The Labour Code recognises three agreements outside an employment relationship. An agreement to perform a task is limited to 350 hours per calendar year, a work activity agreement to no more than 10 hours per week, and a student temporary work agreement to an average of 20 hours per week. Each must be in writing or is invalid. Ordinary agreements may be concluded for a maximum of 12 months; a special work activity agreement for seasonal work is limited to 520 hours per calendar year and may last no more than 8 months.
Which agreements does the law recognise, and what are their limits?
The Labour Code (No. 311/2001 Coll.) recognises three agreements for work outside an employment relationship:
- Agreement to perform a task (DoVP) — Section 226: up to 350 hours per calendar year for the same employer (all DoVP agreements with that employer are aggregated), for a maximum of 12 months, specifying the task, remuneration and period.
- Work activity agreement (DoPČ) — Section 228a: up to 10 hours per week (or 520 hours per year for seasonal work), for a maximum of 12 months (8 for seasonal work). If the agreement does not specify termination arrangements, it can end by mutual agreement or by notice without giving a reason, with a 15-day notice period.
- Student temporary work agreement (DoBPŠ) — Sections 227 and 228: only for secondary school pupils and full-time university students under 26, for an average maximum of 20 hours per week.
What formal requirements apply?
Every agreement must be in writing or is invalid, specify the agreed work, remuneration, working hours and duration, and one copy must be given to the employee (Section 226(2), Section 228(1), Section 228a(3)). Under a DoPČ or DoBPŠ, remuneration is due no later than the end of the calendar month following the month in which the work was performed. Under a DoVP, however, Section 226(4) provides that remuneration is due only after the work has been completed and delivered; payment of part of the remuneration may be agreed once a specified part of the task has been completed.
What to watch for
These agreements are intended for occasional or limited work and do not replace permanent employment. If the work in reality corresponds to a regular employment relationship in scope, regularity, subordination and exclusivity, there is a risk of reclassification and labour inspectorate sanctions, similar to disguised employment using sole traders. Remuneration is also subject to minimum wage and wage supplement rules.
We structure these agreements and distinguish them from employment through employment contracts and documentation, assess the boundary with self-employment through working with self-employed contractors, and implement company rules through internal regulations and policies.
This answer provides general information on the law as at 10 September 2026. It does not constitute legal services or replace an assessment of an individual case. The details of your situation may differ. Book a consultation to discuss them.
