A Guide to Employing Foreign Nationals in the Czech Republic

Employing foreign nationals has become a strategic necessity for companies in the Czech Republic. Navigating the obligations, permits, and deadlines is now more demanding than ever for HR and compliance departments. In this guide, you will find specific answers and practical steps on how to manage the entire process without the risk of sanctions. You will also discover how to ensure that recruiting international talent is an asset to your company, rather than a legal nightmare.

Do you need advice on this matter? Contact our law firm in Prague, ARROWS, at office@arws.cz or call +420 245 007 740. Your inquiry will be handled by "JUDr. Barbora Kořenářová", our expert on Czech immigration and employment law.

Employing Foreign Nationals: New Rules and Strategic Opportunities in 2025

Legislative changes valid from mid-2024 and fully effective in 2025 are not just a new administrative burden. They also represent strategic opportunities for companies that can navigate them quickly. Three key changes define the new environment for employing foreign workers in the Czech Republic and require the immediate attention of every HR department.

Full Digitalization is the New Standard

The first and most fundamental change is mandatory electronic communication with the Labour Office of the Czech Republic when fulfilling information obligations, based on Decree No. 117/2024 Coll., on the establishment of electronic communication for fulfilling employer information obligations when employing employees from abroad. Paper submissions are a thing of the past. Since July 1, 2024, all reports (start of employment, changes, terminations) must be submitted exclusively digitally. Furthermore, from July 1, 2025, data sent from in-house software must be in a specific XML format, otherwise it faces rejection.

This transition to digitalization carries a hidden risk. It is not just a change in process, but the introduction of a new technical barrier. An incorrectly formatted XML file or an error in transmission via the data box means the report will not be accepted by the office at all. For companies without strong IT support or an external partner, a simple administrative task becomes a potential source of non-compliance with Czech legal obligations, which can lead to significant sanctions. Our Prague-based attorneys at ARROWS can assist you with both the legal and technical aspects of compliance. For an immediate solution to your situation, contact us at office@arws.cz.

Expansion of the Country "Whitelist"

A significant opportunity is the expansion of the list of countries whose citizens have free access to the Czech labour market. This so-called "whitelist" now includes states such as Australia, Japan, Canada, the Republic of Korea, New Zealand, the United Kingdom, the USA, Singapore, Israel, and from March 2025, also Taiwan. For employers, this means a dramatic simplification of talent recruitment from these economically advanced countries.

Suspension of the Labour Market Test

The third key innovation is the possibility of suspending the so-called labour market test even for standard employee cards, not just for blue cards. This test, which verifies whether a vacancy can be filled by a candidate from the Czech labour market, could previously extend the recruitment process by up to 30 days. In regions with low unemployment, the test can now be completely bypassed, allowing for the submission of an employee card application practically immediately after the position is posted.

Who is Who? Correct Determination of Foreign National Status is the Foundation of Success

Before you start any recruitment process, it is absolutely crucial to correctly identify which category your candidate falls into. A mistake in this first step can lead to choosing the wrong procedure, rejection of the application, and unnecessary months of delay. Employees from abroad are divided into three basic groups under Czech law.

A. EU/EEA and Swiss Citizens: The Simplest Path

These employees have practically the same status in the Czech Republic as Czech citizens and have free access to the labour market. Your only obligation as an employer is to fulfill the so-called information obligation. No later than the day such an employee starts, you must report this fact to the relevant regional branch of the Labour Office via the digital "Information Card" form.

B. Foreigners with Free Access to the Labour Market: Who belongs here and what does it mean for you?

This group does not only include citizens of the aforementioned "whitelist" countries. Free access to the labour market is also granted to other categories of foreign nationals, most commonly those with a permanent residence permit in the Czech Republic or graduates of Czech secondary schools and universities. For them, only the simplified information obligation applies.

However, it is necessary to emphasize a crucial point where companies often make mistakes. Free access to the labour market does not automatically mean that the foreigner has a permit to reside in the Czech Republic. Even these foreigners must have their residency status resolved with a valid residence permit; otherwise, their work becomes illegal under Czech legislation.

