Who we help · Czechia and Slovakia
For employers and HR teams
The most expensive employment law mistakes arise when people leave, not when they join. We prepare the documentation and process to reduce the risk of invalid termination. Where ongoing legal support is agreed, we also monitor changes in the law.
Services found: 6
Employees and employment lawAll services in this area →
- Employment contracts and employer documentation Employees and employment law Employment contracts, work agreements and internal policies tailored to your business, for employment in Czechia and Slovakia, including cross-border situations. View service
- Employment documentation 24/7 Employees and employment law Essential package of 18 employer documents for 1 000 €, Premium 26 for 1 500 €. The system monitors changes 24/7 and a lawyer incorporates them into current versions. View service
- Termination of employment Employees and employment law The highest-risk HR operation under control. Documents, procedure and communication for employment termination, with employer representation in Czechia and Slovakia. View service
- Invalid termination of employment Employees and employment law Disputes over invalid notice or immediate termination of employment. We assess your prospects, check and monitor the statutory deadline and claim compensation for lost pay. View service
- Non-compete clause and trade secrets Employees and employment law A non-compete clause and trade secret protection that safeguard your business's know-how when an employee joins a competitor, drafted to stand up in court. View service
- Working with self-employed people and contractors Employees and employment law Legal structuring of work with self-employed people and contractors. Contracts that stand up to inspection, know-how protection and prevention of disguised employment in Slovakia and Czechia. View service
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Tell us about your matter →Why employers work with us
Our team is four attorneys and an assistant. Your matter is always handled by an attorney.
- We represent the employer
We are not a firm that advises a business today and sues another in the same matter tomorrow. In employment law, we act on one side: yours.
- Legally prepared employment termination
Notice is more often invalidated by procedural errors than substantive ones. We guide you through the entire process, from grounds and service to the deadlines within which mistakes can still be corrected.
- Documentation that stays current
You buy the employer package once and we then keep it up to date as legislation changes. A lawyer always reviews each document update before it is saved to your folder.
Legal retainer
A legal department without hiring in-house.
A retainer covers your ongoing business legal work. We agree the monthly scope, response times and fee in advance, covering Czechia and Slovakia through one firm.
Legal Q&A
Common questions from employers
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How long is the notice period, and when does it start?
The notice period is at least one month. If employment has lasted at least one year when notice is served, it increases to at least two months; for notice on organisational or health grounds after at least five years of employment, it is at least three months. The notice period always starts on the first day of the calendar month following service of notice.
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We want to operate a guarding service. What do we need for a private security licence?
The regional Police Force directorate grants a guarding licence for ten years. For a company, it checks reliability and especially the people involved. Every statutory body member must be at least 21, of good character, reliable, medically fit and professionally qualified, with the required education and experience and a type P competence card after an Interior Ministry examination. Members with interests of 15% or more must be of good character and reliable. Attach personal documents, the founding deed and the fee. Unlicensed operation risks a fine and activity ban.
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When am I entitled to severance pay, and how much?
Statutory severance pay mainly applies when the employer terminates employment on organisational grounds (closure, relocation or redundancy) or health grounds. The amount increases with years of service, from one to four times average monthly earnings for termination by notice, or up to five times for termination by agreement. There is no statutory severance entitlement for dismissal for misconduct.
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Enquiry with no obligation
Tell us what you need help with.
Describe your situation. We will review it and usually tell you within 24 hours whether and how we can help, including an indicative fee.
- 1Send your enquiry via this form
- 2Usually within 24 h you get a price confirmation and plan
- 3We start work only after your approval
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Or email us about this matter.
Further reading
AI in recruitment and employee assessment: what the AI Act and the GDPR require
Tools that screen CVs or assess employee performance are, as a rule, high-risk systems under the AI Act. The main obligations arrive in December 2027, but the ban on emotion recognition in the workplace and the rules of the GDPR apply today. This article is intended for employers and HR professionals.
Read more →
A former employee has joined a competitor and taken clients with him: what the employer can claim
When a key employee leaves for a competitor and clients or company data follow, the employer has a non-compete clause, protection of trade secrets, unfair competition and damages at its disposal. Each instrument has different conditions and calls for different evidence. This article shows how to assess the situation and in what order to proceed.
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Agreement terminating employment: when it is safer than notice and what belongs in it
An agreement terminating employment requires no ground for notice, no notice period and no consultation with employee representatives. Even so, it has statutory requirements and can be challenged in court. This article shows when an agreement is the best route, what to put in it and what it may later founder on.
Read more →