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> GOVERNANCE - home > Employment protection legislation database - EPLex > Czech Republic

Czech Republic - Types of employment contracts


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Maximum probationary (trial) period: 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: 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: 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."