Hire in Czech Republic
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Czech Koruna (CZK)
Key Country Facts
The Czech Republic (official short name Czechia) is a parliamentary republic formed on January 1st, 1993, when Czechoslovakia dissolved into its constituent states, the Czech Republic and the Slovak Republic (Slovakia). The population of the Czech Republic is 10,7 million people. Prague is the capital and largest city.
The Czech Republic is a landlocked country in Central Europe, bordered by Poland to the north, Germany to the west, Austria to the south and Slovakia to the east, with an area of 78,886 square km. Hills and mountains cover about 95% of the country.
The Czech Republic lies in a temperate climate zone, which is characterized by mild, humid summers with occasional hot spells, and cold, cloudy, humid winters with occasional arctic spells.
The territory of the Czech Republic traditionally has been between the German and Slav lands, and Czech cultural traditions are a mixture of both. The Czech nation possesses a distinctive culture and a strong sense of national identity, influenced by their unique geographical position in the heart of Europe. While speaking a Slavic language, the Czechs have been party to western European political, economic, and social trends.
The Czech Republic has approx. 80% of people not declaring any religious affiliation or faith and the percentage of convinced atheists being in the region of (30%). Approx. 10% identify as Catholic.
The official language of the Czech Republic is Czech.
Czech Republic HR at a Glance
The main sources of employment law in the Czech Republic are the Labour Code and the Employment Act. The Labour Code governs the terms and conditions of employment such as working hours, holidays and rest periods, wages, overtime, occupational health and safety, and termination of employment. The other acts that govern employment relationships are the Civil Code as an important source of law for regulating employment relationships, the Collective Bargaining Act, and many other legal regulations.
There are no special labour courts in Czech Republic. Regular civil courts deal with the labour law matters.
The employment relationship between an employer and employee is established solely by means of an employment contract. An employment contract must always be concluded in writing and the employee must receive a copy; the employer retains a second copy. Classic employment contracts must essentially include:
- Type of work (function, duties);
- Place of performance of work;
- Date of commencement of work.
If the contract does not specify the employee’s rights and obligations, the employee must be informed about them in writing within one month of the start of the employment. Rights and obligations should specify:
- the employee’s name and surname;
- the name and registered office of the employer;
- a detailed specification of the kind and place of performance of the work;
- the amount of leave – by law, no less than 4 weeks;
- the period of notice – the notice is at least 2 months, unless agreed otherwise;
- the weekly working time and work patterns – basic working time is 40 hours per week;
- information on pay and arrangements for remuneration (frequency, date, place and method of payment);
- information on collective bargaining agreements governing working conditions;
- information on the conditions of employment and internal rules on health and safety at work;
- information on the collective bargaining agreement and internal rules.
The employment relationship is established as of the date which has been agreed in the employment contract as the starting date. If the employee fails to turn up for work on the agreed date and fails to notify the employer within one week of the reason for not having done so, the employer may terminate the employment contract.
The agreed content of the employment contract can be changed only by agreement between the employer and the employee. Any such change must always be made in writing.
Managing directors shall not enter into employment contracts with companies, unless the type of work performed under the employment contract is materially different from the role of managing director. Instead, they should conclude an agreement on the performance of the office of the managing director. Such an agreement will be of a commercial nature and not be governed by Czech Labour Code.
There are two types of employment contracts in Czech Republic:
- Employment Contract for a definite period
- Employment Contract for an indefinite period
In addition, an employee may perform work on the basis of other agreements:
- Agreement to complete a job – the scope of work shall not exceed 300 hours yearly
- Agreement to perform work – the scope of work may not exceed a maximum of one half of determined weekly working hours (20 hours).
Probation Period/ Trial Period
It is possible to agree upon a probationary period of a maximum of 3 months (6 months for managerial employees) with no statutory notice period.
Standard regular working time is 40 hours/week with limited statutory exceptions.
Some limits exist on the extent of overtime to be performed by employees. The employer may request overtime only up to 150 hours per calendar year. Parties may agree to overtime of up to 416 hours per calendar year if the average overtime in 26 consecutive weeks (52 if stipulated in a collective agreement) does not exceed 8 hours/week.
