Living and working conditions: Czechia

Implementation

The terms and conditions of a traineeship are usually set out in an individual agreement between the relevant parties, defining the content and conditions of the placement. Czech law does not currently provide a single general legal framework governing traineeships across all sectors.

Living and working conditions

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Where to find opportunities / job vacancies

Candidates can look for information on traineeships through specialised websites or standard internet search engines. One possible source is the Mladiinfo ČR portal, which publishes listings and recommendations for traineeships in the Czechia and abroad.

Funding and support

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Living and working conditions

The Schools Act provides pupils and students with the right to remuneration for productive work carried out during practical training or work placements where such work generates income for the organisation providing the training. The minimum monthly remuneration is set at 30% of the minimum wage. In some regions, pupils may also receive scholarships or other forms of financial support aimed at attracting applicants to selected fields of study or encouraging pupils to continue and successfully complete their studies. The usual conditions for receiving a scholarship include regular attendance, good academic performance, and good behaviour. Scholarship schemes may vary between regions. The total amount of support a pupil may receive during their studies depends on the specific scholarship scheme and the conditions laid down by the individual regions.

Where to find opportunities / job vacancies

Responsibility for arranging practical training or work placements rests with headteachers. They typically approach companies within the relevant region in order to establish cooperation and secure a reliable partner for the provision of practical training.

Funding and support

Departments of education at regional authorities.

Accommodation in Czechia is most commonly found through online property portals. The most widely used websites include Sreality.cz, Bezrealitky.cz (which allows direct contact with property owners), and Reality.iDNES.cz. Another option is to use the services of estate agents, although this usually involves paying an agency fee. Property advertisements can also be found in newspapers and in specialised groups on social media.

The availability and cost of accommodation vary considerably depending on the region. In large cities such as Prague and Brno, demand for housing remains consistently high, resulting in higher prices and stronger competition among prospective tenants. In Prague, the average monthly rent for a small flat (for example, a studio apartment) typically ranges from CZK 18 000 to CZK 22 000. In smaller towns and regions with lower levels of economic activity, such as the Ústí nad Labem Region or the Moravian-Silesian Region, housing costs may be considerably lower.

For people moving to Czechia for the first time, rented accommodation is generally the most practical option, as it offers greater flexibility. When signing a tenancy agreement, landlords usually require a refundable security deposit. This is commonly equivalent to one or two months’ rent, although the legal limit is three months’ rent. Purchasing immovable property to live in is generally a more time-consuming and administratively demanding process requiring greater initial capital and careful legal review.

When looking for accommodation, particular caution is recommended:

• Verification of ownership: It is advisable to verify ownership of the property free of charge through the property register at nahlizenidokn.cuzk.cz.
• Protection against fraud: Prospective tenants are strongly advised not to send any money before viewing the property in person and signing a proper agreement.
• Additional costs: Before agreeing to a tenancy, it is important to check the total amount of advance payments for utilities and services, as these charges are often not included in the advertised rent.

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The process of finding a school in Czechia varies depending on the level of education. All officially recognised educational institutions can be found in the Register of Schools and School Facilities maintained by the Ministry of Education, Youth and Sports.

In addition to the central register, the following sources are commonly used:

1. Kindergartens and primary schools: These establishments are most commonly set up and run by municipalities. Lists of available institutions can therefore usually be found on the official websites of local authorities or obtained directly from the relevant municipal education department. An important concept is the designated catchment area. Based on their registered place of residence, children are assigned a local kindergarten and primary school, which must give priority to children from its catchment area during the admissions process.
2. Secondary schools: The choice of secondary school is primarily determined by the preferred field of study. Comprehensive databases of schools and study programmes are available through the Infoabsolvent.cz information system (managed by the National Pedagogical Institute) and the Atlas školství portal. Since 2024, the electronic DiPSy system (Digital Application System) has also become an important tool. In addition to handling applications, it provides a comprehensive overview of study programmes available for the relevant school year.
3. Universities and other higher education institutions: Higher education institutions provide information on study programmes, admission procedures, and application deadlines through their official websites. General information and searches across multiple institutions are also available through private portals such as Vysokeskoly.cz.

Assistance and support: Foreign nationals may also receive assistance with finding a suitable school from Centres for the Support of the Integration of Foreign Nationals (CPIC) or from the relevant regional authorities.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Residence rules in Czechia differ significantly depending on whether a foreign national is a citizen of the European Union (including the EEA and Switzerland) or a national of a non-EU country. Residence matters are handled primarily by two authorities: the Foreign Police Service and the Department for Asylum and Migration Policy (OAMP) of the Ministry of the Interior.

Registration of place of residence (Foreign Police Service)

All foreign nationals are required to register their place of residence in Czechia with the competent Foreign Police office. The relevant deadlines are as follows:

• EU citizens: Within 30 days of entering the country, if the intended stay exceeds 30 days;
• Third-country nationals: Within three working days of entering the country. Please note: In many cases, this obligation is fulfilled on behalf of the foreign national by the accommodation provider, although this generally applies only where the accommodation is provided as a business activity (for example by hotels, hostels, or official landlords).

Residence of EU citizens and their family members

EU citizens benefit from the right of free movement. For stays exceeding three months, they may voluntarily apply to the Department for Asylum and Migration Policy for a registration certificate (formerly known as a temporary residence certificate). Although not mandatory, this document may make everyday matters easier, for example when dealing with banks, public authorities, or purchasing a vehicle.

Long-term residence of third-country nationals

Nationals of non-EU countries intending to stay in Czechia for more than 90 days must obtain either a long-term visa or a long-term residence permit, such as an Employee Card or EU Blue Card.

