Recent developments in the Czech Republic
Parental leave and family-related protections remain strengthened (2026)
Remote work regime fully embedded in employment practice (2026)
The remote and hybrid work framework introduced in recent years remains fully applicable. Employers must continue to regulate remote work through written agreements, clarify cost reimbursement or lump-sum allowances, and ensure occupational health and safety obligations are met for remote workers.
Flexible termination rules for certain categories of workers (2026)
Rules allowing greater flexibility in notice periods and termination arrangements—particularly for fixed-term and temporary engagements—remain in force. Employers must still comply with statutory minimum notice requirements and anti-abuse protections.
Whistleblower protection obligations fully enforced (2026)
Right to disconnect principles increasingly applied (2026)
While not framed as a standalone right, employers are expected to respect employees’ rest periods and working time limits, including in remote and digital work environments. Labour inspections increasingly scrutinise availability expectations and after-hours communications as part of broader working-time compliance.