The employer has an obligation to provide salary plus premium or time-off for overtime. There is an option to include future overtime in the employee’s salary (up to 150 hours per calendar year for regular employees and up to 416 hours per calendar year for managerial employees).
Work On Rest Days – Employees working Saturdays/Sundays are entitled to their salary and a premium of at least 10% of average earnings for hours of work performed on Saturday and/or Sunday.
Health and Safety in the Workplace
Legal framework regulates occupational health and safety in the Czech Republic. The Public Health Protection Act authorizes the Regional Public Health Authorities to oversee compliance with any prohibitions, the fulfilment of other obligations stipulated by this Act, and directly applicable regulations of the European Union, for the purpose of protecting public health. This includes compliance with good manufacturing practices and occupational health including physical and mental strain, all other related working conditions, including workplace equipment, and any public health decisions and measures issued under these legal regulations.
Bonuses in the Czech Republic are not required, though many companies will restructure salaries to issue a bonus twice a year.
An employment relationship may be terminated by agreement, by giving notice, by immediate termination or by termination during the probationary period, but always in accordance with statutory provisions.
An employer is only permitted to give notice of termination for one of the reasons explicitly stated in the Labour Code:
1. organizational reasons – the employer’s enterprise shuts down or the employer or its part is liquidated, relocates, or the employee is made redundant; or
2. health reasons − if, on the basis of a medical report issued by an occupational health service provider or a decision of the competent administrative authority having duly reviewed the medical report,
- the employee may not continue to perform work due to occupational injury, occupational disease or threat of such disease, or an employee has been subjected to a maximum permissible level of harmful exposure, or
- the employee has lost his or her capability to perform the current work due to long-term state of their health; or
3. an employee no longer meets the requirements outlined for the work they are carrying out without the fault of the employer; or
- there are grounds for immediate termination of the employment relationship − the employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime; or
- the employee has seriously, or less seriously but repeatedly, breached a statutory duty relating to their work performance; or
- the employee breaches their obligation to observe the prescribed regime of an insured person being temporarily unfit for work in the first 14 calendar days of temporary incapacity for work due to sickness in an especially gross manner.
The employer may immediately (with effect upon delivery to the employee) terminate the employment within a period of 2 months of learning the reason for immediate termination, but not later than 1 year from the date of occurrence of the respective reason for termination.
The dismissed employee has the right to challenge the validity of such a dismissal by filing a claim to the court no later than 2 months after the date of the purported termination of the employment relationship (statutory time limit). If upheld by court, the employment relationship is reinstated, and the employee is entitled to salary compensation for a specified time period (the salary compensation may be capped to 6 multiples of the average monthly wage by the court with view to particular circumstances of the case).
An employee may give notice of termination without providing cause.
Written form is necessary and must be delivered to the other party (both employer and employee may terminate the employment relationship by notice of termination). Under specific and strict conditions, it is possible to deliver the termination documents electronically.
Involvement of a trade union or Works Council or the Labour Office
- No involvement of Work Councils in the termination process except in collective redundancies.
- The employer must discuss in advance any notices of termination and any immediate termination of the employment relationship with the trade union.
- Trade union approval is only required where the employee is a trade union officer. Such approval can be substituted by a court decision if the approval was withheld and the employer cannot be justifiably required to continue employing the trade union officer.
- The Labour Office need only be notified of a collective redundancy or the dismissal of a disabled person or of an employee who is not a Czech citizen.
Collective Redundancies / Mass layoff rules
Collective redundancies are defined as dismissals for organizational reasons, within a 30-day period. The thresholds are 10 employees if the employer has 20-100 employees; 10% of employees if the employer has 101–300 employees; 30 employees if the employer has more than 300 employees.
The employer must inform the works council and trade union (or directly affected employees if there is no works council or trade union) of its intentions at least 30 days prior to giving notice of termination, and must enter into negotiations to reach a compromise or reduce the number of affected employees, etc.
Protected Groups of Employees
The employer may not give notice of termination during a ‘protection period’, i.e. where:
- an employee is temporarily unfit for work, or
- an employee is conscripted or released from work to exercise a public office, or
- during pregnancy, maternity or parental leave,
unless the termination is for organizational reasons due to the closure or relocation of the enterprise. There are several exceptions to this rule.