• Where to apply: Applications are generally submitted at a Czech embassy or consulate abroad. Only in specific cases defined by law may an application be submitted directly in Czechia at an office of the Department for Asylum and Migration Policy.
• Basic requirements: Applicants are usually required to submit a valid travel document, photographs, proof of the purpose of stay (such as an employment contract, confirmation of studies, or family reunification documents), proof of accommodation, proof of sufficient financial resources, and proof of comprehensive health insurance. Documents must generally not be older than 180 days and must either be in Czech or accompanied by an official translation into Czech.
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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Minimum working age and access to the labour market
In Czechia, the general minimum age for entering the labour market is 15, provided that compulsory schooling has also been completed. The employment of children under the age of 15, or of those who have not yet completed compulsory schooling, is generally prohibited. The only exception applies to artistic, cultural, sporting, and advertising activities, which may be carried out solely with prior authorisation from the Labour Office and under strict conditions designed to protect the child’s health and development.

Employment protection and labour market characteristics
Czech labour law traditionally places greater emphasis on job security than on the ‘flexicurity’ model. The Labour Code provides employees with a relatively high level of protection. Dismissal is permitted only on specific statutory grounds and is generally associated with a notice period (usually two months) and entitlement to severance pay.

Main types of employment relationship
The most common and legally preferred form of employment is a full-time open-ended employment contract (normally 40 hours per week). This provides the highest level of protection, employment benefits, and stability. Fixed-term employment contracts are also common, although the law limits their repeated use under the ‘3x3 rule’: a fixed-term contract may be concluded for a maximum of three years and may be renewed or extended no more than twice with the same employer.

Other forms of work and employment:

• Agreements for work performed outside standard employment (DPP and DPČ): These arrangements are widely used for temporary jobs, seasonal work, and supplementary income.
  • The Agreement to Perform Work (DPP) is limited to a maximum of 300 hours per calendar year with one employer.
  • The Agreement for Work Activity (DPČ) limits working time to no more than half of the standard weekly working time (on average 20 hours per week). Employees working under these arrangements are now also entitled to annual leave, and stricter social security reporting obligations apply.
• Part-time work: The proportion of part-time work in Czechia has traditionally been lower than the EU average, although it has been steadily increasing. Part-time work is particularly common among parents of young children, students, and older workers approaching retirement.
• Remote work (working from home): Remote work has grown significantly in recent years, particularly in IT and administrative sectors. Employees are not automatically entitled to work remotely; this must be agreed in writing, often including arrangements for reimbursement of energy costs.
• Manual and office-based professions: Czech labour law does not formally distinguish between blue-collar and white-collar workers. The same Labour Code applies to all employees. The main distinction concerns remuneration in the private sector (wages) and in the public sector (salary scales).
• Self-employment (OSVČ): Self-employment based on a trade licence is common among tradespeople, IT specialists, and freelancers.
• Specific activities (au pairs, street performers, etc.): These activities often fall outside the standard Labour Code framework. Au pair arrangements are usually governed by contracts under the Civil Code and are generally treated as cultural exchange arrangements involving pocket money. Street performers (buskers) are subject to local municipal regulations and often operate as self-employed or occasional performers.

Important points for foreign workers:

• ‘Švarcsystém’ (bogus self-employment): This is an illegal practice where a worker formally operates as self-employed but, in reality, works under the direction and conditions of a standard employee. The practice is strictly penalised.
• Residence permits and working hours: Third-country nationals residing in Czechia on the basis of an Employee Card or EU Blue Card cannot rely solely on DPP or DPČ arrangements. The law requires a standard employment contract with a minimum weekly working time (usually at least 15 hours) and remuneration at least equal to the minimum wage.

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Employment in Czechia is governed by Act No 262/2006, the Labour Code. The law requires employment contracts to be concluded in writing. Employees must receive one copy of the contract before starting work.

Mandatory elements of an employment contract

Under Section 34 of the Labour Code, an employment contract must contain at least the following three essential elements in order to be valid:

1. the type of work to be performed by the employee (position);
2. the place or places where the work will be carried out;
3. the starting date of employment (on which the labour-law relationship begins).

Since 2023, employers have also been subject to extended information obligations. If certain information is not included directly in the contract, the employer must provide it to the employee in writing no later than seven days after the employment begins. This includes, for example, information on annual leave entitlement, notice periods, weekly working time, remuneration and payment arrangements, and procedures for terminating employment.

Amendments to employment contracts

The content of an employment contract may be amended only by agreement between the employer and the employee. Any amendment (for example, promotion, change of workplace, or adjustment of working hours) must be made in writing, most commonly in the form of a numbered amendment to the original contract. Unilateral changes by the employer are permitted only in exceptional situations defined by law, such as health reasons or emergency situations.

Termination of employment

Czech law sets out specific ways in which employment may be terminated. Written form is required in all cases.

• Agreement: A mutual agreement between both parties specifying the date on which employment will end.
• Notice of termination: A unilateral act. Employees may resign for any reason or without giving a reason. Employers may terminate employment only on statutory grounds, such as organisational changes or breach of duties by the employee.
  • Notice period: The standard notice period is two months. It begins on the first day of the calendar month following delivery of the notice.
• Termination during the probationary period: Where a probationary period has been agreed (up to four months, or eight months for managerial employees), either party may terminate the employment immediately and without stating a reason.
• Immediate termination: An exceptional measure used in cases of particularly serious breaches of obligations, such as gross misconduct by the employee or failure by the employer to pay wages.
• Expiry of a fixed-term contract: In cases of fixed-term employment, the employment relationship ends automatically on the agreed date.

