Soupis detailů zaměstnance
Pracovní poměr je založen na pracovní smlouvě mezi zaměstnavatelem a zaměstnancem, není-li stanoveno jinak zákoníkem práce. Obsazení pracovního místa vzniká jako důsledek pracovní smlouvy nebo jmenování. V soukromém sektoru je pracovní poměr stanoven prostřednictvím pracovní smlouvy , protože jmenování do úřadu se používá pouze v případě státních zaměstnanců na úrovni vedoucích pracovníků. Pracovníci v soukromém sektoru jsou přijímáni na základě pracovní smlouvy /dohody, dohody o provedení práce nebo dohody o pracovní činnosti. V českém zákoníku práce je zakázáno uzavírat ústní smlouvy a je vyžadováno, aby pracovní smlouva měla písemnou formu. Pracovní smlouva může být uzavřena na dobu určitou nebo neurčitou.
Zaměstnavateli může být uložena pokuta až do výše 10 milionů korun za to, že neuzavřel pracovní smlouvu písemně. Pracovní smlouva musí obsahovat informace o ( i ) druhu práce, pro kterou byl zaměstnanec přijat, ( ii )místo výkonu práce, kde bude zaměstnanec práci vykonávat; a ( iii ) datum nástupu do práce.
Zaměstnanec a zaměstnavatel by měli oba obdržet jedno vyhotovení pracovní smlouvy. Pokud pracovní smlouva neobsahuje údaje o právech a povinnostech vyplývajících z pracovního poměru, je zaměstnavatel povinen o nich informovat zaměstnance písemně do jednoho měsíce od zahájení pracovního poměru. Zaměstnavatel musí také informovat zaměstnance písemně, pokud dojde ke změně těchto údajů. Písemnost musí obsahovat následující údaje: i. celé jméno zaměstnance a jméno a název a sídlo zaměstnavatele, je-li právnickou osobou, nebo jméno, popřípadě jména a příjmení a adresu zaměstnavatele, je-li fyzickou osobou;
ii. bližší určení druhu práce a místo výkonu práce;
iii. délka dovolené za kalendářní rok;
iv. výpovědní lhůta pro ukončení pracovního poměru;
v. týdenní pracovní doba a její rozvržení;
vi. údaj o mzdě nebo platu a způsobu odměňování, splatnosti mzdy nebo platu, termínu výplaty mzdy nebo platu, místu a způsobu vyplácení mzdy nebo platu, a
vii. informace o kolektivních smlouvách, které upravují pracovní podmínky zaměstnance Je-li doba trvání pracovní poměru kratší než jeden měsíc, zaměstnavatel není povinen písemně informovat pracovníka o jeho právech a povinnostech vyplývajících z pracovního poměru.
Zdroj: § 30 - 37 zákoníku práce č. 262/2006
Ukončení pracovního poměru
Czech law allows an employment relationship to end only by a limited set of methods:
● by agreement,
● by notice,
● by immediate termination,
● by termination during probation,
● by expiry of a fixed term, or
● In special cases, such as the death of the employee or specific residence/work-permit situations for foreign nationals.
By agreement, the employer and employee end the employment on a date they set in a written document. A reason is not required, but where the employee requests it, the employer must state the reason.
By notice, the employment ends after a notice period. The employee may give written notice without cause. The employer may give notice only for reasons laid down by law, in particular organisational measures (closure, relocation, redundancy), long-term health unsuitability or health damage linked to work, loss of necessary legal prerequisites or sustained failure to meet performance requirements despite prior written warning, and misconduct (serious or repeated breaches of duties, or an especially gross breach of specific statutory duties).
The employer is barred from giving notice during defined protection periods such as temporary incapacity for work (with limited exceptions), pregnancy, maternity leave, paternity leave and the corresponding period of parental leave, and some other protected situations.
Immediate termination is an exceptional instrument. The employer may use it only if the employee has been finally convicted of a serious intentional criminal offence with a minimum unconditional prison sentence, or if the employee has especially grossly breached duties arising from legal regulations related to the work performed. It must be written and justified, and is not allowed for pregnant employees or those on maternity or equivalent parental leave. The employer must respect strict time limits from learning of the reason and from the underlying conduct.
