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> GOVERNANCE - home > Employment protection legislation database - EPLex > Czechia

Czechia - Types of employment contracts


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Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
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Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 6 month(s)

NOTE: This information has changed since the previous period covered.
Remarks:
  • Previously to the amendments which took effect in 2012 Sec. 35 LC provided for a trial period of 3 months. With the new rules trial period may not be longer than 3 consecutive months from the date when the employment relationship commences(sec 35.a), however the trial period has been extended for up to 6 months from the date of commencement of the employment relationship where it concerns a managerial employee (35.b).

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: 2
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Before the amendments which took effect in 2012, Sec. 39 LC did not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 month.
      In 2012, a new rule came into force stating that fixed term contracts can be agreed only twice (sec. 39.2 LC).
      Also, maximum cumulative duration has been extended from 24 months to 36 months (sec. 39.2 LC).
  • Maximum cumulative duration of successive FTCs: 36 month(s)
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Before the amendments which entered into force in 2012, sec. 39 (2) provided for maximum duration of 24 months. In addition, 6 months were necessary between 2 fixed-term contracts. Also, the 24 months limitation did not
      apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
      With the new amendments, maximum cumulative duration has been extended up to 36 months (sec. 39.2 LC). Also, part of the section which called for 6 months time period necessary between 2 fixed term contracts has been deleted as well as the cases previously listed under sec. 39.3 LC.
  • % of workforce under FTC: 9.3 %
    Remarks:
    • Source: Eurostat, as of third trimester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 3 month(s)

Remarks:
  • Sec. 35 LC

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Sec. 39 LC does not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 months.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: sec. 39 (2): maximum 24 months.
      In addition, 6 months are necessary between 2 fixed-term contracts.
      However, this limitation (max. 24 months) does not apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
  • % of workforce under FTC: 8.5 %
    Remarks:
    • Source: Eurostat, annual average 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 3 month(s)

Remarks:
  • Sec. 35 LC

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Sec. 39 LC does not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 months.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: sec. 39 (2): maximum 24 months.
      In addition, 6 months are necessary between 2 fixed-term contracts.
      However, this limitation (max. 24 months) does not apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
  • % of workforce under FTC: 8.8 %
    Remarks:
    • Source: Eurostat, annual average 2010.
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period (in months): 3 month(s)

Remarks:
  • Sec. 35 LC

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
  • Maximum number of successive FTCs: no limitation
    Remarks:
    • Sec. 39 LC does not refer to any maximum number of successive FTC, but only to a maximum cumulative duration of 24 months.
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • General rule: sec. 39 (2): maximum 24 months.
      In addition, 6 months are necessary between 2 fixed-term contracts.
      However, this limitation (max. 24 months) does not apply in cases listed in sec. 39 (3), i.e.: when the FTC is concluded for the purpose of temporary replacement of an absent employee, when there are serious operational reasons on the part of the employer or reasons relating to the special nature of work to be performed provided that the reasons are specified in a written agreement between the employer and the trade union organization.
  • % of workforce under FTC: 8.4 %
    Remarks:
    • Source: Eurostat, annual average 2009.
      The figure refers to the percentage of employee of total number of employee with a contract of limited duration (= temporary job).
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."