Important information for foreign nationals: When signing an employment contract, it is advisable to insist on a version in a language you fully understand. Bilingual versions, for example in Czech and English, are commonly used. However, for legal purposes in Czechia, the Czech version prevails. Never sign documents unless you are certain that you understand their contents.

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The Czech Labour Code provides enhanced protection for certain categories of employees whose health, age, or family situation require special consideration.

1. People with disabilities

This category includes people officially recognised as disabled or as having a health disadvantage.

• Employer obligations: Employers with more than 25 employees are legally required to ensure that at least 4% of their workforce consists of people with disabilities.
• Alternative fulfilment: Employers that do not meet this quota directly must compensate through ‘substitute fulfilment’, for example by purchasing goods or services from employers operating within the protected labour market, or by making payments into the state budget.
• Support: The main institution providing support is the Labour Office of the Czech Republic, which offers vocational rehabilitation and financial contributions for the creation of protected jobs. People with disabilities may also seek assistance in enforcing their rights from non-profit organisations such as the Foundation Fund for the Support of Employment of Persons with Disabilities (NFOZP) and the Association of Employers of Persons with Disabilities (AZZP).

2. Pregnant employees and mothers

• Prohibited work: Pregnant women and mothers up to nine months after childbirth may not be employed in work that could endanger their maternity, such as work involving heavy physical strain, radiation, or certain chemicals. The exact list is laid down by a decree of the Ministry of Health.
• Transfer to suitable work and adjustment of working arrangements: If a pregnant employee performs work that is prohibited during pregnancy, or works night shifts and requests daytime work instead, the employer is required to transfer her to another suitable position. Any resulting reduction in earnings is compensated by the state through a pregnancy and maternity compensation benefit.
• Protection against dismissal: During pregnancy, maternity leave, and parental leave, employees benefit from a statutory protection period. During this time, the employer may not give notice of termination, except in the event of the employer’s closure.

3. Young workers (employees aged 15 to 18)

• Working conditions: Young workers may work a maximum of eight hours per day and 40 hours per week (accumulated, if they have more than one employment).
• Restrictions on night work and overtime: Young workers may not work overtime. Night work (between 10 p.m. and 6 a.m.) is also prohibited. The only exception is night work lasting no more than one hour where this is strictly necessary for vocational training purposes, for example in apprenticeship programmes.
• Safety: Young workers may not carry out work involving an increased risk of injury, handling alcohol, or physically excessive strain.

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Thanks to the principles of free movement of services and freedom of establishment, citizens of the European Union (as well as the EEA and Switzerland) have the same conditions for starting a business in Czechia as Czech nationals. The general conditions for obtaining a trade licence are a minimum age of 18, legal capacity, and a clean criminal record.

Starting a business

The administrative process in Czechia has been significantly simplified through ‘Central Registration Points’ (CRM), which operate at all trade licensing offices. A Single Registration Form (JRF) can be used to complete all legal registration obligations at once. Through this form, applicants can simultaneously:

1. register the trade (business);
2. register for income tax with the tax authority;
3. notify the Czech Social Security Administration of the commencement of business activity;
4. notify the relevant health insurance provider.

Applications may be submitted in person at any trade licensing office, by post, or fully online through the Trade Licensing Portal. Obtaining a trade licence is subject to a one-off administrative fee of CZK 1 000.

Types of trades and qualifications

For the most common business activities (such as IT services, marketing, consultancy, or wholesale trade), registration of an ‘unqualified trade’ (volná živnost) is sufficient and no professional qualification needs to be demonstrated. However, in the case of craft trades (řemeslná živnost, e.g. plumbing), professional trades (vázaná živnost, such as driving instructors or accounting services), or licensed trades (koncesovaná živnost), applicants must provide proof of the relevant education or professional experience, or apply for official recognition of foreign qualifications.

Important information for third-country nationals: To carry out business activities legally as a self-employed person, nationals of non-EU countries must hold the appropriate residence permit for business purposes.

Institutions supporting entrepreneurs

Several government agencies and websites in Czechia provide free support to new entrepreneurs:

• BusinessInfo.cz: An official government business portal providing comprehensive guidance on starting a business, tax obligations, and downloadable forms.
• CzechInvest and CzechTrade: Government agencies supporting innovative start-ups, technology projects, and exports. They offer participation in business incubators and provide access to grant programmes. Support is often linked to the innovative or technological nature of the project.
• Labour Office of the Czech Republic: Individuals registered as jobseekers before starting a business may, under certain conditions and subject to the submission of a business plan, receive a non-repayable financial contribution to support the launch of self-employment.

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Minimum wage and determination of remuneration

Czechia has a statutory minimum wage, which represents the lowest legally permitted remuneration for full-time work (normally 40 hours per week). The minimum wage is regularly adjusted and is binding on all employers. As of 1 January 2026, the minimum wage is CZK 22 400 per month, corresponding to CZK 134.40 per hour.

The system for determining remuneration differs according to the type of employer:

• Wages (private and commercial sector): Wage levels are determined by the employment contract, internal company regulations, or collective agreements. Apart from the minimum wage, no additional state-wide wage tariffs apply in the private sector, as the guaranteed wage system for the commercial sector has been abolished. Remuneration therefore depends primarily on agreement between the parties, professional experience, qualifications, and labour market demand.
• Salary (public sector and state administration): Salaries in the public sector are determined by the state through salary scales reflecting educational attainment and length of professional experience, together with a guaranteed salary system divided into four categories according to the complexity of the work performed.

Taxes and social security contributions

Mandatory deductions are made from an employee’s gross salary by law. The employer handles all related administration and transfers the relevant amounts to the state on behalf of the employee. Employees therefore receive their net salary directly.

