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 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
- 2Within 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.
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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.
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When am I entitled to severance pay, and how much?
Statutory severance pay mainly applies when the employer terminates employment on organisational grounds (closure, relocation or redundancy) or health grounds. The amount increases with years of service, from one to four times average monthly earnings for termination by notice, or up to five times for termination by agreement. There is no statutory severance entitlement for dismissal for misconduct.
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Further reading
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 →
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. Compulsory insurance arises only above the income threshold, EUR 2,876.90 for 2026; 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 →
Minimum wage 2026: EUR 915 is only the first of six grades
The minimum wage for 2026 is EUR 915 a month. Most jobs, however, are subject to a higher minimum wage entitlement according to their level of work complexity.
Read more →