Part-Time Employment: Everything You Need to Know

Quick Overview

A part-time job means that, in addition to your main job, you perform additional work—typically under an employment contract, a DPP, or a DPČ. Generally, you do not need your employer’s consent for this, unless the activity is identical to the employer’s line of business. In such a case, the Labor Code requires your employer’s prior written consent. For DPP agreements, be sure to stay within the limit of 300 hours per year with a single employer; for DPČ agreements, the scope of work must not exceed, on average, half of the established weekly working hours. Social security contributions, tax returns, vacation time under these agreements, and termination rules are also important.

Not sure whether you can take a second job without your employer’s consent, or do you need to set up your DPP or DPČ correctly? Have a lawyer review your employment contract or agreement before you sign it.

For many people, a side job has become a popular way to increase their income, gain new experience, or pursue other professional activities—and thus avoid boredom or burnout. At the same time, it’s a beneficial type of employment for employers who only need workers for a limited number of hours or are looking for specialists for specific projects. So let’s take a closer look at part-time work.

What Is Part-Time Work?

Part-time employment is an employment relationship that an employee enters into in addition to their primary employment. This arrangement typically involves fewer working hours, allowing employees to combine multiple work commitments. Under the Czech Labor Code, it is defined as an additional work commitment alongside one’s primary employment.

How does this work in practice? Jana is a full-time accountant at a multinational corporation. In addition, she has an agreement on work activities with a smaller company, where she prepares tax returns for employees. This secondary employment allows her to use her accounting skills and earn extra income without giving up her main job.

What types of part-time employment relationships exist?

A part-time employment relationship can be established through two main types of contracts. The first type is an agreement on work activity (DPČ). Under a DPČ, an employee may work a maximum of 20 hours per week, which corresponds to roughly a half-time position. The employee may work these hours at their own discretion throughout the duration of the DPČ or within a maximum period of 52 weeks. So, for example, they might work 40 hours one week and none the next. A DPČ is intended for longer-term work, and in this case, the employer must pay social security and health insurance contributions for the employee.

The second type is the agreement on the performance of work (DPP). This has a set limit of 300 hours per year with a single employer. If the monthly income does not exceed 10,000 CZK, the employee is not required to pay social security and health insurance contributions for this secondary employment.

How does this work in practice? Josef works as a full-time programmer at a company that develops web applications. In addition, he has a DPP agreement with a nonprofit organization for which he manages their website. This type of agreement is advantageous for him because the scope of his work for the nonprofit is not extensive and stays within the 300-hour-per-year limit.

Part-time employment, DPP, or DPČ: A Quick Comparison

Are there any restrictions or conditions on part-time employment?

From a legal standpoint, certain job positions may be subject to restrictions regarding secondary employment. For example, an employer may require that an employee not engage in secondary employment in a competitive field. This is, of course, primarily to ensure that the employee does not jeopardize the interests of their primary employer.

How does this work in practice? Kateřina is a software engineer working on the development of an internal corporate system for a large technology company. Her employer has prohibited her from taking on a side job at a competing company that deals with similar software to prevent the leakage of sensitive information and know-how from the company.

From a Lawyer’s Perspective: When a Second Job Causes Problems

In practice, we often encounter situations where an employee considers a side job to be a “private matter” that they do not need to disclose to their employer. This is only partially true. When it comes to work in the same or a competing field, the employer’s line of business, the actual scope of the work, and whether the employee uses contacts or know-how from their primary job can be decisive factors.

For example, we handled a case involving an employee in the sales department who, in addition to his primary employment, was earning extra income by providing consulting services to a company operating in the same market. The employee claimed that this did not constitute direct competition because he held a different job title. However, the problem was not the job title, but rather that he worked with a similar client base and utilized the experience he had gained at his primary employer. It is therefore better to address such situations in advance through written consent or a legal assessment, rather than waiting until there is a risk of termination or a dispute.

If you are unsure whether your side job constitutes competition, do not judge it solely by the job title. The actual nature of the work, know-how, business contacts, and the employer’s line of business can all be decisive factors. In such cases, we recommend having the contract and the planned side job reviewed by a lawyer in advance.

