Who is a person with a disability?
The employment of persons with disabilities is an important topic not only from the perspective of employment law, but also from the perspective of corporate social responsibility. In the Czech Republic, support for the employment of disabled people is regulated in several legal provisions, in particular the Labour Code and the Employment Act.
According to the Employment Act, there are two basic categories:
1. Persons with disabilities (PWD)
This includes persons who have been recognised as disabled in 1st, 2nd or 3rd degree or who have a decision on disability according to a medical opinion. These people often have a limited ability to do certain types of work, which is taken into account in their employment.
2. Persons with disabilities (PWD)
These are people who, although not recognised as disabled, have a medical condition that severely limits their ability to work. The status of PWD is granted by the Labour Office on the basis of an assessment by a medical expert. Work for disabled persons is therefore often specifically adapted to their capabilities and health limitations.
It is very important for the state, employers and jobseekers themselves to distinguish between these categories, as many measures, instruments and financial contributions are linked to them.
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Where can people with disabilities look for work?
There are jobs for disabled people and people with disabilities, you just sometimes won’t find them in traditional job ads. The first and most logical step is to contact the Job Centre. They have specialist staff in each district who have an overview of vacancies suitable for PWDs and can advise on retraining, support and possibly setting up a sheltered job.
In addition to the employment offices, there are also so-called employers on the protected labour market in the Czech Republic. These are companies where people with disabilities make up more than 50% of the workforce. These businesses, often in light manufacturing, assembly, cleaning or services, are an excellent choice for those looking for a work environment with adapted arrangements and support.
What’s more, the path to working from home is increasingly opening up. People with physical limitations, chronic illnesses or mental health problems can work part-time as clerical workers, customer service operators, translators, e-shop managers or editors. Working from home can be an excellent opportunity for PWD to combine work life with the specifics of their health condition.
What does the law say about employing people with disabilities?
The Employment Act states that any employer with more than 25 employees is required to employ at least 4% of disabled people. This obligation can be met in three ways: either you employ PWDs directly, you take products or services from a sheltered workshop (so-called substitute performance) or you pay a so-called levy to the state budget.
However, the law also takes into account that employment of PWD may require modifications to the working environment or other arrangements. Therefore, it allows for the creation of a so-called protected workplace.
What is a sheltered workplace?
A sheltered workplace is a workplace that is set up specifically for a person with a disability, taking into account their needs. This can be a modification of the workplace (e.g. wheelchair access, height-adjustable desk, special software), a change in working hours or job description. It is therefore not a ‘second-class’ position, but a place where the employee is enabled to reach his or her full potential despite a disability.
The law states that a sheltered workplace can be established either by the employer on the basis of an agreement with the labour office or as a so-called self-employed activity of a person with a disability. In such a case, the allowance can also be granted to the entrepreneur if he is himself a person with a disability and creates the job for himself.
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How does the state support the creation of protected jobs?
Establishing a sheltered workplace is a step that not only helps employees with disabilities, but also makes sense from the employer’s point of view. The state strongly supports such a decision. The Labour Office can make a one-off contributionto the employer for the establishment of a sheltered workplaceof up to eight times the average wage in the national economy, provided that the position is occupied by a person with a disability for at least three years. In 2025, this could amount to approximately CZK 339 000.
If the worker has a more severe disability, the allowance can be up to 12 times the average wage. If the employer creates ten or more of these jobs at the same time, the contributions can rise to ten or fourteen times that amount.
In addition, the employer can draw a monthly wage contribution of up to CZK 17 300 per month for a disabled employee. In the case of a person with a disability (PWD), the maximum monthly allowance is CZK 5 000. In addition, a flat-rate allowance of CZK 1 000 for overheads and up to CZK 48 000 per year for operating costs associated with the job can be obtained. Such support can significantly reduce the employer’s costs and at the same time enable persons with disabilities to enter the labour market.
What are the benefits for employers?
Many companies are concerned that employing people with disabilities will be difficult or expensive. The opposite is true. In addition to financial support from the state, the employer usually gets a loyal worker who values the job and often performs very well in it. Moreover, the company naturally becomes socially responsible, which is not only a moral but also a business advantage nowadays.
The experience of employers who already work with PWDs shows that they are often not people with lower productivity, but rather employees who compensate for their limitations with high commitment, diligence and loyalty.
Working for disabled and disadvantaged people is not a charity. It is an investment in society, in human potential and in company culture. The law provides both a framework and tools for employers and individuals. It is up to us whether we choose to take advantage of it.
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Summary
The employment of people with disabilities (PWD) and the disabled (PWD) is an important step towards a more inclusive society. Although people with PWD, PWD/P or PWD often face prejudices and barriers, there are many ways to access employment – from the help of employment agencies, to employers in the sheltered market, to working from home. The Employment Act obliges companies with more than 25 employees to employ 4% of PWD, and the state actively supports their inclusion – contributions for the establishment of a sheltered workplace can reach up to CZK 593,000 in 2025, with a monthly wage allowance of up to CZK 17,300. For employers, this means not only lower costs but also a gain of motivated and loyal workers. Employing PWD is not charity, but a win-win investment.
