{"id":1253,"date":"2025-04-06T09:57:00","date_gmt":"2025-04-06T07:57:00","guid":{"rendered":"https:\/\/intras.cz\/?post_type=novinky&#038;p=1253"},"modified":"2025-04-06T09:57:01","modified_gmt":"2025-04-06T07:57:01","slug":"flexi-amendment-to-the-labour-code-greater-freedom-greater-responsibility-are-you-ready","status":"publish","type":"novinky","link":"https:\/\/intras.cz\/en\/news\/flexi-amendment-to-the-labour-code-greater-freedom-greater-responsibility-are-you-ready\/","title":{"rendered":"Flexi Amendment to the Labour Code: Greater Freedom, Greater Responsibility. Are You Ready?"},"content":{"rendered":"\n<h3 class=\"wp-block-heading\">While employers are getting used to the changes effective from August 2023, legislation isn&#8217;t resting.<\/h3>\n\n\n\n<p>A new extensive amendment to the Labour Code, informally referred to as the <em>Flexi Amendment<\/em>, is on the table. It introduces a number of important changes aiming at greater flexibility \u2013 in employment relationships, working time arrangements, and agreement options.<\/p>\n\n\n\n<p>\ud83d\udc49 <strong>Important note upfront<\/strong>: The Flexi Amendment has not yet been approved, but it is expected to take effect in the second month following its publication in the Collection of Laws. The exact date is still unknown.<\/p>\n\n\n\n<p>For employers who want to stay prepared, here\u2019s a summary of key changes and their practical impacts:<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">1. <strong>Self-scheduling of Working Time: Flexibility with Rules<\/strong><\/h3>\n\n\n\n<p>One of the most visible changes appears in the new Section 87a of the Labour Code. The amendment allows employees \u2013 based on a written agreement with the employer \u2013 to schedule their own working hours, not only when working from home but also on-site.<\/p>\n\n\n\n<p><strong>What does this mean in practice?<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees can choose when to start and end their workday.<\/li>\n\n\n\n<li>The length of a single shift must not exceed 12 hours.<\/li>\n\n\n\n<li>The schedule must be known in advance \u2013 usually at least one week ahead.<\/li>\n\n\n\n<li>Employees must keep records of their working time (e.g. in an attendance system).<\/li>\n\n\n\n<li>Rest periods, breaks, and the ban on overtime without employer consent still apply.<\/li>\n<\/ul>\n\n\n\n<p>\u26a0\ufe0f <strong>Note:<\/strong> This is not an entitlement. Self-scheduling is only possible based on agreement, and only where it makes sense.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">2. <strong>Probation Period up to 4\/8 Months + Option for Extension<\/strong><\/h3>\n\n\n\n<p>Until now, the probation period was limited to 3 months (or 6 months for managerial staff). The Flexi Amendment proposes an extension:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Regular employees: up to 4 months<\/li>\n\n\n\n<li>Managers: up to 8 months<\/li>\n<\/ul>\n\n\n\n<p>It will newly be possible to <strong>extend the already agreed probation period in writing<\/strong>, during its course \u2013 for instance, if work was interrupted due to leave, obstacles, or unexcused absence.<\/p>\n\n\n\n<p><strong>Practical impact:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Strengthens contractual freedom between parties<\/li>\n\n\n\n<li>Allows employers to better &#8220;test&#8221; new employees in demanding roles<\/li>\n\n\n\n<li>Increases the importance of proper HR documentation \u2013 who, when, why, and for how long an extension was granted<\/li>\n<\/ul>\n\n\n\n<p>\u27a1\ufe0f If a regular employee becomes a manager during the probation period, the period can be extended (again by agreement) up to 8 months.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">3. <strong>Fixed-term Contracts \u2013 More Flexibility for Parental Substitutes<\/strong><\/h3>\n\n\n\n<p>The current \u201c3&#215;3 rule\u201d (max. 3 years, max. 3 renewals) remains in place, but the amendment introduces an important exception:<\/p>\n\n\n\n<p>For replacements of employees on <strong>maternity, paternity, or parental leave<\/strong>, or leave under \u00a7217 para. 5 of the Labour Code (i.e., post-maternity leave), it will be possible to agree on <strong>repeated fixed-term contracts without a limit on the number of renewals<\/strong>.<\/p>\n\n\n\n<p>However, the <strong>total duration<\/strong> of such employment relationships must <strong>not exceed 9 years<\/strong>.<\/p>\n\n\n\n<p><strong>Why is this important?<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Enables employers to fill roles flexibly based on actual return of parents from leave<\/li>\n\n\n\n<li>Reduces the need to terminate and re-establish contracts for formal reasons<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">4. <strong>Return from Parental Leave: Clearer Employee Protection<\/strong><\/h3>\n\n\n\n<p>The amendment clarifies Section 47 of the Labour Code. Employers will be obliged to reinstate the employee to their <strong>original position and workplace<\/strong> if they return from parental leave <strong>before the child reaches 2 years of age<\/strong>.<\/p>\n\n\n\n<p><strong>What is \u201coriginal work\u201d?<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The specific type of work stated in the contract (e.g., \u201cpayroll accountant,\u201d not \u201caccounting work\u201d)<\/li>\n\n\n\n<li>At the same workplace \u2013 if this is not possible (e.g., department no longer exists), the employer must offer a suitable role in line with the employment contract<\/li>\n<\/ul>\n\n\n\n<p>\u27a1\ufe0f Employers will need to define job descriptions more precisely and communicate transparently with employees on parental leave.