Leave Policy in the Czech Republic
Manage Czech Republic's holidays and leave types with Gloroots, streamlining annual leave, holiday requests, and employee leave efficiently
- The guide covers statutory leave entitlements under the Czech Labour Code, Sickness Insurance Act, and State Social Support Act, including annual, sick, maternity, paternity, parental, care, and bereavement leave.
- Czech sick leave rules require employers to fund the first 14 days at 60% of reduced average earnings, with ČSSZ taking over from day 15 through a maximum of 380 calendar days.
- DPP and DPČ contract workers hold different and generally more limited leave rights than employees on standard employment contracts, a distinction introduced by the 2023 Labour Code amendment.
- Carry-over rules require employers to schedule unused leave by 30 June of the following year, after which employees may self-schedule, and unused leave must be paid out on termination.
Czech leave entitlements are governed by the Labor Code, which sets mandatory minimums across the principal categories of leave and public holidays. These statutory floors apply to all qualifying employment relationships and cannot be waived by contract, so employer policy may exceed them but never fall below them.
Compliance in the Czech Republic carries added complexity because workers engaged under DPP or DPČ agreements are subject to different statutory entitlements than those on standard employment contracts. Employers must account for these distinctions when structuring leave policies, and many rely on employer-of-record support to ensure their practices remain aligned with Czech Labor Code requirements across all contract types.
Leave Policy at a Glance
| Leave Type | Entitlement | Mandatory | Notes |
|---|---|---|---|
| Annual Leave | 20 working days (private sector); 25 days (public sector); 40 days (teachers) | Yes | Eligible after 60 days of service. DPP/DPČ workers have limited or no statutory entitlement depending on contract terms. |
| Public Holidays | 13 days per year | Yes | Nationally mandated. Employees working on public holidays are entitled to additional compensation. |
| Sick Leave | Up to 380 calendar days | Yes | Employer covers first 14 days. From day 15, ČSSZ pays 60% (days 1-30), 66% (days 31-60), 72% (day 61+). |
| Maternity Leave | 28 weeks (37 weeks for multiple births); minimum 14 weeks | Yes | Paid at 70% of salary by ČSSZ. Requires 270 days of social security contributions in the prior 24 months. |
| Paternity Leave | 2 weeks | Yes | Paid at 70% of salary by ČSSZ. Must be taken in one block within six weeks of birth. Requires 270 days of contributions in prior two years. |
| Parental Leave | Until child turns 3 (or 4 with employer agreement) | Yes | Joint parental allowance capped at $16,774 (CZK 350,000) total, paid by ČSSZ regardless of leave duration. |
| Adoption Leave | Same as maternity/paternity leave rules | Yes | Applies when adopting a child under seven. Paternity rules apply to the adopting parent taking the shorter leave. |
| Care Leave | Up to 9 days (16 days for single parents) | Yes | Covers care for a child under 10 or a sick family member. ČSSZ pays 60% of gross salary. Single-parent extension applies until child turns 16. |
| Long-term Care Leave | Up to 90 days | Yes | Family member must be hospitalized at least 7 days and require care for 30+ days. ČSSZ pays 60% of gross salary. Written consent of the family member required. |
| Bereavement Leave | Up to 3 days paid | Yes | Applies on the death of an immediate family member. |
| Wedding Leave | 2 days (1 day paid) | Yes | One day is paid; the second day is unpaid unless the employment contract or collective agreement provides otherwise. |
| Jury Duty | Duration of service | Yes | Employer must grant unpaid leave. Employee must provide a court summons as evidence. |
| Military Leave | Duration of service | Yes | Covers compulsory military service, military exercises, substitute military service, and civilian service duties. |
| Unpaid Leave | By agreement | No | Granted at employer discretion. Terms set by employment contract or collective agreement. |
Overview and Legal Basis for Leave in the Czech Republic
Czech leave entitlements rest on three statutes. The Czech Labour Code (Act No. 262/2006 Sb.) sets the primary rules for employment relationships. The Sickness Insurance Act (Act No. 187/2006 Sb.) governs sick pay, maternity, paternity, and care benefits. The State Social Support Act (Act No. 117/1995 Sb.) covers the parental allowance.
The Czech Social Security Administration (ČSSZ) administers sickness and parental benefits. Statutory rules define the floor; collective agreements and individual contracts may improve on them but cannot fall below the legal minimum.
A 2023 Labour Code amendment (Act No. 281/2023 Sb.) requires employers to inform each employee in writing within seven days of their start date about applicable leave entitlements. These rules apply to workers on a standard employment contract (pracovní poměr). Workers on DPP or DPČ agreements have different, and generally more limited, rights under the post-2023 framework. For companies hiring without a local entity, understanding how does EOR work is a practical starting point for maintaining compliance.
