Employees and employment law · Czechia and Slovakia
Executive employment contract
Are you hiring a key manager or negotiating your own management role? Executive contracts for chief executives and key managers. Remuneration, bonuses, confidentiality, non-compete restrictions and concurrent corporate office.
What we'll do for you
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Executive contract
A senior employee's employment contract covering everything the position requires — powers, remuneration, bonus schemes with clear entitlement rules, benefits and termination.
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Protecting the business
Confidentiality, trade secret protection and a post-termination non-compete clause — within the limits permitted by employment law, and therefore enforceable.
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Concurrent corporate office
If the manager is also a statutory officer, we separate what belongs in the office-holding agreement and what belongs in the executive contract — duplicate or contradictory documents are a gift to the other side in a dispute.
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Related documents
Agreements on entrusted assets, vehicle use, home working or option documents for profit participation — one coherent set.
Deliverablean executive contract covering remuneration, business protection and a clear relationship with any corporate office
How it works
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- Consultationday 0
Position, remuneration, risks — we confirm the document structure and fee.
- Draft contract
We prepare the contract and related documents with an explanation of the key points.
- Signing
One round of comments is included; any further amendments are agreed in advance.
A key manager knows the business’s figures, clients and weaknesses — the relationship is too important for a template contract. An executive contract sets expectations on both sides: what the business pays for and protects, what the manager delivers and what they are entitled to.
We draft them for businesses and managers in Slovakia and Czechia — and where statutory officers hold concurrent roles, we ensure all documents form one coherent whole that stands up to scrutiny.
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
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What clients ask
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How does an executive contract differ from an ordinary employment contract?
Legally, it is still an employment contract — but it addresses matters an ordinary contract does not: target-linked bonuses, broader confidentiality, a non-compete clause, media and public appearance rules, longer notice periods or severance beyond the statutory level. For key people, the difference between a template and a proper contract becomes most apparent when the relationship ends.
The manager is also a statutory director. Which contract applies?
Both can apply — each to a different role. Statutory office belongs under an office-holding agreement approved by the general meeting; the executive contract may cover only activities distinct from that office. If they overlap, terms may be invalid and remuneration problematic. We structure the interface between the two documents as a whole.
Is a post-termination non-compete clause enforceable?
Yes, if agreed within statutory limits — limited in scope and time, with reasonable compensation for the employee. A clause without compensation or extending years ahead will not stand up. We draft it to protect clients and know-how and stand up in court.
How should bonuses be structured to avoid ending up in court?
With clear entitlement rules: measurable targets, who evaluates them and when, what happens if the manager leaves during the year, and whether the component is contractual or discretionary. Most disputes arise from bonuses paid 'at discretion' for years and then stopped — the contract can prevent such a dispute in advance.
Legal Q&A
Common questions on this topic
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Can a manager be removed from office without notice, or must we serve notice of termination?
In Czechia yes, if you agreed it with the manager in advance: removal from a senior post directly subordinate to the statutory body (or one level below) is permissible, the employment does not end by it and the company must offer other suitable work. The Slovak Labour Code has no such institution: a change of position must be agreed, and where the employment relationship was established only after appointment under an internal regulation, removal is merely a ground for notice. In both countries, what was set out in the management contract on joining is decisive.
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A manager gave notice and has stopped coming to work. Can we claim compensation for the notice period?
In Slovakia, only if you agreed monetary compensation for failure to remain during the notice period in writing in the employment contract. It may not exceed the employee's average monthly earnings multiplied by the length of the notice period, and if the manager does not pay voluntarily, the court determines the amount in the light of the circumstances. In Czechia such a sanction cannot be agreed, because the Labour Code permits a contractual penalty only where it expressly so provides.
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May our manager run a business or serve on the body of another company alongside their employment?
They may; the law does not generally prohibit outside activity. If, however, it is competing in character with the employer’s business activity (the Czech statute speaks of activity identical to the employer’s business activity), the manager needs the company’s prior written consent in both Slovakia and Czechia. Slovak law also treats consent as granted if the employer does not respond to the request within 15 days; Czech law contains no such deeming provision. Where the manager is also a managing director, the stricter non-competition prohibition under company law applies as well.
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Further reading
Managing director and CEO in one person: holding office alongside an employment contract in Slovakia and Czechia
A managing director or board member who also has an employment contract as chief executive is common. Slovak courts do not treat such a contract as employment where the duties are the same; Czech courts allow the Labour Code to be applied by agreement. The article explains where the boundaries lie and how to divide the documents.
Read more →
New social contributions for the self-employed: income test, contribution holidays and micro-contribution
From 1 July 2026, social insurance contributions for the self-employed follow new rules. Self-employed persons already in business in the previous year are compulsorily insured only above the income threshold, EUR 2,876.90 for this year’s test; new businesses have a six-month holiday and low incomes attract a EUR 131.34 monthly micro-contribution. Acts No. 261/2025 and 122/2026 Z. z. introduced the reform.
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 →