Employees and employment law · Czechia and Slovakia
Employing foreign nationals and posting workers
A Slovak business with staff in Czechia, a Czech business with Slovak staff or recruitment outside the EU. Each situation has its own permits, notifications and documentation, and mistakes can cost thousands of euros in fines. We guide you through the entire process on both sides of the border: from assessing your requirements to completed documents and fulfilled duties.
- Lawyer registered with both ČAK and SAK
- Both countries handled by one firm
- Fees agreed in advance
What we'll do for you
Cross-border employment combines employment law, residence rules and contributions, operating differently in each country. One firm for both countries means nothing is lost in the handover between lawyers.
Select an item to see the details.
-
Assessing the situation
We determine the correct regime — local employment, posting or another form — and list the resulting duties in Slovakia and Czechia.
-
Permits and notifications
We prepare submissions for employment offices and immigration police and monitor the process; for EU citizens, we handle the relevant notifications.
-
Posting documentation
Agreements and information for posted workers, including host-country pay rules and supporting documents for the PD A1 form, which your payroll team handles with the Social Insurance Agency.
-
Employment contracts
Contracts for foreign employees under the correct law and in the appropriate language — including bilingual versions and remote working specifics.
-
Inspection support
If the labour inspectorate or immigration police arrive, we represent you and help put matters in order.
Deliverablean employee working lawfully in the destination country, with permits obtained, notifications filed and correct documentation
How it works
Does this process fit your matter? Describe it to the attorney →
- Consultationday 0
You describe whom you want to employ and where — we provide an exact list of duties and documents for your situation.
- Preparing documents
We prepare applications, contracts and notifications, coordinating with your payroll team.
- Handling the authorities
We file applications and notifications and monitor the process through to official approval.
- Starting work and ongoing support
The employee starts lawfully; when circumstances change (extension, role change, end of posting), we update documentation.
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 →
A Slovak working for a Czech business (or vice versa) — is anything required at all?
Slovak and Czech citizens work in the other country without a work permit, but obligations do not end there: employers have notification duties towards the employment office, and correctly determining where contributions are paid and which employment law applies is crucial — especially for remote work. We provide the exact list of obligations at the consultation.
What is a worker posting, and when does it arise?
A posting arises when an employee temporarily works in another country as part of their employer's provision of services — typically on an assignment for a client there. The host country then requires notification and compliance with its pay and working condition rules; the PD A1 form for contributions must also be addressed.
How long does it take to employ someone from outside the EU?
Allow weeks to months, depending on the permit type and the authorities' workload. We can shorten the process by preparing complete applications first time — incomplete submissions being returned are the most common cause of delay.
What happens if the business gets the arrangements wrong?
Illegal employment risks high fines, a ban on employing foreign nationals and exclusion from public contracts or grants — even for an unintentional error in the regime. It is therefore worth checking arrangements before an inspection; we can audit and correct the existing position.
The employee works from home in the other country. Is that a problem?
Home working across borders is increasingly common and has real implications for contributions, tax and employment law. Most situations can be structured lawfully and simply — the important thing is to do so deliberately, rather than leave it to chance.
How much does the service cost?
It depends on the regime and number of people — from a one-off assessment to complete permit handling. We confirm the fee in advance, and the agreed terms apply.
Legal Q&A
Common questions on this topic
-
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 -
We employ an EU citizen. Do we have any obligations towards the labour office?
Yes, although an EU citizen needs no work permit. You must notify the labour office for the place of work when employment starts and ends, using an electronic information card with a qualified electronic signature, each time within seven working days. The same duty applies to family members. Failure to file the card 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.
Read the answer
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 →
Certificate of no illegal employment fine: when a company needs it and what prevents issuance
The labour inspectorate issues it within seven working days. A fine in recent years creates a problem, as the business then cannot receive labour office contributions or state grants, and may be excluded from public procurement.
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 →