As of June 1, 2025, new amendments to the Labour Code will come into effect, impacting the conditions of all employees. The amendment—commonly referred to as the "Flexi-Amendment"—responds to the modern work environment by introducing greater flexibility for both employers and employees. The changes will affect probationary periods, notice periods, employment of fourteen-year-olds, as well as job protection following parental leave. What advantages and disadvantages do these new provisions entail?
Extended Probationary Period: More Time, but Also Greater Uncertainty
The probationary period is newly extended as follows:
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For regular positions, up to 4 months (previously 3 months),
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For managerial positions, up to 8 months (previously 6 months).
This change provides you with more time to determine whether the work environment, team, and job duties suit you. On the other hand, it also means a longer period of uncertainty — during probation, the employment relationship may be terminated quickly without the need to provide a reason.
The probationary period may also be automatically extended, for example, if you take vacation, fall ill, or do not complete a full shift during the probationary period.
Earlier Commencement of the Notice Period
The notice period will now begin on the day the notice is delivered, rather than on the first day of the following month.
For example, if you receive notice on May 15, your employment will end on July 15 (instead of July 31 as previously, since the notice period previously started on the first day of the next calendar month).
A shortened notice period of one month will apply in cases of dismissal for disciplinary reasons pursuant to Section 52(f) to (h) of the Labour Code. This includes cases where the employee fails to meet job requirements, has unsatisfactory work performance, consistently breaches work duties, or commits a particularly serious breach of obligations.
While the earlier start of the notice period may pose a risk by shortening the time an employee has to find new employment with stable income, in some cases it may be a welcome benefit by expediting the process.
Improved Conditions for Parents Returning to Work
Employees returning from parental leave have the right to their original job position if they return within two years of the child’s birth. This provides greater certainty that you will not have to accept a less suitable position after parental leave.
Additional positive changes include:
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During parental leave, you may perform the same work for the same employer under a contract of work (DPP) or agreement on work activity (DPČ).
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For employees substituting for an absent employee during maternity, paternity, or parental leave, the limit on the number of fixed-term contract renewals is abolished. However, the total duration of employment between the same parties must not exceed 9 years.
Greater Transparency Regarding Wages
Starting June 2025, employers will be prohibited from restricting employees’ rights to share information about their wages. Employers may no longer forbid employees from disclosing their salary to colleagues or family members. Violations may result in fines from the Labour Inspectorate.
Additionally, employers will be permitted to pay wages in foreign currency when the employment has an international element.
Part-Time Jobs from Age 14 – But Only During Summer
The amendment now allows the employment of minors aged 14, but only under strict conditions:
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Only during summer holidays,
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Only for light work (e.g., assisting in retail, administrative tasks),
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With written parental consent,
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Maximum 7 hours per day, 35 hours per week,
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Only under contracts of work (DPP) or agreements on work activity (DPČ).
This may provide young people an opportunity to earn money and gain their first work experience.
More Practical Administration and Increased Flexibility
Wage statements may be delivered electronically based on the employee’s general consent.
Employees will be able to adjust their working hours by agreement even when working on-site—not only during home office.
Severance Pay in Case of Incapacity to Work Will Be Covered by Insurance
If termination occurs due to serious health reasons (e.g., occupational disease or work-related injury), severance pay of up to 12 times the average wage will no longer be borne by the employer. This compensation will be covered by the relevant insurance company, providing greater security for employees and reducing financial burden on employers.
Know Your Employee Rights
The Labour Code amendment brings a number of changes affecting daily employment relationships. Some of these changes are likely to be welcomed by employees—for example, increased protection upon return from parental leave or greater transparency regarding wages. Other changes, such as the extension of probationary periods or earlier commencement of notice periods, may cause uncertainty.
Rules that have applied and functioned in an established manner for many years are changing—and with them, expectations and behavior in the workplace need to adapt. If you are unsure how specific changes will affect you or have particular questions, do not hesitate to contact the Employee Rights team. We are here to assist you with the transition to the new regulations.
Contact Employee Rights
📞 Phone: +420 773 014 007
📧 Email: info@pravozamestnance.cz
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We protect and enforce employees’ rights. We strive to improve the working environment for employees in the Czech Republic. We also support you in addressing occupational injuries. For news, advice, and tips on employee rights, we recommend our blog section or following us on IInstagram, Facebook, LinkedIn Thank you.