In the Czech Republic, managing directors are not considered employees, therefore labour law protection does not apply to them. Therefore, the relationship between the managing director and the company is of a commercial nature, not an employment one. An appointment as managing director may be revoked without stating any reason.
Statutory right to pay in lieu of notice or garden leave
- No unilateral right exists to pay in lieu of notice, but payment in lieu of notice can be agreed to in a termination agreement.
- Garden leave is not expressly regulated in Czech employment law but is increasingly commonly used in practice. The employer must pay the employee a so-called compensatory salary throughout this period.
- The notice period must be the same for both the employer and the employee and is at least 2 months.
- The notice period may be extended only by a contract between the employer and the employee; this contract must be in writing.
- The notice period begins on the first day of the calendar month following the delivery of the notice and ends on the last day of the next calendar month.
- There is no notice period in cases of immediate termination of the employment relationship (i.e. in particular if an employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime).
Post-Termination Restraints/ Restrictive Covenants
It is possible to include a non-competition clause in the employment contract. Non-competition clauses are regulated by Sections 310 / 311 of the Labour Code.
Under the Labour Code, a non-competition clause must be agreed in writing (as part of the employment contract or as a separate agreement) between the employer and the employee under which the employee is obliged to refrain from engaging in a gainful activity,
- which would be identical with the subject of the employer’s business or
- which would be of a competitive nature with respect to the employer’s business,
for a certain period after termination of employment, but not longer than for 1 year.
The competition clause may be agreed between the employer and the employee if this can be reasonably required of the employee, taking into account the nature of the information, know-how and technological practices the employee has gained during employment, the use of which in a competing activity could seriously hamper the employer’s business.
Monetary compensation from the employer must, as a minimum, equal half the employee’s average monthly salary (i.e. of the salary that the employee had prior to termination of the employment relationship) for each month during which the employee met the obligation not to compete stated in the clause.
In practice, non-compete covenants usually include an obligation on the employee to pay a contractual penalty in case of breach. Where no penalty is agreed, in practice it is difficult to enforce the con-compete covenant.
Non-competition clauses for Managing Directors
May be agreed in a performance agreement usually concluded with a member of a statutory body. The requirements set out in the Labour Code do not apply to managing directors unless explicitly agreed.
Redundancy/ Severance Pay
According to the Labour Code, an employee whose employment is terminated by notice given by the employer, is entitled to a severance pay depending on the length of their employment and/or the reason for dismissal, ranging from:
- 1 time the average monthly earnings for any dismissals for organizational reasons (including collective redundancies) where employment lasted less than 1 year,
- up to 12 times the average monthly salary for dismissals for health reasons.
- The parties may negotiate a larger severance payment, or the payment of severance pay in the case of dismissal for other reasons.
In 2019, the European Court of Justice stated that companies must set up a system to record the working time of their employees. Thus, employers are obliged to implement an objective, reliable and accessible system that allows recording of the daily workday performed by each employee.
Trade Unions/ Collective Agreements
ČMKOS is the dominant union confederation in the Czech Republic, although there are others. Around 15% of employees are union members
At least 45% of employees in the Czech Republic are known to be covered by collective bargaining. Under Czech law, collective bargaining can take place on both levels, most typical at company level and, less commonly, at industry level. The main goal of collective bargaining is to negotiate a collective agreement. Collective bargaining is more common in specific industries such as heavy industry, engineering, retail, education or healthcare.
Work councils are largely uncommon in Czech Republic, with trade unions being more popular. This is caused by the fact that under Czech law, work councils enjoy fewer rights than trade unions, the areas in which they have the right to be informed or consulted are limited to specific issues only.
Fixed Term Contracts
There are no legal requirements relating to a minimum term for which a fixed-term employment contract can be concluded in Czech Republic, but maximum term is 3 years and only 3 fixed-term employment contracts are allowed to be concluded in a row (i.e. 3×3 years).
Tax and Social Security
PERSONAL INCOME TAX
Income tax is calculated on the basis of the super-gross salary (= gross salary of the employee + social and health insurance contributions paid by the employer). The unified tax rate for 2022 is set at 15% for all-natural persons for annual income up to CZK 1,867,728. Any income above this is taxed at 23%.
