{"id":50487,"date":"2026-08-21T11:08:47","date_gmt":"2026-08-21T11:08:47","guid":{"rendered":"https:\/\/societapraga.cz\/termination-indemnity\/"},"modified":"2026-09-15T15:12:44","modified_gmt":"2026-09-15T15:12:44","slug":"termination-indemnity","status":"publish","type":"page","link":"https:\/\/societapraga.cz\/en\/termination-indemnity\/","title":{"rendered":"Termination Indemnity"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<section class=\"sp-article\">\n<header class=\"sp-hero\">\n<h1>Severance Pay in the Czech Republic: 2026 Guide<\/h1>\n<p><strong>Severance pay in the Czech Republic<\/strong> (<em>odstupn\u00e9<\/em>) is governed by the Czech Labour Code and is payable only in specific situations. Unlike systems where employees automatically accumulate a termination fund, Czech severance pay generally arises when employment ends for certain organisational reasons or other statutory grounds.<\/p>\n<\/header>\n<div class=\"sp-fast-facts\" style=\"background:#f0f7ff; border-left:5px solid #0073aa; padding:25px; margin:25px 0;\">\n<p><strong>Quick Facts: Czech Severance Pay in 2026<\/strong><\/p>\n<ul style=\"margin-top:10px;\">\n<li><strong>Standard notice period:<\/strong> generally at least 2 months<\/li>\n<li><strong>Organisational reasons:<\/strong> usually 1 to 3 average monthly earnings depending on length of service<\/li>\n<li><strong>Disciplinary termination:<\/strong> statutory severance is generally not payable<\/li>\n<li><strong>Challenge to termination:<\/strong> generally within 2 months of the date on which employment should have ended<\/li>\n<\/ul>\n<\/div>\n<section id=\"when-severance-applies\">\n<h2>When Is Severance Pay Due in the Czech Republic?<\/h2>\n<p><strong>Severance pay in the Czech Republic<\/strong> is not automatically payable whenever employment ends. It generally applies where the employer terminates employment, or the parties agree to terminate it, for specified organisational reasons.<\/p>\n<p>These may include:<\/p>\n<ul>\n<li><strong>Closure of the employer or part of its operations<\/strong><\/li>\n<li><strong>Relocation of the employer or part of its operations<\/strong><\/li>\n<li><strong>Redundancy<\/strong> resulting from organisational changes, restructuring, changes in equipment or reductions in staffing<\/li>\n<\/ul>\n<p>Statutory severance is generally not payable where the employee resigns voluntarily or where employment ends because of serious misconduct.<\/p>\n<\/section>\n<section id=\"severance-amounts\">\n<h2>Severance Pay Amounts in 2026<\/h2>\n<p>For standard organisational grounds, the minimum amount of <strong>severance pay in the Czech Republic<\/strong> depends on the employee&#8217;s length of service.<\/p>\n<table style=\"width:100%; border-collapse:collapse; margin:20px 0;\">\n<thead>\n<tr style=\"background:#2c3e50; color:#fff;\">\n<th style=\"padding:12px; border:1px solid #ddd;\">Length of Employment<\/th>\n<th style=\"padding:12px; border:1px solid #ddd;\">Minimum Severance<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"padding:12px; border:1px solid #ddd;\">Less than 1 year<\/td>\n<td style=\"padding:12px; border:1px solid #ddd;\">1 average monthly earning<\/td>\n<\/tr>\n<tr style=\"background:#f9f9f9;\">\n<td style=\"padding:12px; border:1px solid #ddd;\">At least 1 year but less than 2 years<\/td>\n<td style=\"padding:12px; border:1px solid #ddd;\">2 average monthly earnings<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:12px; border:1px solid #ddd;\">2 years or more<\/td>\n<td style=\"padding:12px; border:1px solid #ddd;\">3 average monthly earnings<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>An employment contract, collective agreement or internal policy may provide for higher severance than the statutory minimum.<\/p>\n<h3>Work-Related Injury or Occupational Disease<\/h3>\n<p>Since 1 June 2025, employees whose employment ends because they have lost the long-term ability to perform their existing work due to a work-related injury, occupational disease or risk of occupational disease may be entitled to a <strong>one-off compensation equal to 12 times their average monthly earnings<\/strong>.<\/p>\n<p>This payment replaced the previous 12-month statutory severance arrangement for these cases.