Quali costi sono inclusi nel pacchetto base?

Il pacchetto standard include costituzione della s.r.o., partita IVA, domiciliazione 1 anno e assistenza legale/notarile per €990.

Ci sono spese fiscali o notarili aggiuntive?

No, il pacchetto base è tutto incluso. Le uniche spese extra possono essere contabilità mensile (da €80/mese) o traduzioni giurate su richiesta.

È possibile aggiungere servizi extra?

Sì. Puoi aggiungere contabilità, assistenza continua o traduzioni, con tariffe chiare e preventivo personalizzato.

Employment Contracts in the Czech Republic

Employment contracts in the Czech Republic are governed primarily by the Czech Labour Code. Employers and employees should understand the main types of employment relationship, the mandatory content of an employment contract, probationary periods and the rules applying to fixed-term employment.

Employment Contracts in the Czech Republic: Main Types and Rules

The Czech Labour Code distinguishes between standard employment relationships and certain agreements for work performed outside a standard employment relationship. Choosing the correct form depends on the duration of the work, the expected working hours and the nature of the position.

Written Employment Contract

A standard employment contract must be concluded in writing. At a minimum, it must specify:

the type of work to be performed;
the place or places of work;
the starting date of the employment relationship.

Each party should receive a signed copy of the employment contract. Additional terms, such as salary, working hours, benefits, confidentiality or remote-working arrangements, may also be included depending on the position.

Employment for an Indefinite Period

An employment relationship is generally considered to be for an indefinite period unless a fixed duration has been expressly agreed. This is the standard form of long-term employment in the Czech Republic.

Termination of employment is subject to the rules of the Czech Labour Code, including the applicable notice period and the statutory conditions under which an employer may terminate the employment relationship.

Fixed-Term Employment

A fixed-term employment relationship may be agreed for a specific period. As a general rule, a fixed-term employment relationship between the same employer and employee may last for a maximum of 3 years and may normally be repeated or extended no more than twice.

After a period of three years has elapsed since the end of the previous fixed-term employment relationship, previous fixed-term periods are generally no longer taken into account for this limitation. Certain statutory exceptions may apply.

Agreement to Perform Work (DPP)

The Agreement to Perform Work, known in Czech as Dohoda o provedení práce (DPP), is commonly used for limited or occasional work. It is particularly suitable where the scope of work is relatively small and does not justify a standard full-time or part-time employment contract.

The agreement must be concluded in writing and is subject to specific rules regarding working time, remuneration, social security and health insurance.

Agreement to Perform Work Activity (DPČ)

The Agreement to Perform Work Activity, or Dohoda o pracovní činnosti (DPČ), is another form of employment relationship used for regular part-time work.

Under a DPČ, the agreed work may generally be performed up to an average of one half of the standard weekly working time. The agreement must be in writing and should specify the type of work, the agreed working time, the duration of the agreement and the remuneration.

Probationary Period

An employment contract may include a probationary period, but it must be agreed in writing no later than the day on which the employment relationship begins.

For employment relationships agreed from 1 June 2025, the probationary period may generally be up to 4 months. For managerial employees, it may be up to 8 months. In a fixed-term employment relationship, the probationary period cannot exceed half of the agreed duration of the employment.

During the probationary period, either party may generally terminate the employment relationship without stating a reason, subject to the applicable statutory rules.

Which Employment Arrangement Should You Choose?

The appropriate arrangement depends on the nature and duration of the work. An indefinite employment contract is generally suitable for long-term positions, while fixed-term employment can be used for temporary needs. DPP and DPČ agreements may be appropriate for occasional or part-time work.

For more information about employment rules, working time and termination, see our guide to labour law in the Czech Republic.

Employment Contracts for Foreign Workers: Language and Translations

Foreign employees working in the Czech Republic should receive employment documentation in a language they fully understand. An employment contract may therefore be prepared in a bilingual version, for example in Czech and English, Italian or another language.

For certain administrative procedures, documents submitted to Czech authorities may need to be provided in Czech or accompanied by a Czech translation. Where an official translation is required, we work with our specialised partner, TraduzioniCeco.eu, which provides certified translations of employment contracts, payslips and other employment-related documents.

EU citizens, including Italian nationals, do not need a residence permit to live and work in the Czech Republic. If they intend to stay for a longer period, they may also apply for a Czech registration certificate, which can be useful when dealing with public authorities and other administrative matters. For more information, see our guide to residence registration in the Czech Republic.

Assistance with Employment Contracts

If your company is hiring employees in the Czech Republic, it is important that employment documentation complies with Czech labour law. We can assist with the preparation and review of employment contracts and related documentation.