Overview of changes in the Labor Code
The Chamber of Deputies approved an amendment to the Labour Code, which, if approved by the Senate, will bring the following changes with effect from 1 January 2024:
- Discount on social insurance premiums
According to the amendment to the Labour Code, employers will be able to take advantage of social security discounts for a selected group of employees, who will work 8 to 30 hours a week (workers under 21 years of age / over 55 years of age, employees who are studying or have recently undergone retraining, persons taking care of a child under 10 years of age or persons with disabilities).
- Support for employees over 55 years of age
Creating motivating conditions for the performance of work, even at time when they would already be entitled to draw a pension – that is, if the employers and the employees want to continue to cooperate with each other.
- Fixed rules for home office
The rules will mainly target pregnant women, people, who take care of children under 9 years old or workers, who take care of a person dependent on the help of another person.
If the employer does not grant their request to work from home, it will be the employer’s duty to justify the decision in writing.
- Vacation and sick pay for employees working at Agreement to complete a job and Agreement to perform the aktivity
Will be based on weekly working hours.
- New courses in the project iRekvalifikace
Under the auspices of the Ministry of Internal Affairs and Communications.
Digital skills and provide a wide range of courses to increase qualifications.
- Employment contract electronically
The option to send selected documentation via email or mailbox – this should concern the conclusion of an Employment contract electronically, as well as and addendum to the Employment contract or an agreement on termination of Employment sent electronically. In these cases, an electrocinal signature will be enough.
- Change in parental leave
Employees – i.e. new fathers in particular, according to the Labor Code, will have to apply for parental leave in writing to the employer.
- Specifying the conditions for continous rest
Continuous rest should not be defined as a period between shifts, but as a day’s break. Therefore, 24 consecutive hours will be decisive, not the time between the end of one shift and the beginning of the next shift.
- Expansion of the employer’s obligations to inform employees
The need to provide separately in writing information that is not included in the employment contract.
- Change in regular health check-ups
Necessarily to undergo for only employees performing work in risk categories and where health is at risk.
