On Friday 7 March, the Chamber of Deputies approved the so-called flexible amendment to the Labour Code. If this version successfully passes the remaining part of the legislative process, it will mean for employers and employees in the future, among other things:
- The possibility to negotiate a probationary period of up to 4 months and, in the case of managerial employees, up to 8 months.
- The notice period will start once notice is delivered to the other party, not from the first day of the following month. If the reason for termination of employment by the employer is a breach of the employee’s duties, a notice period of one month will be applicable.
- Employees on parental leave will be able to carry out the same work for their current employer as they did before taking parental leave based on an agreement on work activity or agreement to perform work.
- If the employee returns from parental leave before the child reaches the age of two, the employer must ensure that the employee returns to the same job they had before taking parental leave.
- Children aged 14 and over will be able to work during the summer holidays even if they have not yet completed compulsory schooling.
In contrast, an amendment that would have allowed employers to terminate employment without giving a reason did not pass. Employers will therefore be still obliged to give notice to employees only if one of the statutory reasons is met.
The amendment is due to come into force on the first day of the second month after its publication in the Collection of Laws, so it will probably come into force in one of the summer months.
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If you have any questions about this topic, please contact the authors of this article – Dana Provázková a Michal Zahradník.
This document is a general communication and should not be regarded as legal advice on any specific matter.