Annual leave
Sick leave
Maternity leave
Paternity leave
Parental leave
Care leave and long-term care leave
Other statutory leave (bereavement, wedding, military)
Annual Leave (Earned / Privilege Leave)
Czech employees on a standard employment contract are entitled to a minimum of four weeks of paid annual leave per calendar year. Public sector employees and certain other categories receive five weeks; teachers receive eight weeks.
During the first year of employment, leave accrues at one-twelfth of the annual entitlement per calendar month, approximately 1.66 days per month. This accrual basis is set out in Labour Code Sections 212 and 213.
Scheduling rules under Labour Code Section 217 require at least one continuous block of two weeks. Employers must give 14 days' advance notice before setting leave dates. If an employer fails to schedule carried-over leave by 30 June of the following year, the employee may set the dates independently, again with at least 14 days' notice. This deadline is established in Labour Code Section 218.
On termination, any unused annual leave must be paid out at the employee's average earnings, as required by Labour Code Section 222. Workers on DPP or DPČ agreements have different entitlements under the post-2023 amendment framework. Employers comparing European leave structures may also find it useful to review the leave policy in Germany as a reference point.
Public Holidays
The Czech Republic observes 13 national public holidays each year. If a public holiday falls on a weekend, it is not moved to a working day. Employees simply lose that observed holiday with no substitute day granted.
Employees who work on a public holiday are entitled to 100% of their average earnings as a premium payment, or an equivalent compensatory day off taken within three months. This rule is set out in Labour Code Section 115.
The table below lists the 2024 public holidays. Dates should be reviewed annually, as the calendar days shift year to year.
| Date | Day | Holiday |
|---|---|---|
| 1 Jan 2026 | Thursday | New Year's Day |
| 3 Apr 2026 | Friday | Good Friday |
| 6 Apr 2026 | Monday | Easter Monday |
| 1 May 2026 | Friday | Labour Day |
| 8 May 2026 | Friday | Liberation Day |
| 5 Jul 2026 | Sunday | St Cyril and St Methodius Day |
| 6 Jul 2026 | Monday | Jan Hus Day |
| 28 Sep 2026 | Monday | Statehood Day |
| 28 Oct 2026 | Wednesday | Independence Day |
| 17 Nov 2026 | Tuesday | Freedom and Democracy Day |
| 24 Dec 2026 | Thursday | Christmas Eve |
| 25 Dec 2026 | Friday | Christmas Day |
| 26 Dec 2026 | Saturday | 2nd Day of Christmas |
Sick Leave
Czech employers pay sick leave from day one. There are no waiting days or unpaid opening days, unlike the rules in some other European countries.
For the first 14 days of illness, the employer pays 60% of the employee's reduced average earnings. From day 15 onward, the Czech Social Security Administration (CSSZ) takes over as the paying authority. CSSZ pays 60% of reduced average earnings for days 15 through 30, 66% from day 31 to day 60, and 72% from day 61 onward. Employees may take up to 380 calendar days of sick leave in total.
Employers carry a reporting obligation to CSSZ. They must collect sickness certificates from employees, maintain the related records, and submit all required reports to CSSZ on time. HR teams managing Central European workforces can compare this structure with the leave policy in Poland, where the employer-paid period and state handover rules differ.
Casual Leave
Czech law does not define a statutory casual leave category. There is no provision in the Labor Code or any related legislation that grants employees a general-purpose casual leave entitlement.
Short, unplanned absences are handled through existing named leave types: sick leave, care leave, or personal obstacles to work under Section 191 of the Labor Code. Each of these has its own eligibility conditions and pay rules.
International employers should treat this as a compliance-critical point. Offering casual leave as a standalone benefit is permissible only if it is written into the employment contract or a collective agreement. Any such arrangement is purely contractual and carries no statutory backing.
Maternity Leave
Czech law entitles biological mothers to 28 weeks of maternity leave for a single birth, rising to 37 weeks for multiple births. Leave can start between eight and six weeks before the expected due date, with a mandatory minimum of 14 weeks taken after birth.
Maternity pay is administered by the Czech Social Security Administration (CSSZ) and is calculated at 70% of a reduced daily assessment base, not directly from gross salary. The assessment base is derived from the employee's gross income over a reference period and is subject to statutory reduction thresholds. Eligibility requires at least 270 days of Social Security contributions in the 24 months before leave begins.
| Scenario | Maternity Leave Duration |
|---|---|
| Single birth (biological mother) | 28 weeks |
| Multiple births (biological mother) | 37 weeks |
| Adoption or foster care, single child | 22 weeks (or until child turns 3) |
| Adoption or foster care, multiple children | 31 weeks (or until child turns 3) |
| Father taking over from mother | From week 7 of child's life onward |
Adoptive and foster mothers receive the same pay rate and eligibility conditions as biological mothers. The duration differs: 22 weeks for a single child and 31 weeks for multiple children, subject to the child's age at placement.
