Notify the labour office for the place of work in writing when employment starts and ends, each within seven working days; attach a copy of the employment contract when reporting the start. You must also report that the foreign national did not start on the agreed date, which companies most often forget. Breach of reporting duties may attract a fine of up to EUR 100,000.
Recruiting from third countries is often a lengthy process involving vacancy confirmations, residence proceedings and the foreign police. When the worker finally starts, some companies breathe a sigh of relief, precisely when the most common mistake arises. The labour office must be notified not only of the start but also of the end of employment, and even of a failure to start.
Report starts and departures within seven working days
The basic duty is in Section 23b of Act No. 5/2004 Coll. on Employment Services:
The employer must inform the office in writing of the start and end of employment of a citizen of a Member State of the European Union, their family members and a third-country national within seven working days from the start of employment and within seven working days from the end of employment.
— Section 23b(2) of Act No. 5/2004 Coll. (unofficial English translation)
For a third-country national, attach a copy of the employment contract to the start notification. In regimes where a Blue Card or temporary residence for employment is still pending, also attach a copy of confirmation that the application was received. The office publishes its own notification template, and the competent office is always determined by the place of work, not the company’s registered office.
Failure to start must also be reported, and is often forgotten
If a foreign national for whom a vacancy-filling confirmation or work permit was issued, or who holds a Blue Card, does not start work within seven working days of the agreed start date, the employer must inform the office in writing (Section 23b(3) of Act No. 5/2004 Coll.). In practice, companies report starts, but when a worker simply does not arrive, HR quietly closes the case and nobody files the notification. The duty remains, and the office can verify the failure to start from its own proceedings. The user employer has a similar reporting duty for an agency-assigned foreign worker.
Fines and points to watch
For breaches of Section 23b duties, the office may impose a fine of up to EUR 100,000 (Section 68a(1) of Act No. 5/2004 Coll.). The amount takes account of seriousness, consequences and repetition. A fine may be imposed within one year after the office learns of the breach, and no later than three years.
Notification does not replace compliance with employment conditions. If the foreign national lacks the required confirmation, permit or lawful residence, this is illegal employment carrying a labour inspectorate fine of EUR 4,000 to EUR 200,000. Once established, a fine is mandatory, without administrative discretion over whether to impose it.
EU citizens and permit-exempt foreign nationals use a different form
For EU citizens and foreign nationals employed without a confirmation or permit, such as people with temporary refuge or students, an electronic information card replaces the written notification. We discuss it in information cards for EU citizens.
How we can help
We handle the full process from vacancy confirmation to authority notifications through employing foreign nationals. We structure temporary employment agencies’ duties for assigned foreign workers through legal services for employment agencies and represent you during a labour inspectorate inspection.
If a foreign national does not start or leaves early, report it as consistently as a start.
This answer provides general information on the law as at 29 August 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.
