Employees and employment law · Czechia and Slovakia
Employment contracts and employer documentation
Are you hiring your first employees, or has your company outgrown its employment documents? Employment contracts, work agreements and internal policies tailored to your business, for employment in Czechia and Slovakia, including cross-border situations.
What we'll do for you
Select an item to see the details.
-
Tailored employment contracts
Based on your positions and actual business operations, rather than a universal template for everyone.
-
Agreements outside an employment relationship
Slovak work agreements and their Czech equivalents — the right type for casual workers and occasional work.
-
Internal rules and policies
Work rules, home working, use of company equipment — only those your business actually needs.
-
Confidentiality and non-compete clauses
Protection for know-how and clients designed to stand up in a dispute.
-
Audit of existing documentation
We review what you have — explaining what is missing, risky or unnecessary.
-
Cross-border situations
An employee from the other country, home working across the border, a posting — we tailor the documents to the specific situation.
Deliverablea set of documents ready to sign and use immediately
How it works
Does this process fit your matter? Describe it to the attorney →
- Mapping your needsday 0
A short discussion about positions, operations and existing documents. You need not prepare anything in advance.
- Proposed document set and fee
We propose what your business needs — and what it does not. We confirm the final fee before work begins.
- Preparing documents
We deliver clear documents and explain how to use them in practice — on joining, changing roles or addressing a problem.
- Ongoing updates
When legislation changes, we can keep your documentation current so you do not have to track amendments yourself.
An employment contract stays with a business for years — yet most businesses deal with it in five minutes using an online template. While everything is calm, nobody sees the difference. It becomes apparent when a role needs changing, a departing employee’s know-how needs protecting or employment needs ending — and the contract turns out not to have anticipated it.
We therefore build documentation around operations, not templates. First, we understand how your business works — the positions you fill, how you handle home working, what your know-how is — and only then do we write. The result is a lean set of documents you can actually use, with an explanation for each.
For businesses operating in Czechia and Slovakia, we prepare documentation for both countries at once. The rules differ in important details, and cross-border situations — employees commuting across the border or working from home in the other country — are increasing. One firm with a lawyer registered with both Bar Associations means both document sets fit each other and the reality.
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 →
Why is an online template not enough?
A template does not know your operations — positions, pay, home working or what you actually want to protect. Errors do not emerge on signing, but during a dispute or inspection, when remedying them costs many times more than a proper contract at the outset.
How many documents does our business actually need?
Usually fewer than you fear. We propose the minimum that has legal significance for your size and operations — the aim is order, not a folder of policies nobody reads.
We employ people in both countries — do we need two sets of documents?
Yes, Czech and Slovak employment law differ, and one contract cannot cover both countries. The advantage is that we prepare both sets consistently from one place — our lawyer is registered with both the Czech and Slovak Bar Associations.
An employee wants to work from home in the other country — is that a problem?
It is not prohibited, but has employment law and other implications that need addressing in advance. We tailor the documents to the situation and flag matters to consider beyond employment law.
Will you also review existing contracts?
Yes. An audit of existing documentation is a common first step — targeted corrections of risky provisions are usually enough, rather than rewriting everything from scratch.
Legal Q&A
Common questions on this topic
-
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.
Read the answer -
How long can probation last, and how can employment end during it?
Probation may last up to three months, or six for managerial employees directly reporting to the statutory body, and must be agreed in writing or is invalid. It cannot be extended. During probation, either employer or employee may terminate employment in writing for any reason or without giving a reason; notification should generally be served at least three days in advance.
Read the answer -
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.
Read the answer
Further reading
Slovakia's platform work law. What platforms need to prepare by December 2026
Slovakia's parliament has approved a law on work through digital labour platforms, intended to take effect on 2 December 2026. Parliament still lists it as undergoing editorial processing. The approved text covers notifications to the labour inspectorate, algorithmic management and a presumption of an employment relationship in court proceedings.
Read more → When an employer can receive up to 80% of a young employee's labour costs
An employer recruiting a jobseeker aged under 30 to a new position may receive up to 80% of the total labour cost from the labour office, capped at EUR 1,291.17 a month in 2026. All conditions must be met together. The Act also contains an ambiguity that should be clarified with the office before the employment contract is signed.
Read more → The right to a first job. Repealed § 51a and the labour office project with the same name
The subsidy for a first regularly paid job under § 51a has not been part of the Employment Services Act since 1 January 2023. Yet the Ministry of Labour's information page still described it when checked on 14 October 2026. Meanwhile, labour offices ran a project called The Right to a First Job with different conditions.
Read more →