The Civil Service Act, on which this article is based, remains in effect for now. However, its replacement is imminent. On September 8, the Chamber of Deputies overruled the Senate’s rejection and reapproved the new Civil Service Act. The bill is now headed to the president, and if it successfully completes the legislative process, it is set to replace the current Civil Service Act as of November 1, 2026. The new rules are intended to bring the status of civil servants significantly closer to that of ordinary employment relationships. Until then, however, the civil service remains governed by Act No. 234/2014 Coll., which we describe in this article.
Are you dealing with a dispute in the civil service, a change in your place of duty, a performance evaluation, or termination of your civil service employment? We will review your case, explain your options for defense, and prepare the necessary legal steps.
Civil Service Act: An Explanation of the Basic Rules
The Civil Service Act establishes the rules governing the functioning of the civil service, ranging from the recruitment of civil servants through their rights and obligations to compensation and changes in employment status. Its primary goal is to ensure that the civil service operates professionally, stably, and, as far as possible, free from undue political influence. Since 2026, the Office of the Government has been responsible for this area, and the Civil Service Section has been transferred under its authority.
In other words, this Civil Service Act ensures that civil servants work professionally, impartially, and consistently. The Act was originally adopted in 2014, but over the past ten years it has undergone several changes and amendments to better meet the current needs of the civil service.
And why was it created in the first place? Perhaps because, before its adoption, civil servants were frequently replaced with each new government. This led to instability and, at times, unfair treatment. The Civil Service Act was thus intended to bring order to the civil service, ensuring job security for civil servants as long as they follow the rules. Thanks to the Act, positions are supposed to be filled by true experts in specific fields. Unfortunately, this goal has not been fully achieved.
The Civil Service Act is often criticized for being too complex and bureaucratic. Civil servants must navigate a large number of rules and procedures, which can be time-consuming and mentally taxing. That is why it is important for them to have access to high-quality legal advice and support.
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Who Is a Civil Servant and What Requirements Must They Meet
The question now is which job positions actually fall under this civil service law. It’s not just about officials from ministries; the Civil Service Act applies to a wide range of professions—from government office workers to inspectors to specialists in various government agencies. However, not everyone who works for the government is automatically a civil servant. The Civil Service Act defines a civil servant as a person who has been hired under a civil service employment relationship and works in a civil service position. In addition to civil servants, people in regular employment relationships may also work in government offices.
In a broader sense, this includes all public sector employees—that is, those in education, healthcare, the state’s security and armed forces, the courts, and similar sectors. Although public sector employees work in various fields funded by public budgets, teachers, for example, are employed under standard employment contracts and are therefore not subject to the Civil Service Act.
These individuals are responsible for the functioning of the civil service and have a direct influence on how laws are observed and applied in practice. For the civil service to function fairly and effectively, civil servants should remain apolitical.
To put it simply, we could say that the civil service includes civil servants from ministries, government agencies, and other key government institutions, while public sector employees include teachers, healthcare workers, and firefighters, for example.
What is the difference between a civil servant and a government employee?
| Label |
What does it mean? |
| Civil Servant |
A person performing civil service in a civil service position in accordance with the Civil Service Act. |
| Official |
A more general term for an office worker. Not every official is necessarily a civil servant under the Civil Service Act. |
| State employee |
May work for the government under a standard employment contract and may not be subject to the Civil Service Act. |
| Public-sector employee |
A broader group that includes, for example, employees in education or healthcare; they are not automatically civil servants. |
What are the rights and responsibilities of civil servants?
Tax office employees and other civil servants naturally have obligations, but they also have rights. They are entitled to fair pay, vacation time, and the benefits that come with civil service. Civil servants have the right to training and continuing education, as well as the right to protection against unjustified dismissal. This gives them the assurance that they will not lose their jobs—as long as they perform their duties well—simply because of political changes.
However, they must not forget their duties—such as acting impartially, complying with regulations, and performing their official duties properly and in a timely manner. And what if they violate one of these duties? It depends mainly on how serious the misconduct was. In less serious cases, the consequence may be, for example, a written reprimand; in the case of serious or repeated offenses, the employee may even lose their job. In addition, civil servants must adhere to ethical principles and act in accordance with the law. Caution when making decisions is therefore more than warranted.
If you disagree with a performance evaluation, removal from a leadership position, transfer, or any other decision by a personnel authority, it’s not worth waiting to mount a defense. Some deadlines are relatively short—for example, under current regulations, objections to a performance evaluation must be filed within 15 days of receiving the evaluation. Contact us. We will review not only the result itself but also whether the agency followed the proper legal procedure, and we will prepare an appropriate defense.
How much do civil servants earn?
Salaries for civil servants are determined according to a pay scale. The amount of the salary depends primarily on the demands of the specific position and the employee’s eligible years of service. In 2026, civil servants are classified into pay grades 6 through 16 and, based on their length of service, into one of 12 pay steps. Generally, the longer an employee’s eligible service, the higher their pay grade.
