1. Establishment of employment relationship
2. Probationary period
3. Fixed-term employment
4. Several employment relationships
   

1. Establishment of employment relationship

An employment relationship is based on a written employment contract between the employer and the employee. The employer is obliged to provide the employee with one written copy of the employment contract.

Terms of the employment contract:

• the type of work for which the employee was accepted, and its brief description;
• place of work performance (municipality, part of municipality, or place otherwise determined);
• day of work take-up;
• wage conditions, unless agreed in collective agreement.

In addition, an employment contract should contain also further working conditions, particularly concerning payment terms, working time, duration of paid holiday and length of notice period.

2. Probationary period 

A probationary period must not exceed 3 months. In the case of executive directors, it must not exceed 6 months. The probationary period must be agreed upon in writing, otherwise it is invalid. The probationary period may not be extended.

The probationary period cannot be extended. If, during the agreed probationary period, the employee has not completed the entire work shift due to an obstacle to work on his part, the probationary period is extended by one day.

3. Fixed-term employment

A fixed-term employment contract may be agreed for a maximum period of 2 years. A fixed-term employment relationship may be extended or renegotiated for a 2-year period, not more than twice.

Further extension or renegotiation of an employment for a fixed term is only possible for the following reasons:

a)   for covering for an employee during maternity leave, parental leave, temporary incapacity to work, or an employee seconded long-term to perform a public function or trade union function;
b)   for work where it is necessary to significantly increase the number of employees for a transitional period not exceeding 8 months per calendar year;
c)    for work that is linked to a cycle of seasons, repeating annually and not exceeding 8 months in each calendar year (seasonal work);
d)   for work covered by a collective agreement.

4. Several employment relationships

According to the Labor Code it is possible to conclude several full-time jobs. However, it lays down certain rules when an employee has several employment relationships at the same time:

• An employer may agree on several employment relationships with the same employee only for activities consisting of work of a different type; the rights and obligations arising from these employment relationships shall be considered separately.
• An employee can perform alongside his/her employment another earning activity that has the character of competition with his/her employer‟s activity only with the prior written consent of the employer.
• The maximum weekly working time of an adolescent employee under 16 years of age shall be 30 hours per week, even when working for several employers. Maximum weekly working time of an adolescent employee over 16 years of age shall be 37 and ½ hours even when working for several employers. The working time of an adolescent employee may not exceed 8 hours in the course of 24 hours.

Explanatory laws:

• Act No 311/2001, the Labour Code