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">5. <strong>New Start of Notice Period: Shortened by Several Weeks<\/strong><\/h3>\n\n\n\n<p>Under the proposed change, the notice period will <strong>start on the date the notice is delivered<\/strong>, not from the 1st day of the following month.<\/p>\n\n\n\n<p><strong>Practical impact:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Speeds up termination of employment<\/li>\n\n\n\n<li>Notice period could end 2\u20133 weeks earlier<\/li>\n\n\n\n<li>Both employers and employees will need to plan exits more precisely<\/li>\n<\/ul>\n\n\n\n<p>\u27a1\ufe0f <em>Example<\/em>: Notice delivered on 17 June \u2192 notice period ends on 17 August (previously it would end on 31 August).<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">6. <strong>DPP and DP\u010c: New Rules for Records, Insurance, and Taxation<\/strong><\/h3>\n\n\n\n<p>The amendment changes parameters for <strong>Agreements on Work Performed Outside Employment (DPP)<\/strong> and <strong>Agreements on Work Activity (DP\u010c)<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sickness insurance for DPP arises when earnings exceed CZK 11,500\/month (25% of average wage)<\/li>\n\n\n\n<li>For DP\u010c, the limit remains CZK 4,500<\/li>\n\n\n\n<li>The planned \u201cregistered agreement\u201d regime is abolished, but record-keeping for DPPs remains mandatory<\/li>\n<\/ul>\n\n\n\n<p><strong>Tax changes:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Income under the limit will be taxed using a <strong>withholding tax<\/strong><\/li>\n\n\n\n<li>Income above the limit will switch to <strong>advance tax<\/strong> (no tax relief unless the tax declaration is signed)<\/li>\n<\/ul>\n\n\n\n<p>\u27a1\ufe0f These changes affect payroll calculations, wage costs, reporting, and payroll accounting. It is recommended to review payroll systems and train payroll staff.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">7. <strong>Work for Minors<\/strong><\/h3>\n\n\n\n<p>Youth from age 14 will be allowed to perform light work during summer holidays. Many will welcome this as a chance to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Develop healthy work habits<\/li>\n\n\n\n<li>Learn the value of work<\/li>\n\n\n\n<li>Earn money and learn to manage it<\/li>\n<\/ul>\n\n\n\n<p><strong>Examples of acceptable light work:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Camp counselors and animators<\/li>\n\n\n\n<li>Hospitality work (excluding sale of alcohol or cigarettes)<\/li>\n\n\n\n<li>Basic admin work<\/li>\n\n\n\n<li>Delivery services<\/li>\n\n\n\n<li>Car washing<\/li>\n\n\n\n<li>Cinema attendants<\/li>\n\n\n\n<li>Private tutoring<\/li>\n\n\n\n<li>Housekeeping<\/li>\n\n\n\n<li>Multimedia design\/graphic work, etc.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">8. <strong>Shortened Notice Period in Certain Cases<\/strong><\/h3>\n\n\n\n<p>The notice period is shortened to <strong>one month<\/strong> when dismissal is due to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Violation of work discipline by the employee<\/li>\n\n\n\n<li>Employee\u2019s failure to meet legal or employer requirements for the job<\/li>\n<\/ul>\n\n\n\n<p>It also applies if employment is terminated due to <strong>long-term health incapacity<\/strong> resulting from:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Occupational injury<\/li>\n\n\n\n<li>Occupational disease<\/li>\n\n\n\n<li>Risk of such disease<\/li>\n<\/ul>\n\n\n\n<p>In these cases, the employee will newly receive a <strong>special compensation<\/strong> paid from <strong>employer liability insurance<\/strong>. The amount will equal the current severance pay \u2013 <strong>12 times the average monthly earnings<\/strong>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83d\udcc5 When will the amendment take effect?<\/h3>\n\n\n\n<p>The Flexi Amendment is currently in the legislative process. If approved, it is expected to become effective <strong>two months after publication<\/strong> in the Collection of Laws.<\/p>\n\n\n\n<p>However, employers are advised to follow the golden rule: <strong>It pays more to be prepared than to react at the last minute.<\/strong><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\u2705 What can you do now?<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Map who will be affected<\/strong> (e.g., contractors, parents on parental leave, managers)<\/li>\n\n\n\n<li><strong>Prepare draft updates<\/strong> of employment contracts, internal policies, and agreements<\/li>\n\n\n\n<li><strong>Inform managers, HR, and payroll staff<\/strong> about the upcoming changes<\/li>\n\n\n\n<li><strong>Monitor legislative developments<\/strong> \u2013 so you know when it really takes effect<\/li>\n<\/ul>\n\n\n\n<p>At <strong>Intras Consulting<\/strong>, we\u2019re ready to support you with these changes \u2013 whether through consulting, templates, or training.<\/p>\n\n\n\n<p>\ud83d\udc49 Follow our profile for more updates and feel free to contact us to learn how these changes affect your company specifically.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>While employers are getting used to the changes effective from August 2023, legislation isn&#8217;t resting. A new extensive amendment to the Labour Code, informally referred to as the Flexi Amendment, is on the table. It introduces a number of important changes aiming at greater flexibility \u2013 in employment relationships, working time arrangements, and agreement options. [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1253","novinky","type-novinky","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Flexi Amendment to the Labour Code: Greater Freedom, Greater Responsibility. 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