Social security taxes are obligatory for an individual employed by a Czech company. Mandatory contributions are calculated from the individual’s gross remuneration, including most of employees’ benefits and allowances. Income that is subject to income tax is generally subject to contributions into the social security and health insurance system.
The contribution rates for the employer are 24.8% for social security and 9% for health insurance.
The contribution rates for the employee are 6.5% for social security and 4.5% for health insurance.
The maximum annual cap for the assessment base for calculation of contributions into the social security system is 48 times the average monthly wage per year (i.e. CZK 1,867,728 for 2022). This cap applies to both employees and entrepreneurs.
*The above rates serve as a broad guideline. Actual rates charged will differ.
- Salaries are normally paid on a fixed pay date by transfer to a bank account or directly to the employee in cash.
- The salary is payable for work carried out and is payable at the latest during the following month.
- Advance payments may also be agreed which can be paid to the employee before the fixed pay date.
- Wages can also be paid in a foreign currency if there is a current exchange rate fixed by the Czech National Bank
On the monthly salary payment date, the employer is obliged to issue to the employee a written document including information about individual salary components and deductions. Upon the employee’s request, all documents used to calculate the wage must be presented by the employer to the employee.
The statutory minimum is 4 weeks (20 working days) per calendar year (excluding public holidays).
Generally, longer holiday entitlements may be agreed in collective agreements. Certain groups of employees (in public administration and autonomous public bodies and contributory organisations) are entitled to 5 weeks, other groups (teachers and academic staff) to 8 weeks.
The employee is entitled to a proportional part of annual leave for every month of their employment with the same employer and this proportional part equals one-twelfth of annual leave for every calendar month of employment.
Employees become entitled to take a holiday after having worked for 60 days; however, if the employee works for a shorter time, they can take 1/12 of the total annual leave entitlement for every 21 days on which he carried out work in the relevant calendar year.
The period when holiday may be taken is determined by the employer as agreed with the trade union or the employee. Every employee is entitled to take at least 2 consecutive weeks of holiday.
Additional leave of 1 week is provided for specific groups of employees engaged in particularly hard work when an employee performs such work for the entire calendar year.
Carry Over Rules
Employees can carry over untaken leave to the next year’s annual leave. The employee will have to request any such carry over in writing.
In cases of employees’ temporary incapacity due to illness, injury or quarantine and in other cases in accordance with the regulations on sickness insurance:
- the employer must pay sickness benefits from the 4th to the 14th day of work incapacity (employees are not entitled to benefits for the first 3 days). The sickness benefit is equal to 60 percent of the employee’s average salary;
- from the 15th calendar day of their temporary incapacity for work, up to maximum of 380 calendar days calculated from the first day of the temporary incapacity to work or quarantine order, an employee is entitled to sickness benefit received from the government.
During the first 14 days of an employee’s inability to work, employers are permitted to check that the worker is following a physician’s instructions. If employees violate the prescribed regimen, employers can reduce sick benefits or, in the case of a gross breach, refuse to pay them at all.
Compassionate and Bereavement Leave
Governmental Decree No. 590/2006 Coll. sets out a list of events for which an employee must be granted paid time off (personal leave). These include medical examinations, weddings and the birth of a child, as well as deaths and funerals within the immediate family.
Other Rights for Leave of Absence
Employees are entitled to leave during their military training. The leave is paid by the military. Because military service is not compulsory in the Czech Republic, this provision only applies to persons who volunteer for the military training, and its practical impact is marginal.
Election to Office Leave
When an employee is elected to public office, the employer is required to permit the employee to assume public office and grant them unpaid leave not exceeding 20 days per year.
Maternity and Parental Leave
- In relation to childbirth and care of the newborn baby, a female employee is entitled to maternity leave for the period of 28 weeks; or in the case of the birth of multiple children, the entitlement to maternity leave increases to 37 weeks.
- A female employee shall go on her maternity leave, as a rule, at the beginning of the sixth week before the expected childbirth (confinement), but no earlier than the beginning of the eighth week before the expected confinement.
- If a child is stillborn, the female employee is entitled to maternity leave of 14 weeks.
