Important and/or distinctive aspects of annual leave legislation in the Czech Republic
Taking annual leave
The employer agrees the annual leave entitlement and the time in which it can and must be taken with any relevant trade union(s) and the employee council (if formed) and issues this as a written schedule. This is so that employees can understand and take their entire annual leave entitlement in full and by the end of the calendar year during which the right to annual leave arose.
When preparing the schedule, account must be taken of the operational reasons on the part of the employer and the justified interests of the employee. Where an employee is entitled to annual leave in several segments under the schedule, at least one segment must amount to the minimum of 2 consecutive weeks unless otherwise agreed between the employee and the employer.
The employer may specify when an employee can take leave even if the employee has not yet fulfilled the conditions for the right to leave to arise, if it can be anticipated that the employee will fulfil these conditions by the end of the calendar year or by the end of the employment relationship, as appropriate.
The employer is obliged to compensate an employee for the expenses incurred by the employee (i.e. not his/her fault) as a result of the employer either changing the specified period of taking annual leave or requiring him/her to work during it.
If the annual leave cannot be taken in the calendar year in which the employee’s right to leave arose, the employer is obliged to specify the period in which the employee can take his/her annual leave so that the employee's leave entitlement has been taken in full by the end of the following calendar year at the latest. If such period is not specified by 30 June of the following calendar year at the latest, the employee then gains the right to specify when the leave can be taken. The employee is obliged to give the employer at least 14 days' written notice of their intention to take leave unless otherwise agreed.