„Flexi-amendment“ of the Labour Code – ENGLISH VERSION

This training is specially designed for managers and it´s led in English. It is possible to join us in person or on-line.

Management must be prepared for major legislative changes in employment law that will affect the management of the company. The amendment to the Labour Code, the so-called “flexible amendment”, brings greater flexibility for employers in the area of establishment and termination of the employment relationship. This includes an extension of the probationary period and changes to the grounds for dismissal, which will make it easier to dismiss for health reasons and for breach of obligations.

Another important change is the introduction of fixed-term employment as a substitute for parents, which allows for better staff planning. It also facilitates the delivery of pay slips and, in certain cases, makes it possible to employ minors as young as 14.

Already in the summer of 2024, another amendment came into force, introducing a new method of setting the minimum salary (valorisation mechanism) and adjusting the guaranteed salary. These changes have a direct impact on the cost of remunerating employees.

In addition, the Employment Act is also being amended, in particular in the area of compulsory contributions and controls, and there are changes to the insurance of the work performance agreements and health benefits. From 1 June 2025, changes are also expected in occupational health services, particularly in the initial examinations and the introduction of health protection measures.

Management should be kept informed of these changes in order to plan and manage HR policies effectively and minimise the risks associated with non-compliance with the new legislation.