04
Employment law
In Czech employment law, formalities and deadlines decide – a mistake in a dismissal or a contract is costly. I help employers set up their documentation and get through inspections, and employees defend their claims.
How I can help
For employers
- Employment contracts and agreements to perform work (DPP, DPČ)
- Work rules and internal policies
- Training agreements and liability agreements
- Non-compete clauses and protecting know-how
- Ending employment – notice, agreement, summary dismissal
- Labour inspections and defending against fines
For employees
- Reviewing your employment contract before signing
- Challenging an invalid dismissal or summary dismissal
- Unpaid wages, overtime, severance pay
- Non-compete clauses – validity and compensation
- Damages and workplace injuries
- Negotiating a termination agreement
Typical situations
You want to part ways with an employee who consistently underperforms.
Dismissal for unsatisfactory results has strict conditions – the employee must have been asked in writing to improve within the last 12 months. I prepare both the warning and the notice so that they hold up.
The labour inspectorate has announced a visit.
I prepare the documents with you, can attend the inspection and help with objections to the report or defence in fine proceedings.
You received notice and disagree with it.
The invalidity of a dismissal must be raised in court no later than 2 months from the day employment was to end. Don’t put it off.
You are moving to a competitor and your contract has a non-compete clause.
I assess whether the clause is valid, what compensation you are owed for complying, and what risk you face if you breach it.
How I work
Prevention costs less than a dispute- 1 Assessment I review the contracts, policies and communication so far and tell you where the risks are.
- 2 Documents I prepare or fix contracts, warnings, notices and internal policies.
- 3 Negotiation I negotiate with the other side or represent you before the labour inspectorate.
- 4 Court If no agreement is possible, I represent you in the employment dispute.
Fees
The fee depends on the brief. You always know it upfront.
FAQ
How long do I have to challenge a dismissal?
The invalidity of a notice, summary dismissal, termination during probation or a termination agreement can be raised in court no later than 2 months from the day employment was to end (Section 72 of the Czech Labour Code). After that it is too late.
Does the employer have to pay for a non-compete clause?
Yes. For each month of compliance the employee is entitled to reasonable compensation of at least half of their average monthly earnings. The clause can last at most 1 year and must be in writing (Section 310 of the Czech Labour Code).
Can I dismiss an employee for poor results?
Yes, but only if they were asked in writing within the last 12 months to remedy them and failed to do so within a reasonable time (Section 52(f) of the Czech Labour Code). Without the warning, the dismissal will not stand.
What is the difference between a DPP and a DPČ?
Under a DPP (agreement to perform a job) one may work at most 300 hours per calendar year for the same employer. Under a DPČ (agreement to perform work activity) one may work on average at most half of the standard weekly working time (Sections 75 and 76 of the Czech Labour Code).
What should I do when the labour inspectorate arrives?
Cooperate and have employment contracts, working-time records and payroll documents at hand. You can disagree with the inspection findings – the sooner you get in touch, the more options for defence remain.
A problem at work?
Send me the contract, the dismissal letter or the inspection report. The first 15 minutes of a consultation are free; I usually reply to e-mails within 48 hours on working days.