Employees and employment law · Czechia and Slovakia
Legal services for employment agencies
Temporary employee assignment is one of the most regulated forms of employment: agreements with user employers, comparable conditions for assigned employees, records and inspections. We handle your agency's legal work — from client contracts and employee documentation to representation during inspections — in Slovakia and Czechia.
- Lawyer registered with both ČAK and SAK
- Agencies in Slovakia and Czechia
- Fees agreed in advance
What we'll do for you
Agency employment rests on two relationships — with the client and the employee — and an error in one affects the other. We therefore build documentation as one system, not a pile of templates.
Select an item to see the details.
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Client contracts
Framework contracts and temporary assignment agreements — scope, fees, liability for damage, assumption of workplace health and safety duties, and rules for clients taking on employees directly.
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Employee documentation
Employment contracts and agreements for assigned employees, including written assignment instructions — compliant with temporary assignment rules.
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Comparable conditions
Establishing pay and working conditions for assigned employees compared with the client's permanent staff — the most frequent focus of inspections.
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Protecting the agency's business
Prohibition of agency circumvention, fees for taking on candidates, confidentiality and protection of the candidate database.
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Inspections and disputes
Representation during labour inspectorate or employment office inspections and in disputes with clients or employees.
Deliverablethe agency's contractual and employment documentation in a condition that stands up to clients and inspections
How it works
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- Auditday 0
We review how the agency operates and its existing documents, identifying risks and priorities.
- Documentation
We prepare or correct client and employee contracts as an interconnected whole.
- Implementation
We establish assignment and record-keeping processes that match the documents.
- Ongoing support
New assignment types, legislative changes or an inspection — we remain available.
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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What must a temporary assignment agreement contain?
The law prescribes requirements — from employee identification and type of work to assignment duration and working conditions; liability, fees and assumption of duties at the client's workplace also need contractual resolution. We draft agreements to comply with the law and protect the agency's margin.
What are an assigned employee's 'comparable conditions'?
An assigned employee should have pay and working conditions comparable to the client's permanent employee in the same position — and this is where inspections most often identify differences. We establish client data collection and adjustment mechanisms so the comparison does not catch you out.
A client is taking our people on behind our back. Can we respond?
Yes — by agreeing a fee for taking on an employee or candidate in the client contract. It must be enforceably drafted; we assess your existing provision and prepare wording that stands up.
Do we need a permit to operate?
In Slovakia, employment placement under the appropriate trade authorisation must be distinguished from operating a temporary employment agency, which requires a permit from the Central Office of Labour, Social Affairs and Family. We assess the Czech licensing regime separately. We check what your activity requires and assist with filings and ongoing obligations.
How much do legal services cost?
From a one-off documentation audit to a monthly retainer. We confirm the fee in advance according to the agency's size — and the agreed terms apply.
Legal Q&A
Common questions on this topic
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We hired a third-country national. What must we report to the labour office, and when?
Notify the labour office for the place of work in writing when employment starts and ends, each within seven working days; attach a copy of the employment contract when reporting the start. You must also report that the foreign national did not start on the agreed date, which companies most often forget. Breach of reporting duties may attract a fine of up to EUR 100,000.
Read the answer -
Can a temporary employment agency assign us workers from outside the EU?
In Slovakia, generally not: a third-country national working on the basis of a Blue Card, a confirmation of a vacant post or a work permit may not be temporarily assigned to a user undertaking by an agency or any other employer. An exception applies to an agency operating for at least three years, where the national holds temporary residence for the purpose of employment based on a confirmation of a vacant post, the post is a shortage occupation in the region, the user undertaking consents to the assignment in writing and the labour office issues a confirmation for it. The prohibition does not cover nationals who need neither a permit nor a confirmation, such as holders of permanent residence.
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How long may an agency assign the same employee to one business?
In Slovakia, a temporary assignment to the same user undertaking may be agreed for a maximum of 24 months and, within that period, extended or agreed again no more than four times, including where another agency assigns the employee. If the limit is exceeded, employment with the agency ceases and indefinite employment arises directly with the user undertaking. In Czechia, an agency may not assign the same employee to the same user for more than 12 consecutive calendar months, unless the employee so requests or the assignment covers a user's employee on maternity, paternity or parental leave.
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Further reading
Posting workers between Slovakia and Czechia: notification, pay and agency workers
A Slovak business on a contract in Czechia, a Czech installation team in Slovakia, or an agency sending people to a client across the border. Nationals of either country need no work permit, but posting carries its own notifications and minimum working conditions in the host country. The article sets them out for both directions, including agency assignment and posted third-country nationals.
Read more →
Disguised labour supply: why Czech labour inspectors impose multimillion-crown fines
In 2024, Czech labour inspectors identified 245 cases of disguised labour supply and imposed 161 fines totalling CZK 71.714 million. Another 81 fines totalling CZK 67.198 million went to clients enabling these arrangements. Calling labour hire a service can be a costly mistake, including for Slovak companies.
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 →