Employees and employment law · Czechia and Slovakia
Employer's internal rules and policies
When dealing with a difficult employee, home working or a data leak, a business turns to its internal policies — and discovers whether it has any proper ones. We prepare policies tailored to your operations: clear for people, legally binding and usable as evidence in a dispute or inspection. For businesses in Slovakia and Czechia.
- Lawyer registered with both ČAK and SAK
- Clear for people, binding in a dispute
- Fees agreed in advance
What we'll do for you
A policy nobody reads protects nobody. We write rules that are short, clear and enforceable, with implementation you can prove when it matters in a dispute.
Select an item to see the details.
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Mapping your needs
We review how the business operates and its existing documents, and suggest the policies you actually need — not a thick folder for its own sake.
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Drafting policies
Work rules, home working, equipment use, business travel, attendance or dress code — tailored to your operations and culture.
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Monitoring and GDPR
If you monitor emails, cameras or vehicle locations, we establish lawful monitoring — including informing employees and a proportionality assessment.
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Putting policies into practice
The procedure for issuing policies, informing employees with verifiable acknowledgement, and alignment with employment contracts.
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Updates
We update policies when legislation or business operations change — a policy from 2015 will no longer protect anyone today.
Deliverablea set of internal policies tailored to your business, implemented, demonstrably communicated to employees and usable in a dispute
How it works
Does this process fit your matter? Describe it to the attorney →
- Consultationday 0
We establish what you want the rules to achieve and what you already have. We propose the scope and order of priorities.
- Draft policies
We prepare the policies and refine them with you — both their content and language, to suit your business.
- Implementation
You issue the policies, we ensure employees are demonstrably informed, and we align them with contracts.
- Maintenance
Ongoing updates as legislation or business operations change.
No-obligation enquiry
Ready to start?
Send us an enquiry. We usually reply within 24 hours with a price confirmation and next steps. The first 30-minute consultation is free and commits you to nothing.
- 1Send your enquiry via this form
- 2Usually within 24 h you get a price confirmation and plan
- 3We start work only after your approval
Not keen on calls or email? Message us on WhatsApp →
Prefer to book a time right away? Book a consultation →
Or email us about this matter.
What clients ask
Didn’t find your question? Ask us directly →
Which internal policies does a business really need?
That depends on its size and operations — the foundation is work rules and rules for equipment use; home working requires a home working policy, and cameras or email checks require a monitoring policy. At the consultation, we explain the minimum set your business needs instead of a thick folder nobody reads.
Are internal policies legally binding?
Yes — if issued correctly, consistent with the law, and demonstrably brought to employees' attention. Proving that employees were informed is where their use in disputes most often fails; we therefore establish the implementation procedure alongside the wording.
Can we check employees' emails and monitor premises with cameras?
Only within the law and GDPR — monitoring must have a legitimate reason and proportionate scope, and employees must be informed in advance. Covert monitoring is unlawful except in exceptional cases, and the resulting evidence may work against you in a dispute. We establish monitoring that will stand up to scrutiny.
What must a home working policy contain?
The practical minimum: who can work from home and when, availability and communication, occupational health and safety, reimbursement of costs, protection of data and equipment outside the office, and monitoring rules. A good policy also leaves managers room to manage their teams as needed.
We have policies from a parent company in another country. Is translating them enough?
No — foreign internal policies often conflict with local employment law, and some provisions are unenforceable here. We can localise them for Slovakia and Czechia, preserving the group's approach while complying with local law.
How much does preparing policies cost?
It depends on the scope — from a single policy to a complete set. We confirm the fee in advance after mapping your needs, and the agreed terms apply.
Legal Q&A
Common questions on this topic
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Is a post-employment non-compete clause valid, and must compensation be paid?
Yes, but under strict conditions. A post-employment restriction may be agreed for a maximum of one year and only with an employee who could have acquired sensitive knowledge. The employer must pay at least 50% of average monthly earnings for each restricted month; without compensation, the clause is invalid. Any contractual penalty must not exceed the total compensation.
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What limits apply to work agreements outside an employment relationship?
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.
Read the answer -
What must we do to make shop and workplace CCTV lawful?
CCTV is lawful when its legal basis is documented in advance, generally legitimate interests under Article 6(1)(f) GDPR, and everyone entering the monitored area receives the required information. A balancing test comparing your interests with the privacy intrusion must exist before cameras start operating. At work, Section 13(4) of the Labour Code additionally requires prior consultation with employee representatives on the monitoring mechanism and notification to employees.
Read the answer
Further reading
Minimum wage 2026: EUR 915 is only the first of six grades
The minimum wage for 2026 is EUR 915 a month, and EUR 972 has been announced for 2027. Most jobs, however, are subject to a higher minimum wage entitlement according to their level of work complexity.
Read more →
Equal Pay Act: what employers needed by 31 July 2026 and what comes next
Businesses had until 31 July 2026 to introduce pay structures based on objective criteria. The deadline has passed but the duty continues, and most other rules apply regardless of company size.
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.
Read more →