- If the mother has worked at least 270 days in the last 2 years before the birth, she is entitled to a maternity benefit under sickness insurance, which is paid for the entire duration of maternity leave (at the rate of approximately 70% of daily salary), at least 6 weeks before the birth (not earlier than 8 weeks before the birth) within 6 months of the child’s birth.
- A female employee is not required to file any special application for maternity leave. It will suffice is she notifies her employer on her taking up of the maternity leave, using a statutory form signed by the relevant physician.
- During the time used by a female employee for her maternity leave her absence from work shall be excused, but the employee is not entitled to salary compensation, however, she is entitled to sickness insurance benefits.
- For the annual leave recognition purposes, maternity leave is considered as performance of work.
- If a female employee returns to her job upon termination of the maternity leave, the employer is required to assign to her the original work and workplace again. If that is impossible because the work has ceased or workplace has been cancelled, the employer shall assign another job to her, corresponding to their employment contract.
- The employer may terminate the employment of an employee on maternity leave only if the employer or its part is liquidated.
Parental leave may be granted, upon request, to a mother after the end of maternity leave or for the father after childbirth, or upon taking a child into their care, until the child reaches the age of 4. The employer is obliged to provide this leave under the Labour Code, but not after the child reaches the age of 3 years. Parental pay is available until the child reaches the age of 4 and/or until a total amount of up to CZK 300,000 is drawn.
For paternal postnatal care, the father is entitled to paternity leave if his name is stated on the birth certificate. Paternity leave corresponds to 14 days in relation to the care of a new-born child within 6 weeks after the birth of the child or from the date on which the child was taken into care. The date on which the father starts his paternity leave can be determined by each individual. The father is paid for the entire duration of paternity leave under sickness insurance (at the rate of approximately 70% of daily salary).
All employees on maternity/paternity/parental leave are subject to protection against termination.
The right to maternity or parental leave and related payments applies to female or male employees if these employees have taken a child into their care and are in the position of substituting parental care (including adoption, child custody, and guardianship). A female employee is granted maternity leave of 22 weeks from the day she takes a child into her care (31 weeks for two or more children), though this leave cannot extend beyond the child’s first birthday. Parental leave is the same as for birthparents.
- The Labour Code stipulates that an employee can be absent from work for caring for a child younger than 10 years of age and for providing care to a sick family member.
- If an employee caring for a child under 15 years of age, or another dependent person, requests shorter working hours or some other reasonable adjustment to the weekly working hours, the employer must comply with the request, unless serious operational reasons prevent it from doing so.
There are 13 bank holidays in the Czech Republic. Except for Good Friday and Easter Monday, the dates of the holidays are fixed. The “sliding holiday” concept is not applied, i.e. when a holiday falls on a Saturday/Sunday, the following Monday is a normal business day.
Working during national holidays is intended to ensure the continuity of the operations of individual organisations and companies. An employee who works during a national holiday will be entitled to extra pay in accordance with the law.
Benefits to the Employee in Czech Republic
In the Czech Republic, social security contributions provide funding for three separate funds:
- unemployment benefits, and
- sickness (together with other benefits).
The most common supplementary benefits for employees in the Czech Republic are:
- bonuses in terms of financial rewards
- professional trainings
- language courses and personal development
- the option to work from home
- additional days off (extra holidays, study leave, sick days)
- discounts on company products
- flexible working hours
- meal vouchers
- company phone
- company car or transport allowance
- insurance contributions
- refreshment/beverages at workplace
Visas and Foreign Workers
Foreigners from EU, Switzerland and EEA and their family members do not need an Employment permit nor a Residence permit.
Foreigners from third countries (except for some special categories of employees) require:
- Work Permit – in cases of seasonal work, for holders of a long-term residency permit for the purpose of business or applicants for international protection etc.
- Employee Card – for long-term residence in the territory of the Czech Republic where the purpose of the foreign national stay (longer than 3 months) is employment. Acts as both residence and work permit.
- EU Blue Card – for a long-term stay involving the performance of a highly skilled job. Acts as both residence and work permit.