The employee may also terminate with immediate effect if a medical opinion (or its review) states that continuing work would seriously endanger the employee’s health and the employer does not transfer the employee to suitable work in time, or if the employer fails to pay wages, salary or wage compensation (or any part) within the statutory period after the due date. In that case, the employee is entitled to compensation equal to average earnings for the length of the notice period that would otherwise apply.
During a valid probation period, either party may end the employment in writing for any reason or without stating a reason. The employment ends on delivery of the notice, or on a later date specified in it. The employer may not end employment in probation during the first fourteen calendar days of the employee’s temporary incapacity for work. A fixed-term employment ends on expiry of the agreed period, but may also be ended by agreement, notice, immediate termination or termination during probation under the same rules as an open-ended contract. If the employee continues working after the fixed term with the employer’s knowledge, the relationship is treated as open-ended.
Collective dismissals
Collective dismissal exists where, within thirty calendar days, employment ends for at least a legally defined minimum number of employees by notices given for organisational reasons, depending on the size of the employer. If at least five employees are affected, employees whose employment ends by agreement for the same reasons in the same period are also counted.
In these cases, the employer must, in good time, in writing, inform and consult the trade union and/or works council about the reasons, numbers and structure of the affected employees and of all employees, the timing, the selection criteria and the severance and related measures. The employer must also notify the competent Labour Office of the planned measures and later of the final decision and consultation results. As a rule, employment of affected workers may end by notice no earlier than thirty days after the Labour Office receives the employer’s written report, unless the employee agrees to an earlier end. Where there is no trade union or works council, these duties are owed directly to the employees.
Misconduct/Gross misconduct
The law does not use the term “gross misconduct,” but distinguishes between especially gross breaches of obligations, serious breaches, and repeated less serious breaches.
An “especially gross breach of duties” arising from legal regulations related to the work performed allows immediate termination by the employer and also supports notice based on misconduct grounds. Serious breaches and repeated less serious breaches after a written warning allow notice for misconduct. The duties in question include, in particular, proper performance of work in line with instructions and legal and internal rules, compliance with safety and health protection rules, protection of the employer’s property and respect for the employer’s legitimate interests, as well as specific duties such as compliance with prescribed regimes during incapacity. Whether a given act is especially gross or serious is assessed by the courts, case by case.
Invalid termination and remedies
Termination (by notice, immediate termination, probation termination or agreement) is invalid if it is not in writing or not properly delivered, if the legal reason for employer’s notice is missing, false or does not correspond to reality, if notice is given in a protection period without a lawful exception, if required procedural conditions such as union consent for protected representatives are not met, or if the termination is discriminatory or retaliatory.
Both employer and employee may ask a court to declare termination invalid within two months from the day the employment should have ended; after that deadline, the termination is treated as effective even if it was unlawful.
If the employer has terminated the employment invalidly and the employee promptly notifies the employer that they insist on continued employment, the employment relationship continues as if it had not been ended. The employer must assign work and pay compensation equal to average earnings (and corresponding annual leave entitlement) from the day the employment should have ended until the day the employer actually allows the employee to return to work or the employment later ends validly. The court may reduce compensation for the period after six months if paying the full amount would be unreasonable.
If the employee does not insist on continued employment, the law treats the employment as having ended by agreement on the date when it would have ended under the defective termination, and the employee is entitled only to compensation equal to average earnings for the length of the notice period.
If the employee terminates invalidly and the employer insists on continued work, the employment continues, and the employer may claim damages caused by the employee’s failure to work from the day of the demand; if the employer does not insist, the employment is treated as having ended by agreement on the date indicated in the invalid termination and the employer cannot claim damages. For an invalid termination agreement, the employee’s entitlement to wage compensation is assessed in the same way as for invalid notice by the employer, while the employer cannot claim damages because of the invalid agreement.
Source: §48-49, 52-66 & 69-73 of Labour Code No. 262/2006; Act No. 120/2025 Coll., amending Labour Code No. 262/2006, 2025
