勞動契約與試用期 — Czech Republic (捷克)

Applicable law: Zákoník práce (Labor Code No. 262/2006 Sb.), Občanský zákoník (Civil Code No. 89/2012 Sb.).
Currency: Czech Koruna (CZK).
EU context: EU member state. EU Directive 2019/1152 on transparent and predictable working conditions sets the floor; Czech law generally meets or exceeds EU minimums.

1. 主要法源

2. 核心規定

2.1 契約類型 (Contract Types)

不定期契約 (Indefinite-term Contract)

🟢 — Default form of employment under the Labor Code. Unless a fixed term is expressly agreed, the relationship is indefinite.

定期契約 (Fixed-term Contract)

🟢 — Labor Code §39:

Exceptions: Serious operational reasons or reasons specific to the nature of the work may justify additional renewals, but the employer must document them in writing.

🟠 — Many employers treat 3 x 3-year fixed-term as the standard path before converting to indefinite.

協議 (Agreements Outside Employment)

🟢 — Two supplementary work arrangements:

🟢 — Under the flexi-amendment (June 2025), DPP workers gain enhanced scheduling notice rights.

2.2 書面要求與必要條款 (Written Form & Mandatory Clauses)

🟢 — §34: Employment contracts must be in writing. Failure to use written form renders the contract voidable (not automatically void).

Mandatory clauses (§34(1)):

1. Type of work (druh práce)
2. Place of work (místo výkonu práce)
3. Date of commencement (den nástupu do práce)

🟢 — §37: Employer must inform the employee in writing of additional terms within 7 days of commencement:

• Working hours and overtime arrangements
• Salary/wage details and payment date
• Annual leave entitlement
• Notice period length
• Collective agreement (if applicable)

EU Directive 2019/1152: Czech law exceeds the EU minimum notification timeline by requiring most information within 7 days.

2.3 試用期長度與規則 (Probation Period)

🟢 — Labor Code §35:

Key rules:

• Must be agreed in writing on or before the first day of work
• Cannot be agreed retroactively or extended after commencement
• Cannot exceed half the agreed duration of a fixed-term contract
• May only be prolonged by objective obstacles to work (e.g., illness)
• Expressed in calendar months

🟠 — Most employers set 3 months for standard roles, reserving longer periods for senior positions.

2.4 試用期終止條件 (Probation Termination Rules)

🟢 — §66:

• Either party may terminate during probation without giving a reason
• Written notice must be delivered at least 3 days before the intended termination date
• Termination takes effect on the date specified or date of delivery (whichever is later)

Restrictions:

• 🟢 — Employer cannot terminate during the first 14 days of temporary incapacity for work
• 🟡 — Courts hold that probation termination must not be discriminatory or an abuse of rights

🟠 — Employers commonly document performance concerns even during probation to defend against discrimination claims.

2.5 定期契約續約上限 (Fixed-term Renewal Cap)

🟢 — §39: Maximum 3 consecutive periods, 9 years total. Employee continuing work after expiry without a new agreement → deemed indefinite.

🟡 — Courts hold that inserting brief gaps to circumvent the 3-period rule is ineffective.

2.6 競業禁止 (Non-compete)

🟢 — §310:

🟠 — Common in tech and senior management. Courts void overly broad restrictions.

2.7 電子契約效力 (E-contract Validity)

🟢 — Qualified electronic signatures (per eIDAS Regulation, EU 910/2014) satisfy the written form requirement.

🟠 — Many employers still use paper. The flexi-amendment (2025) clarifies electronic delivery of workplace documents.

🔴 — Whether non-qualified electronic signatures (e.g., DocuSign simple signatures) satisfy the Labor Code's written form requirement remains debated.

3. 立法理由與實務見解

定期契約限制之政策目的

The 3-period / 9-year cap balances employer flexibility with worker stability. Czech law is more permissive than many EU peers (e.g., Germany limits to 2 years without objective justification).

試用期延長 (Flexi-amendment 2025)

Extension from 3/6 to 4/8 months was driven by employer demand in sectors with longer onboarding (IT, engineering). Labor unions opposed the change.

實務灰色地帶

• DPP aggregation: From 2025, DPP income across multiple employers may be aggregated for insurance thresholds
• Fixed-term serial renewals: Courts scrutinize whether "serious operational reasons" genuinely justify exceeding the 3-period limit

4. 雇主合規重點

• 🟢All contracts in written form before or on the first day
• 🟢Probation clause agreed in writing on or before commencement
• 🟢Fixed-term contracts: max 3 consecutive periods / 9 years
• 🟢Written information on working conditions within 7 days
• 🟢Non-compete: written, max 1 year, compensation ≥ 50% of average monthly earnings
• 🟢DPP agreements: track 300-hour annual limit per employer
• 🟠Document performance concerns during probation
• 🟠Monitor flexi-amendment effective dates; adjust HR templates

5. 與其他轄區的關聯

• 與 Hungary：🔷 相似 — Both require written contracts and allow reason-free probation termination; key differences in probation length and non-compete duration.

6. 風險警示

• 🔴Probation not in writing: Void → full termination protections apply immediately
• 🔴Fixed-term abuse: Exceeding 3 periods without documented reasons → automatic indefinite conversion
• 🟡DPP threshold: Crossing CZK 10,500/month triggers retroactive social/health insurance
• 🟡Non-compete without compensation: Agreement void
• 🟡Flexi-amendment transition: Pre-June 2025 contracts remain under prior rules (3/6 months)

7. 資料來源清單

1. Zákoník práce (No. 262/2006 Sb.) — Czech legislation portal
2. Accace — Labour law in Czech Republic 2025
3. CMS — Labour law in Czech Republic
4. RSM — Czech Labour Code 2025 changes
5. ECOVIS — Changes to Czech Labor Code 2025
6. CLA Czech Republic — Labour Code Amendment June 2025
7. Kinstellar — Czech Labour Code changes 2024-2025

8. 待確認事項

• 🔴 — Whether flexi-amendment's expanded probation (4/8 months) applies to contracts signed before June 1, 2025
• 🔴 — DPP insurance aggregation thresholds across multiple employers under 2025 rules
• 🔴 — Status of simple electronic signatures for employment contract validity