Short-term Visa (stay up to 90 days) – Schengen Visa for Business Purposes
A Business Schengen Visa grants a stay in the Schengen Territory for a maximum of 90 days in any 180 days period (short stay visa). The following documents are typically required for a Business Schengen visa application:
- Visa application form, completed and signed.
- Two passport-sized photos, taken within the last 3 months, and according to the Schengen visa photo requirements.
- A passport valid for at least three months before departure.
- Round trip reservation or itinerary including dates and flight numbers specifying entry and exit from the Schengen area.
- Travel insurance policy, proving travel health insurance is in place for the whole Schengen territory, with a minimum coverage of 30,000 euros in case of any medical emergency as illnesses, accidents and even repatriation in case of death.
- Proof of accommodation for the duration of the stay in the Schengen area, such as e.g. a hotel booking, a rental agreement, or a letter of invitation from a host.
- Proof of the ability to be financially self-supported during the stay. Accepted documents include a bank account statement or a letter of sponsorship.
- Proof of paid visa fee.
- Cover letter, explaining the purpose of the visit to the Schengen country.
- A short profile of the applicants working place.
- Letter from employer, describing the purpose of the travel as well as the itinerary of the stay in the Schengen zone.
The application must be handed in personally at the appropriate embassy/consulate or its representative in the foreign national’s home country.
1. An Employee Card is a type of permit for long-time residence in the territory of the Czech Republic (CR) where the purpose of the foreign national’s stay (longer than 3 months) is employment.
2. Nationals from non-European countries can apply for an Employee Card if they offer skills and qualifications the country needs.
3. A foreign national who has an Employee Card is entitled:
- to reside in the territory of the CR and, at the same time,
- to work in the job for which the Employee Card was issued.
4. An Employee Card is of a dual nature in the sense that it entitles the foreign national to both reside in the territory of the CR and be employed. Therefore, the Employee Card replaces a visa for a stay of over 90 days for the purpose of employment, a long-term residence permit for the purpose of employment and a Green Card and these will no longer be issued.
5. An Employee Card is most often issued for the duration of the employer-employee relationship, for the validity of the recognition authority´s decision about employment permit or professional work, but not for more than 2 years, with an option to repeatedly extend its validity.
6. Submission of the application for an Employee Card at the Embassy is charged with an administrative free equal to CZK 5,000.
7. The following documentation must be included in the application for an Employee Card (originals or else officially authenticated copies of all attached documents must be submitted. All submitted documents in a foreign language must be submitted in their original version and with an officially certified translation into the Czech language. The required attachments to the application must not be older than 180 days, except for the travel document and the photograph of the foreign national):
- a valid travel document,
- a document confirming availability of accommodation,
- 1 photograph showing the current appearance of the foreign national,
- a contract of employment, stipulating the provision that regardless of the scope of work, the agreed monthly salary will not be lower than the basic monthly minimum wage and that weekly working hours will be at least 15 hours,
- documents proving the professional qualifications and/or required education for performance of the desired job,
- a Medical Report fulfilling the conditions set out in the measure of Ministry of Health on prevention of the spread of infectious illnesses
- upon request, a document similar to an extract from the Penal Register record.
8. With regard to professional qualifications, an Employee Card is intended for all types of employment regardless of the level of required professional qualifications. However, an Employee Card always relates to the specific job (there can also be more job positions at the same time) for which it was issued or, if applicable, to a job for which the Ministry of the Interior’s consent was granted due to previous legislation or which was notified by the foreign national as a new job position in connection with changing employer or job.
9. The validity of an Employee Card can be repeatedly extended, provided principally that the same conditions applicable to the original issue are met, and can be extended for the period for which a contract of employment or an agreement of work activity has been entered into but no more than 2 years at a time.
10. An application for extension of the validity of an Employee Card is to be filed at an office of the Ministry of the Interior. The application can be filed no sooner than 120 days before expiration of the validity of the current Employee Card and on the last day of the validity of the Employee Card at the latest.