C. Third-country nationals: This is where the real complexity begins

For all other foreign nationals (so-called third-country nationals), the process is significantly more complex and requires obtaining a specific work permit. Most commonly, this involves an Employee Card or a Blue Card. These cards typically combine both a work permit and a long-term residence permit in the Czech Republic.

The decision whether to apply for a standard Employee Card or the more prestigious Blue Card for a highly qualified candidate is not merely an administrative choice. The Blue Card, designed for experts with a salary reaching at least 1.5 times the average wage in the Czech Republic, offers significant benefits to both the holder and their family – greater mobility within the EU labor market, a faster family reunification process, and longer validity. Choosing a standard card for such a candidate may reduce the attractiveness of your job offer.

At ARROWS, we will help you conduct a strategic analysis and choose the optimal type of permit for each candidate. Contact our Prague-based attorneys at office@arws.cz to obtain a tailored legal solution.

Employee Card and Blue Card: A detailed look at key work permits in the Czech Republic

For most third-country nationals, the Employee Card and Blue Card are the primary routes to legal employment in the Czech Republic. Understanding their specifics is crucial for successful and rapid processing.

A. Employee Card: Dual vs. non-dual – do you know the difference?

The Employee Card exists in two basic variants under Czech law, and confusing them leads to an automatic rejection of the application.

• Dual Employee Card: This is the standard and most common type. As the name suggests, it has a dual function – it serves as both a permit to work in a specific position and a long-term residence permit. It is intended for most third-country nationals who do not have free access to the Czech labor market.
• Non-dual Employee Card: This card serves only as a residence permit. It is intended for foreign nationals who already have a work permit through another title – typically graduates of Czech schools with free access to the labor market or foreign nationals to whom the Labor Office has issued a separate employment permit (e.g., in the case of posted workers).

Correctly distinguishing between these two types is absolutely essential. ARROWS provides clear legal advice to ensure you choose the right type of card for your candidate, avoiding fatal errors in the application and unnecessary delays. Need legal assistance? Contact our Czech legal team at office@arws.cz.

B. Blue Card: When is it the right choice for your experts?

The Blue Card is designed for highly qualified employees. The conditions for obtaining it are stricter, but it brings significant benefits. The applicant must meet the following criteria under Czech legislation:

• Completed university education or higher professional education lasting at least 3 years.
• An employment contract concluded for at least 6 months.
• A negotiated gross monthly salary reaching at least 1.5 times the average gross annual salary in the Czech Republic.

The main advantage of the Blue Card is significantly easier mobility for the holder and their family within the European Union and an accelerated process for family reunification.

FAQ – Legal tips for choosing the right permit

• Our candidate graduated in the Czech Republic. Do they need a dual Employee Card?
  No, as a graduate of a Czech school, they have free access to the labor market and will apply for a non-dual card, which serves as a residence permit.
• How is the average salary for a Blue Card calculated?
  The amount is announced by the Czech Ministry of Labour and Social Affairs and changes annually. For 2025, it is crucial to monitor the current amount to meet the legal requirement of 1.5 times the average. Want help preparing contracts? Email us at office@arws.cz.

Consequences of incorrect work permit selection

Step-by-step recruitment process: What do you need to arrange as an employer?

The process of obtaining a work permit for a third-country national in the Czech Republic is a sequence of precisely defined steps that must be initiated by the employer. Each step has its specific requirements and demands careful preparation.

A. How to correctly report a job vacancy ("hlášenka")?

The first and absolutely essential step is reporting the job vacancy to the relevant regional branch of the Czech Labour Office. This document, known as the "hlášenka," is not a mere formality. It is a strategic legal document that defines the parameters for the entire subsequent application for an employee card.

The way you formulate the vacancy notice has a direct impact on the course of the entire process. If written too generally, the Labour Office may start sending dozens of local candidates whom you will have to formally interview to legally justify why you are hiring your chosen foreign national. Conversely, stating unrealistic requirements may raise suspicion during a potential inspection by Czech authorities.

