Other upcoming changes to the Labour Code

It is expected that this amendment could apply in force as early as the beginning of 2025.

Main changes:

• Extension of the trial period by mutual agreement between the employee and the employer to 4 months, for managerial employees to 8 months (currently the maximum trial period for regular employees is 3 months, for managerial employees 6 months);
• to repeat the extension of the employment relationship with an employee who has been recruited as a replacement for an employee on maternity and parental leave - the maximum limit of such a fixed-term employment relationship will be 9 years;
• return from parental leave to the same job and workplace within 2 years of the child’s birth;
• the possibility for employees on parental leave to carry out the same type of work for the same employer under a work performance agreement or a work activity agreement as before taking parental leave;
• change in the rules for giving notice of termination of employment - the notice period could start from the date of delivery of the notice to the other party; shortening the notice period to 1 month in the case of termination for breach of work discipline or failure to meet the legal prerequisites and requirements of the employer for the performance of work; the employee will be entitled to a one-off compensation from the employer’s compulsory insurance in the case of termination for health reasons;
• allowing minors aged 14 and over, including those who have not completed compulsory schooling, to carry out certain types of work during the main summer holidays;
• the possibility to pay the employee, with his/her consent, wages, salary or part thereof in an agreed foreign currency.

Author: Martina Farářová, HR & Payroll Services, Manager