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Czech labor law

rutland ježek, Czech law firm on the employment law in the Czech Republic
 
  1. Foreigners employed in the Czech Republic have in the employment relationship the same rights as Czech citizens.

  2. The employment contract must contain at least (i) type of work, (ii) place of work and (iii) date of commencement of work.

  3. The employment can be terminated only (i) by an agreement concluded between an employer and an employee, (ii) by a termination notice, (iii) by immediate termination, (iv) by termination within the trial period, and (v) by lapse of time in case of employment for definite period.

  4. If an employee does not meet the requirements prescribed by statutory provisions for the job in question, or if he does not meet the requirements for proper performance of such job, his employer is entitled to terminate the employment relationship by a termination notice. In case the employee provides unsatisfactory work performance results, the employer is entitled to terminate the employment by termination notice only if he asked the employee in writing within last 12 months to rectify the employee´s failure to meet the said requirements and the employee has not done so within a reasonable period of time.

  5. If an employee has seriously breached some duty arising from statutory provisions related to the work performed by him, an employer is entitled to terminate the employment relationship by a termination notice. In case of ongoing, but less serious breaches of duties related to the work performed by the employee, the employee may be given a notice of termination by his employer only if in the last 6 months the employer advised the employee in writing of the possibility of termination of employment by a notice for such breach.

  6. An employer is entitled to terminate the employment relationship immediately only if (i) an employee breaches his obligations related to the work grossly or (ii) an employee was sentenced for an intentional crime to imprisonment for a period longer than 1 year or, if such crime was committed within a performance of job duties, for a period of at least 6 months.

  7. In case of termination of employment by termination notice by an employer for reasons that (i) the employer´s business is closing, (ii) the employer´s business is relocating, (iii) the employee becomes redundant or (iv) the employee is not able to perform his current work due to an industrial injury/occupational disease/threat of an occupational disease, such employee is entitled to receive a severance payment in the amount depending on the time he worked in the company and in case of the reason stated in the point (iv) in the amount of at least twelve times of his average income.

  8. In case of invalid termination of employment, an employee should inform the employer in writing without a delay that he insists to be further employed and should claim the invalidity of such termination before the competent court within 2 months of the day when the employment relationship ought to have ended according to the termination notice.

  9. In case of invalid termination (declared by a court decision), an employee is entitled to get wage compensation from the employer until the time when the employer enables him to continue his work performance or until the employment relationship is validly ended.
 
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DISCLAIMER

Please note that the list of legal matters stipulated in this section cannot be considered and exhaustive and comprehensive list of all issues arising under Czech law, further is not a legal opinion or advice in any manner, and only expresses view of rutland ježek, law firm on certain specific issues of Czech law.