The main deductions paid by employees are:

• social security contributions: 7.1% of gross salary (including pension and sickness insurance);
• health insurance contributions: 4.5% of gross salary;
• personal income tax: the standard rate is 15%, while a 23% rate applies to part of exceptionally high income. The final tax liability may also be reduced through statutory tax allowances and reliefs, such as the basic taxpayer allowance or tax relief for dependent children.

Note: in addition, employers pay further compulsory social security and health insurance contributions amounting to almost 34% on top of the employee’s gross salary from their own labour costs.

Payslips

Employers are legally required to issue a payslip (salary statement). This provides a detailed overview of how the employee’s net salary has been calculated. Payslips are usually provided either in paper form or through a secure electronic system. A payslip must include:

• gross base pay;
• hours worked and annual leave records;
• overtime, bonuses, and additional payments (for example, for night work, weekend work, or public holidays);
• deductions for tax advances and social security and health insurance contributions;
• any additional deductions from salary (such as enforcement deductions or meal contributions);
• the final net amount payable.

Frequency and method of payment

Salaries and wages in Czechia are generally paid once per month in arrears. For example, remuneration for work performed in April is normally paid during May. Payment by bank transfer is the most common, secure, and often the only method used by medium-sized and large employers. Although payment in cash is legally possible, it is now relatively uncommon in practice.

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Standard working time

The statutory standard working time in Czechia is 40 hours per week (full-time employment). The working week is usually spread across five working days (Monday to Friday), with an average of eight hours per day. However, the Labour Code provides for shorter weekly working hours in certain operating regimes while maintaining full pay:

• 38.75 hours per week in two-shift operations;
• 37.5 hours per week in three-shift or continuous operations (for example, in health care or heavy industry).

The length of a single shift, regardless of the type of employment, may not exceed 12 hours.

Breaks and rest periods

• Meal and rest breaks: Employees are entitled to a 30-minute break no later than after six hours of work (or after 4.5 hours in the case of employees under 18). Important notice: in Czechia, these breaks are not counted as working time and are unpaid (for example, if you work for eight hours, you will normally spend 8.5 hours physically at the workplace).
• Daily rest period: Employers must organise working time so that employees have at least 11 consecutive hours of rest between the end of one shift and the start of the next within any 24-hour period (12 hours for young workers).
• Weekly rest period: Employees are entitled to uninterrupted weekly rest of at least 35 hours (combining both daily and weekly rest periods).

Special working arrangements: night work, weekends, and public holidays

Work at weekends, during the night, and on public holidays is permitted, although employers may require this only where justified by operational needs. Employees are entitled to additional payments for such work:

• night work (between 10 p.m. and 6 a.m.): at least 10% of average earnings in addition to normal pay;
• weekend work (Saturday and Sunday): at least 10% of average earnings in addition to normal pay;
• work on public holidays: either an additional payment of 100% of average earnings (double pay) or compensatory paid time off.

Overtime

Overtime is defined as work performed beyond the standard weekly working time. It is relatively common in Czechia, although subject to strict legal limits.

• Limits: employers may require a maximum of eight hours of overtime per week and no more than 150 hours per year. Additional overtime is possible only by agreement with the employee, although the overall annual limit is 416 hours.
• Compensation: employees are entitled to normal pay plus an overtime premium of at least 25%, unless compensatory time off is agreed instead.

Collective agreements and internal regulations

The rules above are the statutory minimum standards. Where a trade union operates within the workplace, collective agreements may provide more favourable conditions for employees, such as standard working hours shorter than 37.5 hours without a reduction in pay, five weeks of annual leave, or much higher overtime and weekend premiums.

Special categories of employees: as noted in the previous section, young workers and pregnant employees benefit from additional protection. For example, young workers may not work overtime or perform night work.

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The right to rest periods and leave is guaranteed in Czechia by the Labour Code. The system for calculating annual leave is based on the employee’s weekly working time.

1. Annual leave

• Length of annual leave: the statutory minimum in the private sector is four weeks per calendar year (160 hours for a full-time employee). Employees in the state and public sectors are entitled to five weeks of annual leave. Teachers and academic staff are entitled to eight weeks.
• Entitlement to annual leave: annual leave entitlement is calculated according to the number of hours worked during the year. Employees accrue a proportional part of their leave entitlement for each weekly working period worked (for example, 40 hours). To qualify for the full annual leave entitlement, employees must work 52 times their weekly working time for the employer concerned.
• Taking annual leave: the timing of annual leave is determined by the employer according to the leave schedule, although the employer should take the employee’s legitimate interests into account. Unless agreed otherwise, at least one part of the leave must consist of a continuous period of at least two weeks. Employees must be notified of annual leave in writing at least 14 days in advance.

2. Public holidays in Czechia

Employees are entitled to paid leave on public holidays where the holiday falls on one of their normal working days. If employees are required to work on a public holiday, they are entitled either to an additional payment of 100% of average earnings or to compensatory time off.

• 1 January (New Year’s Day and Restoration Day of the Independent Czech State);
• Good Friday and Easter Monday (movable holidays);
• 1 May (Labour Day);
• 8 May (Victory Day);
• 5 July (Saints Cyril and Methodius’ Day);
• 6 July (Jan Hus Day);
• 28 September (Czech Statehood Day);
• 28 October (Independent Czechoslovak State Day);
• 17 November (Struggle for Freedom and Democracy Day);
• 24-26 December (Christmas holidays).

Practical note: on certain public holidays (for example, 25 December, 1 January, and 28 October), shops larger than 200 m² must remain closed by law.