The key is to strategically align the requirements in the vacancy notice with the demonstrable skills and qualifications of your candidate. ARROWS will help you formulate the vacancy notice so that it is legally sound under Czech law, minimizes administrative burden, and effectively targets your selected candidate. Our Prague-based attorneys are ready to assist you – write to office@arws.cz.

B. Labour market test in 2025: When does it (not) apply to you?

After reporting a vacancy, a "labour market test" standardly follows. During this period (usually 10 to 30 days), the position is offered to candidates from the Czech Republic and the EU. As previously mentioned, an amendment to the Czech Employment Act brought a fundamental change: depending on the labour market situation in a given region, this test for employee cards may be completely suspended. This means a foreign national can apply for a card immediately after the vacancy is published, which dramatically accelerates the entire process.

C. Qualified Employee Program: Can you speed up the recruitment process?

For employers seeking workers for positions classified under CZ-ISCO major groups 4–8 (e.g., craftsmen, assembly workers, machine operators) from selected countries (e.g., Philippines, India, Kazakhstan, Moldova, Mongolia, Serbia, Ukraine), there is a government "Qualified Employee Program." This program offers an accelerated regime for processing employee cards in the Czech Republic.

However, the conditions for including an employer in the program are very strict:

• Operating on the Czech market for at least 2 years.
• A minimum of 6 employees for at least 3 months.
• No debt towards the Czech state (taxes, social security, and health insurance).
• Meeting the wage criterion (currently 1.22 times the minimum wage).

We will assess whether your company and candidate meet the Program conditions and help you prepare the application, which can shorten the waiting time by months. To accelerate your recruitment, write to us at office@arws.cz.

Who can you contact?

Mgr. Jakub Oliva, LL.M., MSc.

associate, partner

• oliva@arws.cz

Agency employment of foreign nationals: New rules and increased protection from 2026

Agency employment is a flexible way for many companies to cover labor demand, especially in manual professions. However, statistics show that foreign nationals form the most significant and simultaneously the most vulnerable group of agency employees. In response to unfair practices and labor exploitation, the Czech government is preparing a fundamental change which, should it take effect on January 1, 2026, will tighten conditions for employment agencies.

Restrictions for new agencies and the fight against abuse

The main goal of the new regulation is to prevent the operation of unreliable, often purpose-built "ready-made" agencies that are sold and subsequently misused to circumvent Czech law. These entities often violate employee rights and damage the labour market.

From January 1, 2026, it is highly likely that only employment agencies holding a "repeated employment mediation permit" will be allowed to temporarily assign foreign nationals to jobs requiring less than a secondary education with a school-leaving certificate (maturita). This permit is only issued after three years of trouble-free operation on the market, meaning newly established agencies will not be able to mediate this vulnerable group of employees at all during their first three years. The aim is to ensure that agency employment of foreign nationals is carried out only by proven and reliable entities in the Czech Republic.

Commencement of employment: Key obligations for ensuring compliance

The process does not end with obtaining an employee card and the arrival of the foreign national. On the contrary, a stage full of administrative obligations begins, the neglect of which can lead to high fines under Czech legislation.

A. Information obligation: How and when to report the start of employment fully digitally?

As soon as a foreign national starts work, you must fulfill the information obligation towards the Czech Labour Office. Since mid-2024, this is possible exclusively digitally via one of three channels: filling out a web form, sending an XML file to the Labour Office's data box, or direct integration of your HR system with the Ministry of Labour and Social Affairs interface.

Deadlines are strict: for EU citizens and foreigners with free access to the labor market, you must report their commencement of work no later than the day they start. For work permit holders, the deadlines vary, but compliance is crucial under Czech law.

B. How to maintain records of foreigners to withstand an inspection?

The Employment Act (Section 102) requires employers in the Czech Republic to maintain special records of all foreign employees, including EU citizens. This evidence must contain precisely defined data:

• Identification data of the employee, permanent residence address, and delivery address.
• Travel document number and the issuing authority.
• Type of work and place of performance.
• Highest level of education attained and the education required for the position.
• Work permit details (type of card, validity period).
• Date of commencement and date of termination of employment.

