Employment documentation. Updates 24/7.

Every employer needs the same core set of documents. Most businesses spend years assembling it from the internet. A contract from one template, an agreement from another, no policy. It works until a dispute, inspection or departure of someone taking know-how with them.

The employer documentation package solves this as a product. Choose Essential with 18 documents for 1 000 € or Premium with 26 for 1 500 €, receive them tailored to your business, and we keep them current for 10 € per document monthly. You need not know which documents an employer needs. That is our job.

Essential package: 18 documents from joining to dismissal

No surprises after ordering. This is the entire Essential package.

Joining the business

1. Employment contract. Fixed-term or indefinite, tailored to your positions and pay.
2. Agreement to perform work. For one-off and smaller tasks outside employment.
3. Agreement on work activity. For regular work of limited scope.
4. Student temporary work agreement. For casual workers who are still studying.
5. Written information on working conditions. Information an employer gives a new employee on joining.
6. Pay terms. In the Slovak package, these are agreed in the employment contract or collective agreement. In the Czech package, a pay statement is included where pay is determined in this way.
7. Personal questionnaire. Joining information within the scope permitted by data protection rules.
8. Employee GDPR notice. Employee information duties addressed in one place.
9. Confidentiality agreement. Protection for business know-how, clients and sensitive figures.

During employment

10. Employment contract amendment. Changing role, pay or hours without a new contract.
11. Work rules. Binding business operating rules in one place.
12. Home working policy. Rules for working from home, availability and reimbursements.
13. Company equipment policy. Laptops, phones, cars and the limits of private use.
14. Agreement on liability for entrusted valuables. Cash, stock and other entrusted valuables.

Ending employment

15. Misconduct warning. The first formal step when addressing an employee problem.
16. Termination agreement. The cleanest way to part.
17. Employer’s notice of termination. A template and procedure reducing invalidity litigation risks.
18. Immediate termination of employment. For the most serious breaches where notice is insufficient.

The non-compete clause, monitoring and working time policies, and documents supporting organisational changes are in Premium.

Premium package: 26 documents protecting know-how and the business

Everything in Essential plus eight documents. They protect your investments, stand up to inspection and prepare the business for redundancies before they happen. Essential contains notice; Premium contains what must precede it.

Protecting know-how and investment in people

19. Post-employment non-compete clause. A salesperson does not leave with clients for a competitor. The law permits it for no more than one year, only for people with access to information that is not generally available, and for reasonable compensation; it must form part of the employment contract, otherwise it is invalid (§ 83a of the Labour Code).
20. Qualification enhancement agreement. When the business pays for education or an expensive course, the employee commits to staying or repaying costs. Without a written agreement containing the statutory requirements, no repayment claim arises (§ 155 of the Labour Code).
21. Wage deductions agreement. Damage to an entrusted car, an unreturned laptop, overpayment. Beyond statutory deductions, an employer may deduct only under a written agreement (§ 131(3) of the Labour Code).

Inspection and order

22. Employee monitoring and CCTV policy. Cameras, GPS in company cars, work email checks. Without a serious reason and prior warning, these are prohibited; the scope, method and duration of monitoring must be communicated (§ 13(4) of the Labour Code). Includes employee information under GDPR.
23. Internal whistleblowing policy. Mandatory for businesses with 50 or more employees: a responsible person, reporting and investigation methods, deadlines, confidentiality and records. The law prescribes the policy’s content point by point (§ 10(9) of the Whistleblower Protection Act).
24. Working time, overtime and on-call policy. Who may order overtime and how much, how it is recorded and how on-call work operates. Working time records are the first thing the labour inspectorate requests (§ 99 of the Labour Code).

Organisational changes and performance

25. Organisational change decision and offer of other suitable work. Without a written decision showing what is being removed and why, redundancy notice is invalid; other suitable work must be offered before notice if the business has it (§ 63(1) of the Labour Code).
26. Written request to remedy unsatisfactory performance. A different ground from misconduct. Notice for poor performance is possible only if the employer made a written request within the previous six months and the employee failed to remedy the shortcomings within a reasonable time.

How much it costs

Essential costs 1 000 €, Premium 1 500 €, as a one-off payment including tailoring to your business. Prices are final.

Whole-package updates have a discounted price: 100 € monthly for Essential and 150 € monthly for Premium. If you want only selected documents monitored, the individual rate is 10 € per document monthly, so the whole package is worthwhile from ten documents. You can expand or reduce the scope at any time.

The decision is not permanent: you can upgrade from Essential to Premium at any time for an additional 500 €.

Ongoing updates after purchase

Internet documents age from the day they are downloaded. This package does not. It runs on the same system as our flagship contracts under supervision service: the system continuously monitors legislation, case law and practice, and a lawyer reviews and implements every relevant finding. Your folder therefore always contains wording ready to use, without you having to initiate the task.

A folder, not more software

The result is not a licence or a new tool to introduce and operate. The package sits in your shared folder with a clear structure and version history. HR takes the current wording from it for every new starter without having to ask whether it is still valid.

Slovak or Czech package

One package covers one country. Choose Slovak or Czech documentation; Essential and Premium cost the same in both countries. If you employ people in both, you can buy the second package separately; we then update both sets from one firm.

What the package is not

It is not payroll or tax work. That belongs to your payroll accountant and tax adviser. Nor is it representation in a dispute or a labour inspectorate inspection, or taking on the responsible person’s role for reports. If a dispute or inspection arises, an orderly package is the best starting position, and we follow on with a separate service.