As of 1 June 2025, major changes to the Labour Code, known as “flexinovela”, came into force. They are intended to make the Czech labour market more flexible, more modern and better adapted to real life – whether it is faster notice, the possibility to work during parental leave or part-time jobs for minors. Inspired by Germany, Austria and Denmark, the amendment brings changes that will affect everyone: employees, employers and parents returning to work. Let’s take a look at the highlights.
Flexinovela, as the current amendment to the Labour Code is called, is not just another “technical” intervention in labour law. It is an effort to adapt the Czech labour market to the reality of the 21st century – a time when people are changing jobs more frequently, combining work with childcare and expecting flexibility, but also greater legal certainty.
The amendment aims to strike a balance between the interests of employees and employers. While companies need to react flexibly to economic developments and fill positions more quickly, employees have the right to protection, fair conditions and to return to work after a longer break. Flexinovela takes inspiration from proven models from abroad – for example Germany or Denmark – where flexibility is combined with an emphasis on fair treatment and equal opportunities.
The amendment is also based on practical experience from recent years: the pandemic, changes in the labour market and the need to support the employability of parents, young people or people after injuries. The result is a comprehensive change that came into force on 1 June 2025 and affects millions of employees and tens of thousands of employers.
One of the most visible changes brought about by flexinovela is the modification of the rules for the running of the notice period. And it’s a change that will be seen in practice by everyone who decides to give notice – or receives it. The new notice period will not start on the first day of the following month, as it did before, but on the day the notice is delivered.
What does this mean in practice? If an employee gives notice on 12 June, the two-month notice period will start on that day and end on 12 August. This significantly shortens the wait for the opportunity to change jobs – whether due to dissatisfaction, a career move or a better offer. As well, employers can react more quickly to operational changes and fill vacancies sooner.
The two-month notice period remains in place, except in cases of breach of employment duties or failure to comply with legal requirements, where it can be reduced to one month. And if both parties agree on a different notice period (for example, longer or with a different start date), the law now allows this – but only in writing and on equal terms.
The amendment to the Labor Code brings new options and obligations from June 1, 2025. We will prepare a complete revision of your work documents to ensure that everything complies with the applicable legislation and allows you to fully utilize the new flexibility.
The probationary period is a period when both the employee and the employer can “test” whether the cooperation suits them. Flexinovela extends it – it can now last up to 4 months for regular employees and up to 8 months for managerial positions. Importantly, there is still a restriction: the probationary period must not exceed half the agreed duration of the employment relationship.
A major new feature is the possibility of an additional extension of the probationary period by written agreement if it falls below the statutory maximum. The rules for automatic extension of the probationary period have also been clarified – it is now extended by full working days when the employee has not worked a single shift due to an obstacle at work, a holiday or an unexcused absence.
All this gives both parties more flexibility. For example, if an employee has not worked for part of the probationary period due to illness, the employer has more time to assess the employee’s performance. And the employee has more time to adapt. As a result, it should be easier to start working together and there should be less risk of a hasty termination.
The changes apply only to contracts concluded after 1 June 2025 – earlier agreements are governed by the old rules.
Flexinovela significantly strengthens the position of parents returning to work after parental leave. The key change is that if an employee returns to work before their child’s second birthday, they are entitled to return to their original position and workplace – literally ‘back in the same chair’. Until now, this guarantee only applied after maternity leave, which in practice often led to uncertainty and concern about where the returning parent would actually return.
The amendment also explicitly allows a parent on parental leave to perform the same type of work for his or her employer if he or she has negotiated a performance of work agreement (PPA) or a contract of employment (CLA) with the employer. This is a major change – previously this was not possible and parents often had to earn extra money elsewhere or ‘on the side’. Now it is possible to earn extra money legally and within the same industry and employer.
This new flexibility brings mutual benefits – the employee does not lose contact with the profession and colleagues, and the employer can use his or her experience, for example, on a part-time basis.
From 1 June 2025, pupils as young as 14 can legally take up summer jobs – even if they have not yet completed compulsory schooling. The amendment thus responds to the reality that many teenagers are trying to earn extra money during the holidays, get work habits and get their first work experience.
However, there will be rules for teenage jobs. They can only work during the main summer holidays (the exact dates of which are set each year by the Ministry of Education) and only if the work is so-called light work that does not endanger the health, education or moral development of the minor. Typically, these are menial jobs in administration, cafés, cinemas, camps or even managing social networks.
The written consent of the legal guardian – usually the parent – and an initial medical examination by the employer’s contracted doctor are also conditions.
Getting fired from a job is one of the most difficult moments in working life. The Flexinovela of the Labour Code changes the existing rules of the game – shortening the notice period in certain cases, speeding up its running and introducing new protections for employees. What exactly is changing?
Flexinovela brings a major change in the area of termination of employment for health reasons – specifically, when there is a long-term loss of medical capacity due to an occupational accident, occupational disease or threat of such a disease. Previously, in such cases, the employee was entitled to a severance payment of 12 times the average monthly earnings, which was paid by the employer. However, for many employers this meant a considerable financial burden.