In addition to maintaining these records, you are obliged to keep copies of documents proving the foreigner's legal right to reside in the Czech Republic throughout the duration of employment and for 3 years after its termination.

At ARROWS, our Czech legal team will help you draft internal directives for maintaining records of foreigners, ensuring full compliance with the law and preparing you for potential inspections. Do not hesitate to contact our Prague-based law firm – office@arws.cz.

C. OHS Training: Why clear language is your legal protection?

Every employee, regardless of nationality, must undergo Occupational Health and Safety (OHS) training upon commencement. However, the Czech Labour Code stipulates a key condition: the employee must be familiarized with the regulations in an understandable manner.

In practice, this means that training conducted only in Czech for an employee who does not understand Czech is legally invalid. In the event of a workplace accident, the Labor Inspection Authority will examine whether the employee truly understood the safety instructions. A signed attendance sheet in Czech will not protect you in such a case. Failure to provide understandable training (e.g., with the help of an interpreter or translated materials) constitutes a serious breach of duty and can lead to the employer's full liability for damages. ARROWS offers expert training for management and HR, where we explain the legal pitfalls of OHS for foreigners and help set up processes to protect you.

Administrative errors and their consequences

Risk to address and potential problems/sanctions	How ARROWS helps
Late or incorrect reporting of commencement to the Labor Office: Breach of information duty, risk of fines, negative record with Czech authorities.	Preparation and submission of documentation: We ensure timely and formally correct submission of all reports via digital channels. Need legal assistance? Contact our Prague-based attorneys at office@arws.cz.
Incomplete records of foreign employees: Fines during an inspection by the State Labor Inspection Office, inability to prove legality of employment.	Drafting internal directives and compliance audits: We will create a system and templates for record-keeping in accordance with Czech law. Our Prague-based attorneys are ready to assist you.
Formal OHS training in Czech for foreigners: Invalidity of training, full employer liability for workplace accidents, risk of high damage compensation and fines.	Expert training and legal consultations: We provide training for your managers and HR and advise on how to legally ensure OHS for foreigners. Do not hesitate to contact our law firm in Prague – office@arws.cz.
Failure to keep copies of residence permits at the workplace: Fine of up to CZK 500,000 for the absence of documents at the workplace during an inspection.37	Preparation of documentation to protect against fines: We will advise you on which documents to archive and for how long, and help set up internal processes. Connect with us at office@arws.cz.

get in touch with us,
we’ll take care of it for you

office@arws.cz 245 007 740

Schedule a consultation

During employment: How to manage changes and termination of employment?

The employment relationship with a foreigner is dynamic, and specific obligations must be kept in mind even during its course, especially when changing employers or terminating the relationship under Czech legislation.

A. Can an employee change employers? What does it mean for you?

An Employee Card holder can change employers, but strict rules apply. The first change can be made no earlier than 6 months after the issuance of the first card (with certain exceptions, such as organizational changes). The change must be reported to the Ministry of the Interior (OAMP) at least 30 days before the planned start with the new employer, and they may only start after receiving consent.

After the termination of employment, the foreigner has a 60-day protection period to find new employment and report the change; otherwise, the validity of their Employee Card may expire.

B. How to correctly and timely report the termination of a foreigner's employment?

Just like the commencement, the termination of a foreigner's employment must be reported to the relevant regional branch of the Labor Office. The deadline for this notification is 10 calendar days from the date of termination. This reporting is also now conducted exclusively in digital form.

When an Audit Occurs: Are You Prepared for the Czech Labour Inspection?

Inspections focused on the employment of foreign nationals are becoming increasingly frequent and rigorous in the Czech Republic. These are primarily conducted by the State Labour Inspection Office (SÚIP), as well as the Czech Customs Administration. The number of detected cases of illegal employment, particularly involving third-country nationals, has been rising in recent years, signaling increased pressure from Czech state authorities.

Inspectors focus on complete documentation: the validity of work and residence permits, maintenance of statutory records, employment contracts, and fulfillment of reporting obligations under Czech law.

