Requirement for Foreign Employees to Work
EU citizens as well as EEA and Swiss citizens do not need any visas/permits to travel and work in the Czech Republic as they have free access to the Czech labour market. Given the current situation in Ukraine, free access to the Czech labour market is also provided to all Ukrainian citizens granted temporary protection (temporary protection has been repeatedly extended and is now valid until 31 March 2027).
In general, non-EU foreign employees may work on the basis of the below mentioned types of visas/permits:
- Blue card – for highly qualified employees (e.g., university degrees);
- Employee card (dual character) – the most common work permit, allowing the employee to work and stay in the Czech Republic;
- Combination of Employee card (non-dual character) and work permit – for employees not working directly for a Czech entity (for example, in the case of posting by a foreign employer to perform work in the Czech Republic);
- Employee card (non-dual character) for foreigners who have free access to the labour market but need a residence permit. A government decree grants free access to the Czech labour market for citizens of the following countries: Australia, New Zealand, the USA, Canada, the UK, Israel, Japan, South Korea, Singapore, and Taiwan;
- Combination of Schengen visa and work permit – should the employee work in the Czech Republic for 3 months maximum;
- Intra-company Employee Transfer Card – if the purpose of residence is to temporarily transfer a foreign national from an entity abroad to an affiliated company or a branch in the Czech Republic. The period of such transfer must be longer than 90 days, and the foreign national must work as a manager, specialist or an employed intern. It entitles its holder both to reside and work in the CR;
- Schengen visa work business purpose – only for passive business purposes (e.g., attending a conference).
- Combination of a long-term visa/residence permit and a work permit – certain types of long-term visas and residence permits do not automatically grant free access to the Czech labour market. In such cases, the foreign national must also hold a work permit.
- Schengen / Long-term visa for the purpose of training – typically in situations where a Czech employer is opening a facility abroad and needs to train local employees.
The labour market test, which had to be applied in the case of employment of certain categories of foreigners prior to their employment, is no longer required, bringing even more flexibility in the employment of foreigners.
The employer has some administrative obligations arising from the employment of foreign nationals (mainly a notification obligation towards the state authorities at the beginning, end or in case of a change of the employment). As of 1 April 2026, notification obligations regarding foreign nationals are fulfilled through a so-called unified monthly employer report. Previous methods of fulfilling these obligations are no longer permitted.
The employer should ensure that all foreign national employees hold valid residence permits and work permits (if applicable), as it is their responsibility to conduct this verification. The way the employer can check employee’s nationality or required permits is e.g., via the PRADO online system.
Does a Foreign Employer need to Establish or Work through a Local Entity to Hire an Employee?
In general, the Labour Code defines the term employer very broadly and does not require a specific form of the employer’s entity. However, other laws (e.g., the Business Corporations Act, tax laws) stipulates that a foreign legal entity may only start business in the Czech Republic upon its formal registration in the Commercial Register. A foreign company can choose to establish permanent operations in the Czech Republic by creating a branch or by establishing a Czech business company.
Limitations on Background Checks
The employer may only seek information that is directly connected with the work to be performed by the candidate, and the law specifically prohibits requesting certain types of personal information. Hence comprehensive backgrounds checks are not typical in the Czech Republic – recruiters usually check only information provided directly by the candidate (CV) and look through publicly available information (e.g., provided by the candidate on social sites like LinkedIn, Facebook, etc.) or try to gather information about the employee from past employers (reference letters, etc.).
The employer may also not obtain this information through third parties; hence backgrounds check providers e.g., as in the US, are not common in the Czech Republic.
Criminal records cannot be requested unless a substantive reason exists due to the nature of the work that is to be performed and provided that the requirement for information is appropriate (for instance, in case of employees handling a large amount of cash, the employer may ask for their criminal record check as it is justified by the potential risk of fraud) or when another act states the condition of a clear criminal record. However, following the adoption of new legislation on critical infrastructure, employers operating in certain regulated sectors—such as energy or banking—may be entitled to verify the integrity and clean criminal record of selected employees, where this is necessary with regard to the nature of the position.
Medical check-ups are not required during the hiring process, but in some cases, they are mandatory before the employee starts performing work. The obligation to undergo an entry examination, as well as any subsequent periodic examinations, arises from the classification of work into one of the categories under the Public Health Protection Act. Under the current legislation, it is not necessary to carry out entry examinations only in the case of work classified in category one. These initial check-ups are to confirm whether or not the employee is fit to carry out the work in the agreed position. Besides the initial check-up, further regular check-ups during the employment are mandatory for certain health-risk types of work.
Restrictions on Application/Interview Questions
An employer must treat employees equally and avoid discrimination during the entire employment relationship, even during the hiring process. As such, the recruiter should avoid asking questions that could imply discrimination against the candidate.
In addition, the Labour Code specifically states that the employer may not seek/request information from the employee/candidate that is not directly related to the performance of work and the employment relationship. In particular, the employer may not request information on:
- pregnancy
- family and property relations
- criminal records
unless a substantive reason exists due to the nature of the work that is to be performed and provided that the requirement for information is appropriate (for instance, in case of employees handling a large amount of cash, the employer may ask for a criminal record check as it is justified by the potential risk of fraud; however, such requirement would not be justified for a regular maintenance worker, etc.).
In addition, pursuant to the Labour Code, the employer may not require information on:
- sexual orientation,
- origin,
- membership in a trade union,
- membership in political parties or movements,
- membership in a church or religious society.
If the amendment to the Labour Code implementing the EU Pay Transparency Directive is adopted, employers will also be prohibited from inquiring about a job applicant’s remuneration in their current or previous employment.
Questions that are permitted and routinely asked usually include the candidates’ identity, education (including asking for diplomas, certificates, etc.) or employment history.
There are no other specific local regulations pertaining to the application apart from compliance with data privacy laws (including the European General Data Protection Regulation) and the prohibition of seeking certain information about the employee.
