Quick legal advice
Part-time jobs are often arranged under agreements for the performance of work (DPP) or agreements on work activities (DPČ). Each type of agreement has slightly different rules—and, consequently, different options for taking vacation or time off. It therefore depends on the nature of your contractual relationship.
Starting January 1, 2024, part-time workers employed under a contract for the performance of work (DPP) or a contract for work activities (DPČ) are also entitled to paid vacation. To be eligible, the agreement must have been in effect continuously for at least 28 calendar days during the given calendar year, and the employee must have worked at least 80 hours for vacation purposes. For both types of agreements, a notional weekly working time of 20 hours is used to calculate vacation entitlement. During the period of vacation, the part-time worker is entitled to compensation equal to their average earnings under the agreement. If the statutory conditions are not met, the employee may agree with the employer on unpaid leave.
In addition to vacation, a part-time worker may also agree with the employer on unpaid leave. However, for DPP and DPČ contracts, the statutory rules regarding overtime and compensatory time off for overtime do not apply as they do for employees under an employment contract. If a part-time worker works beyond the originally scheduled scope, this may not constitute overtime in the legal sense. They are entitled to the agreed-upon compensation for the work performed. At the same time, the Labor Code grants employees working under an agreement, under certain conditions, additional pay or compensatory time off, for example, for working on a holiday. It is advisable to agree with the employer in advance on the possibility of taking additional time off.
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