The Status of Civil Servants in the Civil Service
The Civil Service Act is not merely a set of rules on paper. It influences the daily lives of all civil servants as well as all individuals. For example, when it comes to the appointment and dismissal of senior officials, it is the Civil Service Act that determines how this is done. Thanks to this, we can be confident that people in leadership positions are where they should be— based on their professional qualifications, not political pressures.
The Civil Service Act also contributes to the transparency and quality of the services the government provides to us. For example, when you deal with a tax or land registry office, it establishes rules for employee training and professional development so that they can assist you as effectively as possible. Of course, even government agencies are not immune to mistakes. If you suffer damages due to an unlawful decision or an improper administrative procedure, you may seek compensation provided you meet the legal requirements.
Regular employee evaluations are also part of the civil service. These evaluations assess, for example, how accurately, quickly, and independently employees perform their work and whether they meet established goals. The results may be reflected, for example, in the amount of a performance-based bonus and also show employees where they can continue to improve. Just as in the private sector, the evaluation system in the public sector motivates employees to continuously improve and provide high-quality services.
One of the key aspects of the law is protection against political pressure. Politics should not interfere with the performance of civil service duties at all, and a civil servant cannot be dismissed solely for political reasons. As a result, civil servants are protected from job instability caused by political changes.
An Example from Legal Practice
In our law practice, we handled a case involving a government employee who received a significantly lower performance evaluation than in previous years. The evaluation contained general criticism of his work, but according to the client, it did not take into account the tasks he had completed or the results he was able to document. At the same time, he was concerned that the negative evaluation would lead to a reduction in his personal allowance and could later affect his continued employment in the civil service.
We therefore reviewed the individual evaluation criteria, the employer’s supporting materials, and the documents the client could use to substantiate his work. We then prepared objections to the performance evaluation, in which we precisely identified the disputed sections, explained the reasons for our disagreement, and proposed specific corrections. These are precisely the requirements that current law mandates for objections, and the employee has 15 days from the date of receiving the evaluation to file them.
The personnel authority reviewed our objections and subsequently amended part of the evaluation. The client was granted a more favorable evaluation in several disputed criteria, and the initially threatened reduction in his personal allowance did not occur. We were thus able to remedy the negative effects of the evaluation before they could impact his compensation and future employment status.
Similar cases show that it is not enough simply to state that a performance evaluation is unfair. It is necessary to challenge specific conclusions, substantiate your arguments, and at the same time monitor the statutory deadlines. Well-prepared objections can lead the personnel authority to reconsider its conclusions.
The Public Administration Also Faces Challenges
One of the topics under discussion regarding the civil service is its modernization and digitization. We all want government agencies to modernize as much as possible so that we can handle as many matters as possible online. For civil servants, this means mastering new technologies and learning to work in a digital environment. Although this is a major challenge for many, the Civil Service Act provides them with support in this regard, for example through the right to training and continuing education.
Another issue is the stability of the civil service. Although the Civil Service Act provides employees with a higher degree of stability, it also allows, under conditions specified by law, for their transfer, reassignment to another position, or removal from office by a superior. Organizational changes, in particular, can therefore have a significant impact not only on individual employees but also on the functioning of entire agencies.
Summary
The Civil Service Act establishes special rules for employees who perform public administration duties at ministries and other administrative agencies. It specifies how their employment relationship is established and modified, how selection procedures, performance evaluations, and compensation are conducted, and what rights and obligations employees have. However, it does not apply to every public-sector employee—for example, teachers and most healthcare professionals are governed by different regulations.
The year 2026 marks a turning point for the civil service. As of January, the Office of the Government has taken over its coordination, and a legislative process is currently underway to completely replace the existing Civil Service Act. If the new law takes effect as proposed, the status of civil servants will become significantly more similar to that of ordinary employment relationships as of November 1, 2026. Until then, however, when resolving specific disputes, conducting performance evaluations, or terminating civil service employment, it is necessary to rely on Act No. 234/2014 Coll., which remains in effect.
Frequently Asked Questions
Who is covered by the Civil Service Act?
It applies to government employees who perform public administration duties in administrative agencies. It does not automatically apply to all government employees.
Is a civil servant a government employee?
Not always. The decisive factor is whether the person works in a government position and is subject to the Civil Service Act.
How is an employment relationship established?
Under current law, employment begins upon acceptance into civil service based on a decision by the civil service authority.
How is a civil servant's salary determined?
Based on the pay grade and pay step, which depend primarily on eligible work experience.
Can a government employee contest a performance evaluation?
Yes. Under current law, he or she may file a written objection within 15 days of being notified of the evaluation.
When will the current Civil Service Act expire?
The new law is set to replace it as of November 1, 2026, provided the legislative process is completed.