3. Other types of leave and absences from work

• Maternity leave: maternity leave lasts 28 weeks (37 weeks in the case of multiple births). It usually begins six to eight weeks before the expected date of childbirth. During this period, mothers receive maternity benefits, provided the insurance conditions are met.
• Parental leave: parental leave may be taken by either the mother or the father following maternity leave, for the period requested, up to the child reaching three years of age. The employer is required to keep the employee’s position available.
• Paternity leave: fathers are entitled to two weeks of paid leave during the first six weeks following the birth of the child.
• Sickness (temporary incapacity for work): in the event of illness, employees may be declared temporarily unfit for work. During the first 14 days, compensation is paid by the employer (60% of average earnings). From the 15th day onwards, sickness benefits are paid by the state.
• Carer’s leave: short-term leave (usually nine days) is available for the care of an ill family member, such as a child under 10 years of age or another member of the household.
• Important personal obstacles to work: the law also provides for additional paid or unpaid leave in specific situations, such as marriage, a family funeral, moving house, or the birth of a child (for accompanying the mother to hospital).
• Study leave: study leave may be granted where the studies are in the employer’s interest and related to the employee’s work.

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Ways in which employment may end

Czech labour law strictly requires all acts terminating an employment relationship to be made in writing; otherwise, they are invalid. The main forms of termination are as follows:

• Mutual termination agreement: this is a bilateral agreement under which the employee and employer agree on the exact date on which the employment relationship will end. No notice period is required. If the reason for termination is organisational restructuring or health-related, this should be stated in the agreement in order to preserve entitlement to severance pay.
• Termination by the employee: employees may resign for any reason or without giving a reason. The notice period is two months and begins on the first day of the calendar month following delivery of the notice to the employer.
• Termination by the employer: employers may terminate employment only on statutory grounds, such as abolition of the position, redundancy, long-term loss of medical fitness for work, or unsatisfactory work performance. A two-month notice period also applies in these cases. In the event of organisational restructuring or occupational injury, employees are entitled to severance pay ranging from one to twelve months’ salary, depending on the reason for termination and the length of employment.
• Immediate termination of employment: this is an exceptional measure without a notice period. Employers may use it only in cases of particularly serious breaches of work duties or where an employee has been finally convicted of an intentional criminal offence. Employees may terminate employment immediately if wages are not paid within 15 days of the due date or if their health no longer allows them to continue working.
• Termination during the probationary period: during an agreed probationary period (usually three months), either party may terminate the employment immediately, with or without giving a reason.
• Expiry of a fixed-term contract: fixed-term employment ends automatically on the agreed date without the need for notice.

Pension system and types of pensions

The Czech pension system is primarily financed on a pay-as-you-go basis and administered by the Czech Social Security Administration (CSSA).

Old-age pension: this is the main form of pension. Entitlement requires reaching retirement age (currently capped at 65 years for both men and women) and completing the minimum insurance period, which currently amounts to 35 years in Czechia.

Early old-age pension: it is possible to retire up to three years before the standard retirement age, although a longer insurance period is required (currently 40 years). This pension is permanently and irreversibly reduced.

Disability pension and occupational injuries: individuals who lose working capacity because of deteriorating health may apply for a disability pension. Disability pensions are divided into three categories according to the degree of loss of working capacity. Czechia does not have a separate pension specifically for occupational injuries. However, where an occupational injury occurs, the injured person may receive a standard disability pension from the state together with compensation for loss of earnings paid by the employer or its statutory insurer. This compensation is intended to cover the difference between previous earnings and the disability pension.

Note for foreign nationals: insurance periods completed in other EU Member States are aggregated for pension entitlement purposes under the principle of aggregation of insurance periods.

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The right to form and join trade unions for the protection of economic and social interests is guaranteed in Czechia by the Constitution.

Trade union organisation and traditions in Czechia

Trade union membership is entirely voluntary and is not an automatic part of employment. Compared with some western and Nordic EU countries, trade union membership in Czechia is relatively low, covering approximately 11-13% of employees. Trade unions traditionally have the strongest presence and influence in the public sector, particularly in education, health care, and public administration, as well as in heavy industry and transport.

Trade unions in Czechia are organised primarily on a sectoral and occupational basis (for example, healthcare or metalworking unions). These sectoral unions are then grouped into larger national confederations, the most prominent of which is the Czech-Moravian Confederation of Trade Unions (ČMKOS).

How trade unions support employees and how to join

Trade unions are generally established directly within workplaces through the initiative of employees (as local chapters). Employees usually join by completing and signing an application form. Membership is commonly linked to payment of membership fees, often amounting to around 1% of net salary. The main activities of trade unions include:

• Collective bargaining: this is their most important function. Trade unions negotiate collective agreements with employers. These provide working and pay conditions more favourable than the statutory minimum, such as additional annual leave, higher severance pay, or wage increases.
• Information and consultation rights: employers are required to consult trade unions on matters such as the company’s economic situation, occupational health and safety, and organisational changes.
• Legal assistance: trade unions provide members with legal advice and representation in employment disputes.

Other forms of employee representation

Where no trade union operates within a workplace, the Labour Code allows for other representative bodies:

• Works councils and occupational health and safety representatives: these representatives are elected directly by employees. They primarily have information and consultation rights, for example, in cases of collective redundancies or workplace safety risks. Important: unlike trade unions, however, they do not have the right to engage in collective bargaining, organise industrial action, or enter into collective agreements.
• Professional chambers: these are separate from trade unions and apply to certain regulated professions. Membership of the relevant professional chamber is mandatory for some professions, such as doctors, pharmacists, lawyers, and architects. Professional chambers protect the interests of the profession, oversee professional ethics, and issue licences to practise.

