In brief
Below is a summary of the most important changes to the Czech labor Code, introduced in December 2022 and January 2023.
Key takeaways
- Periodical Medical Checks
- Increase of Minimum Salary
- Paternal Leave
- Changes to Quarantine Regime
In more detail
- Periodical Medical Checks
Effective from 1 January 2023, periodical medical checks for employees in risk categories 1 and 2 (low risk work, typically office positions) are no longer mandatory. The employer or employee may, however, request a periodical medical check – in such case, it has to be performed every two to six years (depending on the risk category of the employee’s work and the employee’s age).
Employees in higher risk categories 2 risky, 3 and 4 are obligated to undergo a periodical medical check every one or two years (depending on the risk category of the employee’s work).
Note that the current change does not affect the obligation of all employees to undergo the entry medical check before commencement of work.
- Increase of Minimum Salary
Effective from 1 January 2023, the minimum salary in the Czech Republic is increased to CZK 17,300 (approx. EUR 720) per month or CZK 103.80 (approx. EUR 4) per hour. The minimum guaranteed salary was also increased to reflect the increase in minimum salary.
- Paternal Leave
Effective from 1 December 2022, a new type of paternal leave was introduced – the employee, father of the child, is entitled to a paternal leave during the period when he receives the paternal benefits from the Social Security Authority. The paternal benefits are provided for a period of 14 calendar days, and such period must start within the first six weeks during childbirth.
Employees on paternal leave are generally protected against dismissal or immediate cancellation of employment (similarly to employees on maternity leave). Upon return from paternal leave, the employee should be assigned to the same job.
The employer cannot order vacation for the period when the employee is on paternal leave and vacation is interrupted by paternal leave. If, however, the employee requests vacation for a period immediately following the paternal leave, the employer is obliged to accommodate such request.
- Changes to Quarantine Regime
Effective from 1 December 2022, employees in quarantine are generally protected against dismissal or immediate cancellation of employment (similarly to employees on sick leave).
The employer cannot order vacation for the period when the employee is in quarantine. Furthermore, vacation is newly interrupted by quarantine, unless the employee specifically requests that they want to stay on vacation during quarantine.
We will continue to keep you updated on any major developments that may impact your business.
In the meantime, do not hesitate to contact us if you have any questions or comments.
