Czech republic
Fixed-term contracts are permitted in the Czech Republic but may not exceed 3 years in total duration and can only be extended or renewed two times for a total maximum fixed-term relationship of nine years.
In the Czech Republic, Workers recognize 13 public holidays. Workers must either be given compensatory time off or an extra pay premium of at least 100% of their average earnings.
Most regular Workers are entitled to four weeks of vacation annually and become eligible to take vacation leave after 60 days of service. Leave should be taken in the year it is accrued, but no later than the year following the year it is accrued. Accrued but unused leave must be paid to Workers who are terminated.
There are no official subcategories of workers in the Czech Republic.
Probationary periods are permitted in the Czech Republic up to 4 months (8 months for Workers in a managerial position). Notice is not needed to terminate an engagement contract during a probationary period. The employment relationship ends on the day the termination is delivered, unless a later day is specified. However, Companies may not terminate the employment relationship during the first 14 calendar days of temporary incapacity for work or quarantine of a Worker.
Workers are not entitled to benefits during the first three days of illness or injury. From the fourth to the fourteenth day, employers must pay 60% of the Workers average wage. The government picks up benefits as of the fifteenth day.
A standard workweek is 40 hours per week over 5 days. Shifts may not exceed 12 hours. Workers may not be asked to work more than 8 hours of overtime per week or 150 hours of overtime per year. Workers must receive 11 hours of rest between the end of one shift and the start of another.
All work above the standard weekly hours is considered to be overtime and is regulated by the collective agreement. A maximum of 8 overtime hours per week and 150 overtime hours a year can be worked. All overtime hours in excess of 40 hours per week are paid at an overtime compensation rate of 125% of the Worker’s regular pay rate. For night or weekend work, an additional 10% pay must be given.
Workers generally must be given advanced written notice prior to termination and include one of the specific reasons for termination permitted by Section 52 of the Labour Code. The statutory notice period is generally two months. However, a one month notice period applies to certain termination grounds under Sections 52(f)–(h) of the Labour Code. The notice period begins the day it was delivered to the Worker.
A Worker can terminate their engagement for any reason without cause. The usual notice period is two months, unless the Worker is within their probationary period. If within a probationary period, Worker can provide notice and the engagement will end on the day the notice is delivered unless a later day is specified.
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