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In Czechia, disputes between employers and employees concerning employment-related claims are heard and decided by the courts. If employees believe that an employer is breaching labour legislation, they may contact the relevant Regional Labour Inspectorate as per the employer’s registered office. Labour inspectorates have the authority to impose fines for unlawful conduct by employers and may also order corrective measures in accordance with labour law regulations.

Strikes in Czechia are usually organised by trade unions as part of collective bargaining with employers. The most common reasons for strike action are disputes concerning working conditions, wages, or efforts to obtain concessions from the employer. Strikes are relatively uncommon in Czechia and are often used as a warning, i.e. they are short-term actions intended primarily to draw attention to employees’ demands.

Employees participating in a strike are not entitled to wages or salary compensation for the duration of the strike. If a strike were declared unlawful by a court, participants could face sanctions, including possible termination of employment. Participation in a lawful strike is generally regarded as justified absence from work.

In Czechia, labour disputes are commonly resolved out of court, particularly through trade unions, as well as through mediation and negotiation. There is a long-standing tradition of collective bargaining between trade unions and employers aimed at concluding collective agreements governing not only wages, but also working conditions and social benefits. Dialogue and mutual compromise are often used to prevent disputes between employees and employers from escalating into strike action.

The Labour Office of the Czech Republic is responsible for employment services and the implementation of employment policy, including support for jobseekers and employers. It also participates in the monitoring of compliance with employment legislation, particularly in relation to the Employment Act and the protection of employees in cases of employer insolvency.

Political system

Czechia is a parliamentary republic, where the president serves as the head of state and the government holds executive power. The president is elected by direct vote for a five-year term. The president has the authority to appoint and dismiss the prime minister and ministers, appoint Constitutional Court justices, return laws passed by parliament, and grant amnesties. The government is the highest executive authority and makes decisions collectively within the cabinet of ministers. The parliament is bicameral: The Chamber of Deputies has 200 deputies, elected for four years, and the Senate has 81 senators, whose terms last for six years. The electoral system is proportional, which means that the number of seats in the Chamber of Deputies corresponds to the percentage of votes received by each party. The official currency is the Czech koruna.

Administrative system

The administration of the state is divided into central, regional and local levels. The central level consists of state institutions, the regional level comprises 14 regions (kraje), and the local level consists of municipalities. Legislation in Czechia is passed by parliament. Draft legislation may be submitted by the government, deputies or senators, and must pass through the approval process in both chambers. Once a law is passed, it is signed by the president and becomes valid. The Constitution of the Czech Republic and the Charter of Fundamental Rights and Freedoms are the key documents defining the nature of the state and its administrative system.

Legal system

The courts in Czechia are independent and form a multi-level judicial system consisting of district courts, regional courts, high courts, the Supreme Court, and the Supreme Administrative Court. The Constitutional Court stands outside the system of ordinary courts and decides constitutional appeals, as well as the compatibility of legislation with the constitutional order. The Police of the Czech Republic is responsible for maintaining public order and security, while municipal police forces operate at local level with more limited powers. Public prosecution offices represent the public interest in criminal proceedings and supervise the legality of pre-trial proceedings. The Ombudsperson protects individuals against unlawful or improper conduct by public authorities. Citizens have the right to legal representation and may use the services of lawyers. In certain cases, legal assistance may be provided free of charge or at a reduced fee through the Czech Bar Association. Legal advice is also provided by some non-profit organisations.

Labour offices

The Labour Office of the Czech Republic is a unified state institution operating nationwide under the Ministry of Labour and Social Affairs. Organisationally, it consists of a General Directorate, regional branches, and local contact offices. The Labour Office provides employment services, particularly job placement, registration of jobseekers, unemployment benefits, and implementation of active labour market policy measures. It also administers selected non-contributory social benefits. Regional branches and local contact offices provide direct services to citizens and employers at regional and local level.

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Anyone earning employment income in Czechia is subject to personal income tax. Personal income tax is charged at a rate of 15% up to a statutory threshold (for 2026 approximately 36 times the average annual salary); income above this threshold is taxed at 23%. Employees also pay 7.1% in social security contributions and 4.5% in health insurance contributions. Employers pay an additional 24.8% in social security contributions and 9% in health insurance contributions on top of the employee’s gross salary. Tax is deducted through monthly advance payments. At the end of the tax year, employees may either request annual tax settlement through their employer or submit their own tax return. If a person relocates to another EU/EEA country, it is possible to apply for a refund of any tax overpayment. Employees may also claim various tax allowances, including the basic taxpayer allowance (CZK 30 840 per year), allowances for a spouse without taxable income, dependent children, disability or studies.

The main indirect tax is value added tax (VAT). The standard VAT rate is 21%. A reduced rate of 12% applies, for example, to food, accommodation and catering services, medical devices, and water supply and sewerage services. Certain supplies are exempt from VAT, including selected healthcare, social care, and educational services.

In 2026, the average monthly salary in Czechia is approximately CZK 49 000, and the minimum wage is CZK 22 400. Net income depends on the level of gross salary, statutory deductions, and applicable tax allowances. Indicative examples of monthly net income: an IT specialist with a gross salary of CZK 55 000 earns approximately CZK 41 000 to 42 000 net; an engineer with a gross salary of CZK 50 000 earns approximately CZK 37 000 to 38 000 net; a primary school teacher with a gross salary of CZK 38 000 earns approximately CZK 29 000 net; a nurse with a gross salary of CZK 36 000 earns approximately CZK 28 000 net; a lorry driver with a gross salary of CZK 34 000 earns approximately CZK 26 500 net.

