What does the flexible amendment to the Labour Code in 2025 bring?

The amendment to the Labour Code is intended to significantly increase the flexibility of labour relations - faster terminations, longer probationary periods, more flexible employment of workers on parental leave or minors aged 14 and over. Read how the new changes from 1 June 2025 will affect employers and employees.

Extension of the probationary period

Employers can now set a probationary period of up to four months for ordinary employees and up to eight months for managers. On the one hand, this gives more time to assess new employees, but on the other hand it means a longer period when employment can be terminated without giving a reason.

Faster termination of employment

The notice period will start immediately upon receipt of the notice, not from the first day of the following month.

For employees who have seriously breached work discipline, the notice period will be reduced from two months to one.

Flexible working hours

Employees will be able to plan the start and end of their shifts independently by agreement, provided they keep to the set number of hours in the compensation period (26 or 52 weeks). This arrangement has so far only been possible for teleworking.

Return from parental leave

The new regulation of the Labour Code allows companies to take advantage of parents' work experience and support them during childcare. What does flexinovela bring?

Alignment of the rights of registered partners

Registered partners now have the same rights as spouses - for example, in the event of work interruptions due to family events. This change has already had an impact on tax credits and deductions.

Employment of minors from the age of 14

The amendment allows minors to work legally one year earlier than before if they are doing light work (e.g. in administration or catering) during the main holidays. The current limit is 7 hours per day and 35 hours per week. If you are planning to get help from teenagers for summer jobs, you can also do without written parental consent.

The possibility of being paid in a foreign currency

The range of employees who can be paid in a foreign currency is expanding - for example, if the employee has a place of work or permanent residence abroad or is a foreigner with a specific work permit. The payment of wages in foreign currency (in euros, dollars or other common world currencies) is always subject to the employee's consent and must follow the current exchange rate of the Czech National Bank.

Obligation to keep electronic records of accidents

From 1 July 2025, you will have to enter any workplace injury into an online system managed by the Ministry of Labour and Social Affairs. By accessing anonymised statistics on injuries in your industry, you will have a better overview of potential risks.

End of medical examinations for non-hazardous occupations

The amendment abolishes the obligation to carry out initial occupational medical examinations for workers who carry out non-hazardous work in the so-called first category. This applies, for example, to administrative workers and other similar positions. In these cases, the examination will be voluntary and can be requested by both the employer and the job applicant.

However, for high-risk jobs, you are still obliged to send employees for regular health assessments.

Earnings from registering with the employment office

There are also new developments with regard to earning extra money while registered at the employment office. The amount of monthly income and the reporting obligation are changing. You can read the details directly in this article.

Putting the news into practice

The amendments to the Labour Code may mean that you need to amend your employment contracts, revise internal regulations and adjust or introduce new processes. Not sure how to reflect the new labour law in your payroll accounting? Contact us using the contact form below.