1. How may an employment relationship be terminated in the Czech Republic?
An employment relationship may be terminated only by agreement, notice of termination, immediate cancellation, cancellation during the trial period, expiry of a fixed-term contract, or specific events involving foreign nationals or death, as regulated by statutory labour-law provisions governing employment in the Czech Republic.
2. What forms must termination documents take in the Czech Republic?
Agreements terminating employment and notices of termination must be in writing, copies must be provided to both parties, and immediate cancellations must clearly define factual reasons, ensuring formal validity and legal certainty under Czech Republic labour-law requirements governing workplace separations.
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3. What minimum notice period applies in the Czech Republic?
The notice period must be at least two months and identical for employer and employee, normally starting on the first day of the month following delivery and ending at month’s end, unless shortened under special statutory provisions applicable within the Czech Republic labour system.
4. When may employers give notice in the Czech Republic?
Employers may give notice only for statutory reasons such as organisational dissolution, relocation, redundancy, health incapacity, qualification failure, or serious misconduct, and must specify the reason precisely to avoid later alteration under Czech Republic labour-law standards governing dismissal procedures.
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5. When are employees protected from dismissal in the Czech Republic?
Employees are protected during illness, pregnancy, maternity or parental leave, night-work incapacity, military service, public office release, or caregiving periods, preventing employer termination during protection periods under labour-law rules safeguarding vulnerable workers in the Czech Republic employment system.
6. When do dismissal protections not apply in the Czech Republic?
Protections may not apply in organisational dissolution or relocation cases, or serious misconduct situations, though pregnant employees and those on maternity or parental leave retain extended safeguards until maternity entitlement ends under statutory Czech Republic labour-law provisions.
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7. When can employers immediately cancel employment in the Czech Republic?
Immediate cancellation is allowed only for serious criminal convictions connected with work or particularly gross breaches of statutory duties, and cannot be applied to pregnant employees or those on maternity or parental leave within the Czech Republic labour-law regime governing workplace discipline.
8. When can employees immediately resign in the Czech Republic?
Employees may immediately terminate employment when serious health risk exists without suitable reassignment or wages remain unpaid for fifteen days after due dates, entitling them to compensatory pay equal to the notice period under Czech Republic labour-law provisions.
9. What severance pay applies after dismissal in the Czech Republic?
Severance pay depends on length of service and dismissal reasons, ranging from one to three months’ average earnings, or twelve months for industrial injury cases, and must be paid on the next payday unless otherwise agreed under Czech Republic labour regulations.
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10. What happens if termination is invalid in the Czech Republic?
Invalid termination allows employees insisting on continued employment to receive compensatory wages until reinstated or lawfully dismissed, while courts may reduce amounts after six months, and alternative presumptions apply when continuation is not demanded under Czech Republic labour-law rules.