Among the highest-paid occupations in Czechia by median salary are:

1. air traffic controller – average gross monthly salary of approximately CZK 155 000;
2. IT architect – approximately CZK 145 000;
3. plastic surgeon – approximately CZK 140 000;
4. lead developer – approximately CZK 125 000;
5. production and technical director – approximately CZK 117 000;
6. air traffic control electronics technician – approximately CZK 115 000;
7. systems analyst – approximately CZK 92 000;
8. technical development manager – approximately CZK 80 000;
9. accounting and controlling manager – approximately CZK 76 000;
10. electrical engineer – approximately CZK 74 000.

Road tax

Since 2022, Czech road tax has applied only to selected goods transport vehicles, specifically vehicles in categories N2 and N3 and their trailers. Passenger cars and most light commercial vehicles are no longer subject to this tax.

The amount of tax depends on the category of vehicle, its weight, and the number of axles. The tax period is the calendar year, and the tax liability applies only for the period during which the vehicle meets the conditions for taxation.

Tax returns must be filed electronically, and the tax is generally payable by the end of January of the following year.

Property tax

This tax is paid annually by property owners. The amount depends on the type of property, its size, location, and other factors. The tax is generally payable by 31 May of the relevant year, or in instalments where the amount is higher.

Excise duties

Excise duties are levied on certain goods such as fuel, alcohol, tobacco products, and some other items. These taxes aim to charge products considered harmful to health or the environment. In the case of fuel, for example, excise duty is included in the price at the pump, meaning everyone who refuels pays this tax. Different types of products are subject to varying rates, calculated according to different units of measure.

Environmental charges

In some cases, environmental fees apply to specific activities or products that negatively impact the environment. These may include charges for waste, emissions pollution, or the use of environmentally unfriendly materials. In all these cases, citizens need to be well informed about their tax obligations, as failure to comply may lead to penalties and interest on overdue payments. It is important for businesses and people with property to remember the deadlines for payments and tax returns in order to avoid any complications.

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Typical monthly expenditure on the most common goods and services

The spending patterns of Czech households are broadly similar to the European Union average. Housing, water, energy, and related services consistently represent the largest category of household expenditure in the EU, accounting for approximately one quarter of total spending (around 25%). In Czechia, housing costs account for approximately 22% of disposable household income on average, slightly above the EU average of around 19%. Czechia therefore ranks among the EU Member States with a relatively higher housing cost burden.

The situation is considerably more demanding in urban areas, where approximately 14% of residents spend more than 40% of their income on housing. According to available data, Czechia ranks among the countries with the highest housing cost burden in cities and is placed approximately third within the EU in this category. Since 2010, housing costs in Czechia have gradually moved closer to the EU average, with energy and heating accounting for a particularly significant part of these expenses.

Expenditure on food and non-alcoholic beverages accounts for approximately 14-17% of household spending across the EU, while in Czechia it represents roughly one fifth of total expenditure. Spending on transport accounts for around 10-12% of household expenditure both in the EU and in Czechia, while expenditure on culture, recreation, and leisure generally represents around 8-10% in both cases. Overall, the spending structure of Czech households broadly corresponds to the EU average, although with a somewhat higher burden in the area of housing.

Mobile services in Czechia are among the more expensive within the EU. Comparative analyses show that Czech mobile tariffs remain significantly above the EU average, with customers paying considerably more for mobile services than in many other European countries.

Overall, price levels vary substantially depending on the category of expenditure. While some goods and services remain cheaper than in Western Europe, others – particularly mobile services – are relatively expensive by EU standards and contribute to higher household costs.

The average inflation rate reached 2.4% in January 2026 and 2.2% in both February and March 2026.

Indicative prices of common goods and services in Czechia (current for Q1 2026):

• Bread: CZK 35–90;
• Milk (1 l): CZK 18-30;
• Eggs (10): CZK 90-140;
• Potatoes (1 kg): CZK 25–40
• Tomatoes (1 kg): CZK 45–70;
• Bottled mineral water (1.5 l): CZK 15-25;
• Chicken meat (1 kg): CZK 140-230;
• Margherita pizza (at a restaurant): CZK 180–320;
• Steak (at a restaurant): CZK 400-800;
• Electricity for a typical household: CZK 2 500 to 4 000 per month;
• Petrol (unleaded 95): CZK 35–46 per litre;
• Internet (60 Mbps or higher): CZK 350-650 per month;
• EUR 1 ≈ CZK 23–27.

Compared with other European countries, prices in Czechia are mixed. Certain basic goods and services, particularly some food products and everyday services, remain cheaper than in western Europe. At the same time, housing and energy costs represent a significant burden for households and remain slightly above the EU average. Overall, Czechia can be regarded as a country with a broadly average price level within the EU, although with notable differences between individual categories of expenditure.

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The housing market in Czechia varies significantly depending on location, property size, category, and standard of conveniences. Housing costs are highest in large cities, particularly Prague and other regional capitals, where demand for rental accommodation is also strongest. Overall, the housing situation in Czechia remains strained, especially with regard to the availability of affordable rental housing.

Some flats are owned by municipalities, although municipal housing represents only a limited part of the housing market and availability varies considerably between individual municipalities. Another form is cooperative housing, where a housing cooperative owns the building and individual flats are occupied by cooperative members under tenancy arrangements. In practice, subletting within cooperative flats is also common, provided the cooperative’s internal rules permit it. However, the most common form of housing remains private ownership of flats and family houses, with tenancy relationships governed by the Civil Code.