After approval of an application for an Employee Card filed with an embassy of the Czech Republic, the foreign national needs a visa for a stay of over 90 days for the purpose of collecting an employee card (D/VR) for entering the Czech Republic. The foreign national is required to submit a travel medical insurance document and, upon request, proof of payment of the insurance premium. The foreign national submits this document to an embassy and the document is only required to confirm insurance for the period from the day of entry into the territory to the time when the foreign national is covered by the public health insurance according to the Public Medical Insurance Act – i.e. from the date, on which the visa was issued, to the commencement of the employment (as stated in the submitted documents). This visa is issued ex officio in the shortest possible time with validity for 6 months, but for a stay with the maximum duration of 60 days (with this period starting from the day of entry into the territory of the Czech Republic). After arriving to the territory of the Czech Republic, it is necessary to report to an office of the Ministry of Interior for the subsequent operations. e Card within a period of 90 days.
EU Blue Card
A foreign individual is entitled to lodge a Blue Card application, if they intend to stay in the Czech Republic for a period longer than 3 months and if they are to be employed at a position requiring a high level of skills. At the same time, this position must be, according to the Czech Employment Act, open to non-EU foreign nationals.
An application for an EU Blue Card must be filed personally by a foreign national at a Czech embassy or, in selected cases, at a MOI office inside the Czech Republic.
Blue Card application requirements are as follows:
1. a travel document,
2. a document confirming that accommodation has been ensured for the period of stay in the Czech Republic,
4. a contract of employment for the performance of a job requiring a high level of skills for a term of at least 1 year and for the weekly working hours defined by law; the contract must also contain the amount of the agreed gross monthly or annual salary equal to at least 1.5 times the average gross annual salary as stated by the Ministry of Labour and Social Affairs (MoLSA).
5. documents confirming the high level of skills (documents on attained education),
6. proof of travel medical insurance for the period from entering the CR until the day the individual falls under public health insurance, and, at the same time, proof of having paid the insurance fee stated on the proof of travel medical insurance,
7. upon request,
- a document similar to an extract from the Penal Register record,
- a Medical Report fulfilling the conditions set out in the measure of Ministry of Health on prevention of the spread of infectious illnesses.
8. The attachment must always be provided as originals or notarized copies of any documents. Any documents attached to the application must be in the Czech language or in the form of an official translation. Foreign public documents must be provided with an Apostille or super legalization.
If the holder of an EU Blue Card terminates their employment during the period of its validity, they are required to report this fact to the Ministry of the Interior within 3 working days. This obligation also applies in case of change in employer and start of a new employment which means a termination of the original employment. During the first 2 years of their stay, all these changes are subject to prior consent of the Ministry of the Interior.
An application for extension of validity of long-term residence permit (including Blue Card) shall be submitted no earlier than a period of 120 days before end of validity of the permit and at the latest on the last day of its validity.
The Ministry of the Interior makes a decision on an application for an EU Blue Card within a period of 90 days.
Getting a Tax Number
If a foreign national’s application for a residence permit is approved, the Ministry of the Interior of the Czech Republic (MOI CR) allocates the foreign national an identity number, if they have not been allocated one previously.
The Department for Asylum and Migration Policy of the MOI CR provides the foreign national with the identity number. The foreign national does not apply for the identity number as it is allocated and is usually entered into the permit card when issuing a residence permit.
If the identity number is not available when issuing the residence permit, the MOI CR subsequently enters it into the foreign national’s residence permit once it has been ascertained, or, if needs be, it sends a separate document on the allocation of an identity number by personal delivery and the identity number is entered into the residence permit during the foreign national’s next visit to the MOI CR offices.
If the holder of an identity number has no document on allocating an identity number (e.g. the document on the identity number has been lost), they can apply for verification of the identity number by filling in an application form for verification of the identity number and payment of an administrative fee of CZK 100 in the form of a stamp (kolek), which can be purchased at any post office.
Public Holidays in 2022
|1.||New Year’s Day||January 1st|
|2.||Good Friday||April 15th|
|3.||Easter Monday||April 18th|
|4.||May Day||May 1st|
|5.||Liberation Day||May 8th|
|6.||Saints Cyril and Methodius’ Day||July 5th|
|7.||Jan Hus Day||July 6th|
|8.||Czech Statehood Day||September 28th|
|9.||Independence Day||October 28th|
|10.||Freedom and Democracy Day||November 17th|
|11.||Christmas Eve||December 24th|
|12.||Christmas Day||December 25th|
|13.||Second Day of Christmas||December 26th|