A new one-off compensation is being introduced. It remains at the same level as the original severance pay (12 times average earnings), but is paid from the employer’s statutory insurance, not from the employer’s budget. This compensation is not subject to social security and health insurance contributions, but it is subject to income tax.
If the employer bears only part of the responsibility for the injury (e.g. due to contributory fault), the compensation will be reduced proportionately. The employer may award more than the statutory amount, but this will not be reimbursed by the insurance company.
It is important to distinguish between this new institution and the traditional severance payment – for example, if the employment relationship is terminated because the maximum permissible exposure has been reached, it is the severance payment that remains in force, not the lump sum compensation. The reason for termination is therefore decisive.
Flexinovela significantly expands the possibilities for taking time off work for important life situations. This gives employees greater confidence that they can get what they need at key moments – and they don’t have to prove that they are actually entitled to it.
For example, in the event of the death of a loved one, it will no longer be necessary to prove that the employee spent “strictly necessary time” at the funeral. Leave will now be granted in full days and up to five additional days of unpaid leave will be available for immediate family (partner, parent, child, etc.).
Wedding ceremonies are also affected by the changes. If an employee takes two days off work for a wedding, wage compensation is due for the day of the ceremony itself. This clears up previous confusion – for example, for people with irregular working hours.
The rule for accompanying a loved one to the doctor or school is also more precise – the time off is also valid for the return journey.
And when you’re fired? Four days’ leave to look for a new job. In the case of termination for punitive reasons, it is halved, but supplemented by unpaid leave to visit the Job Centre. Flexinovela also provides for a dignified exit from work.
One of the less noticeable but significant changes to flexinovela is the ban on pay secrecy. It is now not possible for an employer to require in a contract that an employee must not talk about the amount of their wage or salary. Such arrangements become void and unenforceable. If the employer nevertheless enforces them, it faces a fine of up to CZK 400,000.
The purpose of this change is to promote transparency and equality in remuneration. This means that employees can discuss salaries with each other without fear – for example, if they suspect unequal treatment. Until now, such clauses have often acted more as a psychological barrier, even if they were legally problematic.
Another new feature is the possibility to pay wages in a foreign currency, for example in euros. This must be agreed in writing by both parties and there must be an objective reason – for example, if the employee lives or works abroad. Although the salary may be in a foreign currency, all deductions remain in Czech crowns.
Finally, the main method of payment is now considered to be a non-cash transfer to an account. Payment in cash is only possible if the employee does not have an account or explicitly requests cash.
Temporary work can be a gateway to your dream job – but also a source of insecurity. What are the benefits and risks of such employment? And what does flexinovela bring?
The Flexinovela also brings changes that affect so-called contingent workers – i.e. people working under a contract for performance of work (DPP) or a contract for work (FTE). Although these workers have long been marginalised, the amendment moves them towards greater protection and comparable treatment.
One of the key changes is the extension of the obligation for initial medical examinations. It clearly states that even a contract worker – regardless of whether he or she performs hazardous work – must undergo a medical examination, and this must be carried out by a contracted provider of occupational health services. This is not a new obligation, but a clarification of rules that have often been overlooked in practice.
Another novelty is the possibility of introducing so-called workplace health promotion programmes. These are intended to serve as a voluntary tool to motivate employers to promote prevention and healthy lifestyles among their employees. The details are to be regulated by an implementing regulation.
While these may seem like small things, in sum it means greater legal certainty for people on contracts – who are often young, on parental leave or just earning extra money. Flexinovela thus strengthens equal treatment across forms of employment.
From 1 January 2026, a second wave of changes will come into force, this time in the area of unemployment benefits. The aim is to motivate people to actively look for a new job, but also to better protect those who lose their jobs through no fault of their own or find the labour market difficult.
A major innovation is the increase in support in the first months of unemployment – the new amount will be 80% of previous earnings (previously 65%), 50% in the second period and 40% in the remaining period. At the same time, the maximum amount of support will be unified at 80% of the average wage, which in 2025 is CZK 36 086.
The length of the support period will also change according to age: up to 52 years, the support will last 5 months, between 52 and 57 years, 8 months and over 57 years, up to 11 months. More favourable conditions await older applicants, those without previous income or those who opt for retraining.
Penalties for voluntary redundancy will also be abolished. All jobseekers will have the same conditions, regardless of how the employment relationship ended. The aim is to promote a dignified transition between jobs and an active search for a new job opportunity.
The amendment to the Labor Code brings new options and obligations from June 1, 2025. We will prepare a complete revision of your work documents to ensure that everything complies with the applicable legislation and allows you to fully utilize the new flexibility.
Ondřej is the attorney who came up with the idea of providing legal services online. He's been earning his living through legal services for more than 10 years. He especially likes to help clients who may have given up hope in solving their legal issues at work, for example with real estate transfers or copyright licenses.
In person and online. Just choose the appropriate service or opt for an independent consultation when you are unsure.