<\/p>\n<\/section>\n<section id=\"notice-period\">\n<h2>Notice Period: Current Rules<\/h2>\n<p>Under the current Czech Labour Code, the notice period generally begins on the <strong>day the notice is delivered<\/strong> to the other party.<\/p>\n<p>The standard minimum notice period is generally <strong>2 months<\/strong>. However, for certain statutory termination grounds, including some performance-related or disciplinary grounds, a minimum notice period of <strong>1 month<\/strong> may apply.<\/p>\n<p>The notice period and its calculation may also be modified by written agreement, subject to the requirements of Czech labour law.<\/p>\n<\/section>\n<section id=\"disciplinary-termination\" style=\"background:#f9f9f9; padding:25px; border-radius:10px; margin:20px 0;\">\n<h2>Disciplinary Termination and Severance Pay<\/h2>\n<p>Statutory severance is generally not payable where employment is terminated because of employee misconduct or other reasons attributable to the employee.<\/p>\n<p>Immediate termination is permitted only in the specific circumstances provided by the Czech Labour Code and must satisfy the applicable formal requirements.<\/p>\n<\/section>\n<section id=\"challenging-dismissal\">\n<h2>Challenging an Invalid Termination<\/h2>\n<p>An employee or employer who wants to challenge the validity of a termination must generally bring the matter before the court within <strong>2 months<\/strong> from the date on which the employment relationship should have ended.<\/p>\n<p>Depending on the circumstances, an invalid termination may result in continued employment and claims for lost remuneration.<\/p>\n<p>For official guidance on Czech employment law, see the<br \/>\n<a href=\"https:\/\/ppropo.mpsv.cz\/zakon_262_2006\" target=\"_blank\" rel=\"noopener\"><br \/>\nCzech Labour Code guidance published by the Ministry of Labour and Social Affairs<br \/>\n<\/a>.\n<\/p>\n<\/section>\n<section id=\"related-guides\">\n<h2>Related Employment Law Guides<\/h2>\n<p>For more information, see our guides to:<\/p>\n<ul>\n<li><a href=\"https:\/\/societapraga.cz\/en\/labor-law\/\">Labour law in the Czech Republic<\/a><\/li>\n<li><a href=\"https:\/\/societapraga.cz\/en\/employment-contracts\/\">Employment contracts in the Czech Republic<\/a><\/li>\n<li><a href=\"https:\/\/societapraga.cz\/en\/working-hours\/\">Working hours and overtime in the Czech Republic<\/a><\/li>\n<\/ul>\n<\/section>\n<section class=\"sp-cta\" style=\"background:#1a237e; color:white; padding:30px; border-radius:8px; margin-top:30px;\">\n<h2 style=\"color:white;\">Managing Employees in the Czech Republic?<\/h2>\n<p>Employment termination, severance and notice rules can depend on the exact reason for ending the employment relationship. We can help you review the practical requirements applicable to your situation.<\/p>\n<p><a href=\"https:\/\/societapraga.cz\/en\/contact\/\" style=\"color:#ffca28; font-weight:bold; text-decoration:underline;\"><br \/>\nRequest a Consultation<br \/>\n<\/a><\/p>\n<\/section>\n<\/section>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_image src=&#8221;https:\/\/societapraga.cz\/wp-content\/uploads\/2024\/12\/portrait-02.jpg&#8221; alt=&#8221;indennit\u00e0 di licenziamento Repubblica Ceca&#8221; title_text=&#8221;Indennit\u00e0 di licenziamento in Repubblica Ceca 2026&#8243; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Severance Pay in the Czech Republic: 2026 Guide Severance pay in the Czech Republic (odstupn\u00e9) is governed by the Czech Labour Code and is payable only in specific situations. Unlike systems where employees automatically accumulate a termination fund, Czech severance pay generally arises when employment ends for certain organisational reasons or other statutory grounds. Quick [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-50487","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/pages\/50487","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/comments?post=50487"}],"version-history":[{"count":4,"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/pages\/50487\/revisions"}],"predecessor-version":[{"id":50675,"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/pages\/50487\/revisions\/50675"}],"wp:attachment":[{"href":"https:\/\/societapraga.cz\/en\/wp-json\/wp\/v2\/media?parent=50487"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}