Fathers can take over maternity leave from the seventh week of the child's life. During that period, the father receives maternity pay under the same CSSZ rules. Mothers retain job protection from the start of pregnancy until one year after maternity leave ends.
For a comparison with another EU country that provides extended parental protections, see the leave policy in Estonia.
Paternity Leave
New fathers in the Czech Republic are entitled to two weeks of paid paternity leave under the Labor Code. This is a statutory right, not a discretionary benefit.
To qualify, the father must be named on the child's birth certificate and must have contributed to Social Security for at least 270 days within the preceding 24 months. Leave is paid at 70% of regular salary by Social Security.
The two weeks must be taken in one continuous block within six weeks of the child's birth. The same entitlement applies to fathers who adopt a child under the age of seven. Employees are protected from termination during paternity leave.
Adoption and Surrogacy Leave
Adoptive mothers receive 22 weeks of maternity leave, or 31 weeks when adopting multiple children. The same 270-day Social Security contribution requirement applies, and the child must be under seven at the time of adoption.
Adoptive fathers receive two weeks of paternity leave under the same conditions as birth fathers. Both parents can then take parental leave until the child turns three, on the same terms as birth parents.
Female foster employees are entitled to up to 22 weeks of maternity-equivalent leave (31 weeks for multiple children). Parental leave runs from the day the child enters care until age three. If the child is between three and seven when fostered, leave runs for 22 weeks or until the child turns seven, whichever comes first.
Czech law does not include a specific surrogacy leave provision. Employers hiring in the Czech Republic should seek legal advice to assess how existing maternity and parental leave rules may apply in surrogacy arrangements.
Bereavement Leave
Czech bereavement leave entitlements vary by relationship, as set out in the Annex to Section 199 of the Labour Code.
Employees who lose a spouse, partner, or child receive two days of paid leave, plus one additional day to attend the funeral. Employees who lose a parent, grandparent, sibling, or grandchild receive one paid day, plus one additional day if the employee personally arranges the funeral.
Other Leave Types
Czech law and the Labour Code provide several additional leave categories beyond the core entitlements.
Wedding leave: Employees receive two days for their own wedding, with one day paid and one unpaid. One paid day is granted when a child marries. One unpaid day applies when a parent marries. These entitlements are set in the Annex to Section 199 of the Labour Code.
Care leave: Employees may take leave to care for a child under 10 or a sick family member. Each episode is capped at nine days. Single parents caring for a child under 16 may extend each episode to 16 days. There is no annual cap on the number of separate episodes. Social Security covers 60% of gross salary under the Czech Sickness Insurance Act.
Long-term care leave: Available for up to 90 days when a family member who shares the employee's household is hospitalized for at least seven days and requires ongoing care for 30 days or more. Social Security pays 60% of gross salary, and the care recipient's written consent is required.
Other leave types include:
Unpaid leave: May be granted for significant personal situations, including relocation with household items or job-searching after employer-initiated termination. No statutory duration cap applies under the Labour Code.
Sabbatical leave: No statutory provision exists. Any arrangement is purely contractual between employer and employee.
Study leave: May be granted where the studies relate to the employee's work and serve the employer's interest, under Labour Code Section 232.
Public office leave: Employees elected to public office are entitled to up to 20 days of unpaid leave per year under the Labour Code.
Voting leave: Employers must grant unpaid leave to vote if the employee cannot vote outside working hours, per the Labour Code and Election Act.
Carry-Forward and Leave Encashment Rules
Czech Labour Code Section 218 requires employers to schedule any carried-over leave by 30 June of the following year. If the employer misses that deadline, the employee gains the right to self-schedule the remaining leave with at least 14 days' notice.
These carryover rules apply only while employment continues. Employers cannot buy out unused leave during an active employment relationship. Leave must be taken, not paid in lieu.
Termination changes the calculation. Under Labour Code Section 222, any unused leave remaining at the end of employment must be paid out at the employee's average earnings. This payout obligation is separate from the carryover scheduling rules that apply mid-employment.
Tracking carryover balances and payout obligations across a workforce adds administrative complexity. Employer of record software can automate deadline monitoring and flag outstanding balances before the 30 June cutoff.
Best Practices for Managing Leave Compliantly in the Czech Republic
Four practices reduce compliance risk when managing leave in the Czech Republic. Collective agreements may set entitlements above these statutory minimums, so verify any applicable agreement before applying defaults.
Provide written leave entitlement information within 7 days of employment start, as required by the 2023 Labour Code amendment.
Distinguish standard employment contract workers from DPP and DPC agreement workers and apply the correct leave rules to each category.
Document all leave requests, approvals, and CSSZ submissions with timestamps to support any future audit or dispute.
