial role after hiring is also considered a change governed by labour-law rules applicable within the Czech Republic.
5. When may employees be transferred to other work in the Czech Republic?
Transfers are mandatory or permitted in health, pregnancy, night-work, infection-control, legal-order, criminal-proceedings, or qualification situations, and may occur without consent only in emergencies, while suitability and consultation requirements must still be respected under Czech Republic law.
Suggested: Top Applicant Tracking Systems in the Czech Republic
6. What duties apply when transferring employees in the Czech Republic?
Employers must consider health, abilities, and qualifications, discuss reasons and duration beforehand, and issue written confirmation when contracts change, except in limited statutory cases, ensuring lawful execution of transfers governed by labour-law provisions applying within the Czech Republic.
7. What rules govern business trips in the Czech Republic?
Business trips involve temporary posting outside the agreed workplace and require employee consent, while authorised managers may supervise work during the trip, though juridical acts remain with the original employer under statutory labour-law arrangements applied throughout the Czech Republic employment framework.
8. When is relocation allowed in the Czech Republic?
Relocation to another workplace requires employee consent and urgent operational necessity, remaining within the same employer, while the receiving unit assigns tasks and supervises work according to labour-law rules governing organisational authority within the Czech Republic employment environment nationally.
Suggested: How to Hire Healthcare Professionals in the Czech Republic
9. How does temporary assignment to another employer work in the Czech Republic?
Temporary assignment may occur after six months, must be agreed in writing, prohibits remuneration for assignment itself, preserves equal working conditions, and ends by notice or expiry, while wages remain paid by the original employer under Czech Republic labour legislation.
10. What happens when the reason for transfer or relocation ends in the Czech Republic?
Once reasons expire or agreed periods conclude, employers must return employees to original roles or workplaces unless new agreements are made, protecting contractual stability and employee expectations within labour-law relationships governed by statutory employment rules operating across the Czech Republic.
Suggested: An Overview of Hiring Trends in the Czech Republic
