Czech Republic Leave Laws
- 1st January – Restoration Day of the Independent Czech State
- 10th April – Good Friday
- 13th April – Easter Monday
- 1st May – Labour Day
- 8th May – Liberation Day
- 5th July – St. Cyril and Methodius Day
- 6th July – Jan Hus Day
- 28th September – St. Wenceslas Day
- 28th October – Independent Czechoslovak State Day
- 17th November – Struggle for Freedom and Democracy Day
- 24th December – Christmas Eve
- 25th December – Christmas Day
- 26th December – St. Stephen’s Day
An employee, who does not work because a holiday falls on his or her usual working day, is entitled to compensation of wages in the amount of his or her average earnings. An employee who works on a holiday is entitled to time off corresponding to the time worked, or wages plus bonus in the amount of average earnings.
PTO (Paid Time Off)
- Vacation/ Annual Paid Leave
Employees are entitled to up to 4weeks of leave per year. Employees become entitled to take vacation after having worked for 60 days. If the employee works for a shorter time, they can take 1/12 of the total annual leave entitlement.
The period when vacation may be taken is determined by the employer as agreed with the trade union or the employee. Every employee is entitled to take at least 2 consecutive weeks of vacation.
- Rollovers and payout of unused hours
- Use-it-or-lose-it policy – Not specified by law.
- PTO payout at the termination – Not specified by law.
Maternity Leave, Paternity Leave, Parental Leave
Employees are entitled to maternity leave for a period of 28 weeks. The employees concerned have a right to maternity benefit in accordance with the sickness insurance legislation. In the case of multiple births, the entitlement is 37 weeks. If the mother has worked at least 270 days in the last 2 years, she is entitled to a maternity benefit, which is paid at least 6 weeks before the birth (not earlier than 8 weeks before the birth) within 6 months of the child’s birth.
Employers are required to provide protection for pregnant women and mothers up to the ninth month after having given birth, or who are breastfeeding, such as the obligation to provide them with rest areas at the workplace.
The father is entitled to paternity leave if his name is stated on the birth certificate. Paternity leave corresponds to 7 days in relation to the care of a new-born child. The paternity allowance can only be granted on the condition that paternity leave is taken within 6 weeks from the date of birth of the child or from the date on which the child was taken into care. The date on which the father starts his paternity leave can be determined by each individual.
Parental leave may be granted, upon request, to a mother or father after the end of maternity leave or upon taking a child into their care and until the child reaches the age of 4. The employer is obliged to provide this leave under the Labour Code, but not after the child reaches the age of 3 years.
Sick Leave, Paid Sick Leave, and Family Care Leave
An employer is expected to provide unpaid leave from work in cases of absence due to illness, injury, treatment in a spa or admission into a health care facility. In these cases, employees’ material security is regulated by the legislation concerning sickness insurance or state social support.
Paid Sick Leave
Paid sick leave is granted strictly in cases such as medical examination or treatment in a health care facility.
Family Care Leave
Employees are entitled to unpaid leave to care for close family members. The amount of time granted for leave is not specified.
Jury Duty Leave and Voting Leave (Leave due to Public Interest)
Employees are entitled to leave due to attendance in the capacity of a witness, interpreter, and other persons called upon by a court of law, or by any other State or local government authority, provision of first aid, blood donation, etc.
This type of leave may or may not be paid.
Employees are entitled to paid leave due to the death of a family member. The amount of time granted for leave is not specified.
Employees are entitled to leave in order to take part in compulsory service in armed forces, such as compulsory military service, substitute military service, military exercises, and another service in armed forces and to take part in civilian service.
This includes short-term leaves related to military services, such as situations where an employee is required to appear personally before a military administration unit or to take a medical examination. In these cases, the employee is entitled to be granted leave and to receive compensation in the number of average earnings. In connection with the employee’s commencement of service in armed forces the employer is required to pay him or her wages for the first two weeks of his or her military (substitute) service in the number of average earnings.
In addition to this, employees with dependent family members (wife or husband and dependent children living in a common household as defined by the act on income tax) are entitled to special allowances for the period of military exercises and other types of military service.