Schedule all carried-over leave before the 30 June deadline to prevent employees from gaining the right to self-schedule.
Working with the best employer of record for your structure gives HR and legal teams a single point of accountability for leave governance across the Czech workforce.
Managing Leave Policy in the Czech Republic with Gloroots
Czech leave compliance spans the Labour Code, the Sickness Insurance Act, and the State Social Support Act. Employers must also meet ČSSZ reporting obligations and, following post-2023 amendments, fulfill expanded employee information duties.
Tracking these requirements across contract types adds operational load. DPP and DPČ agreements carry different leave entitlements than standard employment contracts, and each type requires separate payroll treatment.
Gloroots manages leave balance tracking, ČSSZ-aligned payroll integration, and leave request workflows within a single employment operating layer. Statutory filings are handled as part of the engagement, reducing the risk of missed reporting deadlines. For companies running entity-free employment in the Czech Republic, Gloroots EOR services cover the full employment lifecycle, from contract classification through leave administration and compliance governance.
Frequently Asked Questions About Leave Policy in the Czech Republic
How much annual leave are employees entitled to in the Czech Republic?
Full-time private sector employees receive 4 weeks (20 working days) of paid annual leave per year. Public sector workers receive 5 weeks (25 days), and teachers receive 8 weeks.
Employees become eligible after completing 60 days of service with a single employer. Additional entitlements may be set out in an employment contract or collective agreement.
What happens when a public holiday falls on a weekend?
Czech law does not provide a substitute day off when a public holiday falls on a Saturday or Sunday. Employees simply do not receive a replacement working day.
This differs from some other EU countries. Employers should account for this when planning annual leave schedules and communicating holiday entitlements to staff.
Who is eligible for paternity leave in the Czech Republic?
New fathers and individuals who adopt a child under seven are entitled to two weeks of paid paternity leave, paid at 70% of regular salary by Social Security.
Eligibility requires at least 270 days of Social Security contributions in the previous two years. The leave must be taken in one continuous block within six weeks of the child's birth.
Is unused annual leave paid out on termination?
If an employee has unused annual leave at the time of termination, the employer must pay out the remaining balance. This applies to leave accrued but not taken during the employment period.
Carryover of unused leave to the following calendar year requires a written request from the employee and advance approval from the employer before the year ends.
What is the deadline for carrying over unused leave?
Unused leave should be taken within the same calendar year it accrues. Carryover is permitted only with a written request submitted and approved before the year closes.
Employers retain the right to approve or deny carryover based on operational needs. Leave not taken and not approved for carryover may be forfeited under the Labour Code.
How many days of annual leave are employees entitled to in the Czech Republic?
Private sector employees receive 20 working days (4 weeks) of paid annual leave. Public sector employees receive 25 days, and teachers receive 40 days per year.
Employees become eligible after 60 days of service. In the first year, entitlement accrues at one-twelfth per calendar month worked.
Do Czech public holidays move to the next working day if they fall on a weekend?
No. Czech law does not include a substitute or sliding rule. When a public holiday falls on a Saturday or Sunday, it is not transferred to the following Monday.
Employees who work on a public holiday are entitled to 100% premium pay or compensatory time off in lieu.
What are the eligibility conditions for paternity leave in the Czech Republic?
A father must be named on the child's birth certificate and have at least 270 days of social security contributions in the preceding 24 months.
Eligible fathers receive two weeks of paid leave at 70% of salary, funded by CSSZ. The leave must be taken within six weeks of birth as one continuous block.
Is unused annual leave paid out when an employee leaves a Czech employer?
Yes. Czech Labour Code Section 222 requires employers to pay out all unused annual leave when employment ends.
Payment is calculated at the employee's average earnings. Employers have no option to forfeit unused leave without compensation on termination, regardless of the reason for leaving.
What is the carryover deadline for unused annual leave in the Czech Republic?
Under Labour Code Section 218, employers must schedule any carried-over annual leave by 30 June of the following year.
If the employer misses that deadline, the employee gains the right to schedule the leave independently, giving the employer at least 14 days' written notice.
Is there a waiting period before sick pay begins in the Czech Republic?
There is no waiting period. Employers pay 60% of reduced average earnings from day 1 through day 14 of illness.
From day 15, the Czech Social Security Administration (CSSZ) takes over at 60%, rising to 66% from day 31 and 72% from day 61. Total sick leave cannot exceed 380 calendar days.
Do DPP and DPČ contract workers have the same leave rights as employees on standard employment contracts in the Czech Republic?
No. Statutory annual leave under Czech Labour Code Section 211 applies fully only to employees on standard employment contracts (pracovní poměr).
DPP and DPČ workers gained some leave rights under the 2023 Labour Code amendment (Act No. 281/2023 Sb.), but entitlements differ by contract type. International employers must verify the applicable rules for each arrangement before making leave commitments.
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