Checklist Before Signing a Side Job Contract

Before signing a second contract or agreement, be sure to check the following in particular:

• whether your primary employment contract contains any restrictions on secondary employment,
• whether the secondary job is in competition with your employer,
• whether you need your employer’s prior written consent,
• whether it involves a different type of work, if you have a second job with the same company,
• whether the contract properly addresses compensation, working hours, termination, and vacation,
• whether you are aware of the current limits for social security contributions and taxes.

Can an employee hold two jobs at the same company?

Yes, the law allows an employee to have a secondary employment relationship with the same employer with whom they have their primary employment relationship. However, the work must be of a different nature. Therefore, holding concurrent employment is not prohibited by law, but the employer may require that the employee’s secondary employment not affect the quality of their performance in their primary job.

How does this work in practice? Lukáš works at a logistics company as a dispatcher under his primary employment contract and, at the same time, as a warehouse worker under a contract for work at the same company. Since these are different types of work and Lukáš is able to fulfill his duties, this does not violate the rules governing secondary employment or his employer’s requirements.

Furthermore, the Labor Code provides employees with legal protection against discrimination or disadvantage due to secondary employment. If you suspect that your employer is treating you unfairly, you can contact the labor inspectorate or reach out to us, and together we can file a complaint with the court if necessary.

What are the tax and insurance rules for a part-time job?

Pay conditions for part-time work are similar to those for full-time work. An employee pays taxes on secondary income based on the amount of income and the type of contract. A contract for work is subject to taxation and social and health insurance contributions if the monthly earnings exceed 4,000 CZK. For a contract for specific work, if the monthly earnings are 10,000 CZK or less, no insurance contributions are required.

How does this work in practice? Veronika works full-time as a kindergarten teacher and also tutors math under a contract for specific work. She earns 8,000 Kč per month from tutoring. Since her income from her secondary employment does not exceed 10,000 CZK, she is not required to pay social security and health insurance on that income.

Employees working under a contract of engagement are also entitled to vacation time. To be eligible, an employee must have worked at least four times their weekly working hours, which for such contracts is 20 hours per week. The second condition is that the contract must have been in effect for at least 4 weeks.

How can a part-time employment relationship be terminated?

There are several ways to terminate a part-time employment relationship. The first is by giving notice, which can be initiated by either the employee or the employer. The notice must specify a notice period, which is typically 15 days.

Another way to terminate a part-time employment relationship is by mutual agreement. In this case, the employee and the employer may agree to terminate the employment relationship immediately.

The third method is immediate termination. The employer may immediately terminate a part-time employment relationship, but may do so only in the event of a serious breach of the employee’s work duties.

Real-World Examples

• Students: They often use a DPP, which allows them to earn money without paying insurance contributions, provided their income does not exceed 10,000 CZK.
• Mothers on maternity leave: They can use a DPČ to earn extra income without losing their entitlement to parental leave.
• Specialists: For example, lawyers can work in their primary employment and provide consulting services to a nonprofit organization under a DPČ.

A side job can be straightforward if set up properly. The biggest problems arise when an employee signs a second contract without checking the restrictions in their primary job, or when an employer uses outdated contract templates. We can help you with both.

Summary

In 2026, you can generally hold a secondary job alongside your primary employment without special permission, provided that you do not violate the Labor Code, your employment contract, or your employer’s legitimate interests. Be especially careful when working for a competitor, as prior written consent from your employer may be required for gainful activities that are identical to your employer’s line of business. Secondary employment can take the form of an additional employment contract, a DPP (agreement on work performed for a specific task), or a DPČ (agreement on work performed for a specific period), with each option having different limits, termination rules, tax implications, and social security contributions. It is possible to have multiple employment relationships with the same employer, but as a rule, the work must be of a different nature. Before signing a second contract, it is therefore advisable to review non-compete clauses, current contribution limits, vacation policies, and the terms for terminating the arrangement.