Labour Code amendment: key changes

The Labour Code is one of the most important pieces of legislation for every employer, and it is amended regularly. If you employ even one person, every Labour Code amendment may affect you – whether it concerns the form of the employment contract, annual leave, notice or employee protection. This article explains which areas amendments usually focus on and how to prepare for them.

Why the Labour Code changes

Labour law responds to developments in the labour market, to European directives and to social changes such as the rise of remote work. That is why amendments are fairly frequent. The exact wording of individual provisions keeps changing, so this overview gives you a sense of the topics rather than precise figures – always check the current deadlines and amounts in the version of the Act in force.

Areas amendments most often address

A typical Labour Code amendment touches on several recurring topics that employers should keep an eye on.

• Required particulars of the employment contract and information obligations towards the employee
• Probationary period, notice periods and severance pay
• Agreements on work performed outside employment
• Annual leave, impediments to work and working from home
• Employee protection and equal treatment

What this means for employers

For a company, every amendment means having to review its internal documents. If the mandatory particulars of the contract or the information obligations change, old templates no longer comply. It is just as important to update your work rules and internal policies so that they are in line with the new wording. Pay particular attention to the documents you use again and again for every new hire, because a mistake in a template automatically carries over to all new employees. Neglecting these steps can lead to disputes with employees, to some contractual terms being invalid and to penalties following an inspection by the Labour Inspectorate (inšpektorát práce).

Impact on employees and agreement workers

Amendments often strengthen the position of employees, for example when it comes to the predictability of working conditions or the transition to permanent employment. Agreements to perform work (dohoda o vykonaní práce) and agreements on work activity (dohoda o pracovnej činnosti), whose rules are adjusted fairly regularly, tend to need particular attention. If you engage people under agreements, keep track of the terms of their remuneration, the scope of their work and the obligations related to scheduling working time. It is with agreements that the line between flexibility and obligations tends to be thinnest, which is why amendments touch this area in almost every major revision of the Act.

How to handle the transition to the new rules

A tried-and-tested approach is to carry out a short audit after every amendment. Go through your contract templates, work rules and payroll settings and compare them with the new wording. If the amendment introduces a transitional period, use it to update your documents gradually. It is also important to inform managers who work with people every day, so that they act in line with the current rules.

When to turn to an expert

Employment law administration is an area where mistakes are costly and where disputes with employees can drag on for months. If you are not sure how a Labour Code amendment will affect your contracts or wages, it makes sense to consult an expert. At Bilvao, we will help you bring your HR and payroll administration into line with the current legislation, prepare correct document templates and set up your processes so that you avoid unnecessary risks and penalties.

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Frequently asked questions

Do I have to change existing employment contracts after an amendment?

It depends on what the amendment concerns. Some changes apply automatically by law, while others require an addendum to the contract or the fulfilment of an information obligation. Transitional provisions usually set a deadline for making the changes, so check the wording in force and follow it.

Do amendments also apply to agreements on work performed outside employment?

Yes, agreements are among the areas that are amended fairly often. Watch in particular the rules on remuneration, record-keeping and the scope of work. Check the specific conditions in the current wording, as they may change from year to year.