Tenancy agreements are most commonly concluded either for a fixed term or for an indefinite period and must comply with the Civil Code. Before signing a tenancy agreement, it is generally recommended to review the terms carefully and, where appropriate, seek legal advice. When a property is purchased, the parties conclude a written purchase agreement, although legal title arises only upon registration in the property register, which is maintained by the relevant land registry. Legal certainty in property transactions is commonly strengthened through escrow arrangements administered by lawyers or notaries.

Estate agencies and online property portals are widely used in the search for accommodation. Estate agencies usually charge a commission of approximately 3–5% of the purchase price in property sales transactions. In rental transactions, the commission most commonly corresponds to one month’s rent and may be paid by the landlord, the tenant, or both parties, depending on the agreement.

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The Czech healthcare system combines public and private healthcare providers, most of which have contracts with public health insurance companies. For insured patients, health care is generally covered through the public health insurance system, although patients may be required to make supplementary payments, e.g. for certain medicines or above-standard services. When medical treatment is needed, patients usually first contact a primary care doctor, such as a general practitioner, dentist, or gynaecologist. It is important that the doctor has a contract with the patient’s health insurance company. Where necessary, patients may also visit medical specialists, in some cases without a referral from a general practitioner.

Emergency and out-of-hours medical services are available for situations requiring treatment outside normal surgery opening hours. In cases of sudden illness or injury where the patient cannot travel to a doctor independently, emergency medical assistance can be requested via the emergency number 155.

Czechia applies a regulatory fee for the use of emergency out-of-hours medical services, typically around CZK 90 per visit. Health care is primarily provided through compulsory public health insurance, which generally covers people with permanent residence in Czechia and employees working for employers established in Czechia. Insured people may choose their health insurance company. Individuals who do not qualify for the public system may arrange commercial health insurance with a private insurer.

Within the European Union, individuals are generally insured in only one Member State, usually the country in which they work. During a temporary stay in another EU Member State, insured people are entitled to necessary health care on the basis of the European Health Insurance Card (EHIC). For posted workers or people residing in a country other than the one in which they are insured, the S1 form is used to enable access to health care in the country of residence. All insured people are required to pay insurance contributions in accordance with applicable legislation.

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The education system in Czechia is administered by the Ministry of Education, Youth and Sports. It includes pre-primary, primary, secondary, post-secondary vocational, and higher education, as well as opportunities for further education. Education is provided by public, private, and church schools, although public schools form the overwhelming majority. Education in the Czech language is generally free of charge at public and state schools.

Pre-primary education is intended mainly for children aged between three and six years. The final year before compulsory school attendance begins is mandatory. Kindergartens may be public, private, or church-run.

Primary and lower-secondary education is compulsory and lasts for nine years. Primary schools are divided into two stages (years 1-5 and years 6-9). Some pupils transfer to multi-year grammar schools during this period. Pupils are most commonly assessed using a grading scale from 1 to 5. Pupils with special educational needs may either be integrated into mainstream schools or educated in specialised schools.

Upper secondary education includes grammar schools, secondary vocational schools, and vocational training colleges. Grammar schools primarily prepare students for higher education and conclude with the school-leaving examination (maturita). Secondary vocational schools provide vocational education ending either with the maturita examination or a vocational certificate. Vocational training colleges prepare students for skilled trades and conclude with a vocational certificate. Conservatories specialising in artistic education also form part of the system.

Post-secondary vocational schools generally offer three-year practically oriented programmes. Studies conclude with a graduate examination, and graduates are awarded the title ‘Diplomovaný specialista’ (DiS.).

Higher education institutions are divided into public, private, and state institutions. They offer bachelor’s, master’s, and doctoral degree programmes. In addition to teaching, universities also engage in scientific and research activities. Degree programmes taught in Czech at public and state higher education institutions are free of charge.

Further adult education is provided by educational institutions, employers, and the Labour Office of the Czech Republic, particularly through retraining courses and lifelong learning programmes.

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Cultural and social life in Czechia combines long-standing traditions with a modern lifestyle. A strong emphasis is placed on maintaining a healthy work–life balance and spending free time with family and friends.

Czechs often spend their leisure time actively. Popular activities include cycling, hiking, running, and winter sports. Spending time outdoors is particularly common, including weekend stays at chalets and cottages. Social life is generally informal, with people frequently meeting friends over food or drinks.

Evening entertainment is typically relaxed and centred around restaurants, cafés, pubs, and outdoor terraces. Czechia is internationally known for its strong beer culture, and beer consumption forms a common part of social life. At the same time, interest in healthy living, wellness, fitness, and active leisure activities has grown significantly in recent years.

For newcomers, the openness to informal socialising and the emphasis placed on personal relationships may be particularly appealing, as these continue to play an important role in both professional and private life.

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Birth
Every child born in Czechia is entered into the civil register, and a birth certificate is issued by the relevant registry office. Children are automatically included in the public health insurance system, usually through the mother’s health insurance provider, although the parents may subsequently choose a different provider. If at least one parent is a Czech citizen, their child will generally acquire Czech citizenship.

Marriage and partnerships

Marriage may be entered into by people over the age of 18, although in exceptional cases a court may permit marriage at a younger age. Marriages may be concluded either through a civil ceremony or a religious ceremony, both of which have equal legal validity. Czech law also allows partnerships for same-sex couples, granting most rights comparable to marriage. In addition, the legal system continues to recognise registered partnerships, which may be entered into under statutory conditions and regulate the rights and obligations of partners in a more limited way.

Deaths
Deaths are registered by the registry office and a death certificate is issued. The deceased person’s estate is settled through inheritance proceedings governed by the Civil Code. Where a will exists, inheritance is generally administered in accordance with its provisions. Surviving family members may be entitled to benefits from the social security system, such as widow’s, widower’s, or orphan’s pensions, and in some cases also a funeral grant.

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