The consequences of findings of illegal work can be devastating for an employer. Fines can reach up to CZK 10,000,000, with the minimum penalty set at CZK 50,000. Sanctions also threaten the foreign national personally (up to CZK 100,000) and can lead to deportation from the Czech Republic.

Our Prague-based attorneys will not only prepare you for an inspection through a preventive audit but will also represent you directly during negotiations with inspectors and in subsequent administrative proceedings. For legal consultations that protect against fines, contact us at office@arws.cz.

Ensure Legal Certainty and Focus on Growth

The employment of foreign nationals is a complex, dynamic agenda that requires constant attention and deep knowledge of current Czech legislation. As this guide shows, errors are not just administrative oversights but represent serious financial and reputational risks.

At ARROWS, we handle these matters on a daily basis. Thanks to our established ARROWS International network, we frequently resolve cases with international elements. Our experience from long-term cooperation with more than 150 joint-stock companies and 250 limited liability companies allows us to provide not only legal advice but also strategic solutions that protect your business in the Czech Republic.

Do not leave a key area of your HR and compliance to chance. Connect with us at office@arws.cz and gain a partner who will ensure legal certainty so you can focus fully on growing your business.

Who can you contact?

Mgr. Jakub Oliva, LL.M., MSc.

associate, partner

• oliva@arws.cz

FAQ – Frequently Asked Legal Questions on Employing Foreigners in the Czech Republic

1. How long does it take to process an Employee Card?
   The processing time varies depending on the applicant's country of origin, the workload of the specific Czech embassy, and the type of application. Standard deadlines range from 60 to 90 days, but in practice, the entire process can take many months. Government programs, such as the "Qualified Employee Program," can significantly speed up this process. What is "fiction of residence" when renewing an Employee Card?
   This is a protective mechanism under the Czech Act on the Residence of Foreign Nationals. If a foreigner submits an application to renew an Employee Card within the statutory period (i.e., before the current one expires), their stay in the Czech Republic is considered legal until a final decision is made on their application. They can therefore continue to work legally without interruption, even if their original card has already expired.
2. Can we employ a foreigner under an Agreement to Complete a Job (DPP)?
   For the purpose of obtaining a dual Employee Card, this is not possible. The Czech Employment Act requires the foreigner to have an employment contract or an agreement on work activity (DPČ), with weekly working hours of at least 15 hours and a wage that is not lower than the basic monthly minimum wage rate.
3. Can a family member of an Employee Card holder work in the Czech Republic?
   Yes, but not automatically. First, they must obtain a long-term residence permit for the purpose of family reunification. Once this permit is issued (they receive a residence card), they gain free access to the Czech labor market and can be employed without needing to arrange their own work permit.
4. Must the employment contract with a foreigner be in Czech?
   The Czech Labour Code does not directly mandate the language of the contract, but it is absolutely crucial that the employee demonstrably and fully understands its content. We strongly recommend drafting the contract bilingually (in Czech and a language the foreigner understands). This prevents future disputes regarding the validity of the provisions.
5. What should we do if we find an error in a report to the Labour Office?
   It is necessary to make a correction as soon as possible through the same digital channels used for the original submission. The system allows you to load the original filing and make changes. A proactive and timely correction is always a better solution than waiting for a Czech inspection authority to discover the error.

If you are unsure of the correct procedure, our Czech legal team is ready to help – write to office@arws.cz.

get in touch with us,
we’ll take care of it for you

office@arws.cz 245 007 740

Schedule a consultation

Disclaimer: The information contained in this article is for general informational purposes only and serves as a basic orientation to the issue. Although we ensure maximum accuracy of the content, legal regulations and their interpretation evolve over time. To verify the current wording of regulations and their application to your specific situation, it is essential to contact ARROWS law firm in Prague directly (office@arws.cz). We bear no responsibility for any damages or complications arising from the independent use of information from this article without our prior individual legal consultation and professional assessment. Every case requires a tailor-made solution, so please do not hesitate to contact us.