Czech Republic: Czech Employees to be Able to Self-Schedule Starting 2025

Author: Klára Sleglova

Starting 1 January 2025, employees in the Czech Republic will have the opportunity to organize their own working hours, provided they come to an agreement with their employer.

 

General legal framework

Currently, self-scheduling is only available to employees working from home. However, to reflect the growing demand for flexible working options across industries, this scheduling option will be extended to all employees. The self-scheduling arrangement must be formalized in writing, detailing the terms under which employees will organize their working hours.

The new legal legislation will apply not only to employees under standard employment contracts but also to those engaged under agreements for work performed outside of an employment relationship. In the case of agreements on work performed outside the employment relationship, it is advisable to specify the maximum amount of flexibility the employee has in scheduling their working hours within a given period. This helps ensure that the employee does not exceed the prescribed limits on working time as set forth in the agreement.

The agreement may also outline additional terms, such as restrictions on the employee’s ability to schedule work on weekends, public holidays, or during night time. It should specify the process by which the employee must notify the employer of their scheduled hours, as well as any time frame within which the schedule can be adjusted. Additionally, it is recommended to remind employees in the agreement that overtime must always be pre-approved or formally authorized.

 

Termination of the Agreement

Both the employer and employee will have the option to terminate the agreement for any reason or without stipulating a reason with a 15 days’ notice period unless a different notice period was agreed.

 

Other considerations

While self-scheduling will be permitted, the average weekly working time must still be fulfilled within a defined period (up to 26 weeks or 52 weeks if agreed to in a collective bargaining agreement). At the same time, it is important to consider the other limitations set forth by the Labour Code. The maximum working time cannot exceed 12 hours per day, and required breaks, as well as daily and weekly rest periods, must be observed. Regarding working time records, the employer retains the responsibility for maintaining them, but the employee must cooperate by providing any necessary information.

Key Action Points for Human Resources and In-House Counsel

• Employees will be able to schedule their own working hours.
• Self-scheduling agreements should set clear limits on working hours.
• The agreement can be terminated with 15 days’ notice.
• The limits and obligations in the Labour Code must be respected.