Changing Employers in the Czech Republic: Rules for Employee and Blue Cards

Mgr. Klára Megová
Mgr. Klára Megová
5.5.2026 | ARROWS law firm

Changing employers for foreign nationals holding a residence permit for employment purposes, such as an Employee Card or Blue Card, is not something that can be handled in the Czech Republic in the same way as for EU citizens. The legal requirements differ drastically depending on whether the foreign national has free access to the labour market, what type of permit they hold, and how long they have been residing in the Czech Republic. An error in the process may result in the invalidity of the new employment relationship, the termination of the residence permit, or even the cancellation of the card. 

A photo depicting experts dealing with issues related to a change of employer for foreign nationals

Basic rules depending on the type of residence permit and access to the labour market

Changing an employer for a foreign national is not a simple administrative matter. Act No. 326/1999 Coll., on the Residence of Foreign Nationals in the Czech Republic (hereinafter the “Foreign Nationals Residence Act”) and Act No. 435/2004 Coll., on Employment, distinguish between situations governed by different rules.

If a foreign national has free access to the labour market, they may start a new job at any time. They then notify the Ministry of the Interior only after starting, no later than within 3 working days. This fact is not reported to the Labour Office by the foreign national, but by their new employer. 

Free access to the labour market applies, for example, to citizens of the European Union, the European Economic Area and Switzerland, their family members, foreign nationals with permanent residence in the Czech Republic, graduates of Czech universities, or foreign nationals granted asylum or subsidiary protection status.

If a foreign national does not have free access to the labour market (e.g., an Employee Card holder), the situation is significantly stricter. They must notify the Ministry of the Interior of the change before starting the new job and wait for its positive position. The practical setup of the procedure (notification, deadlines, and documents for both the employer and the employee) typically falls within the area of employment law. They may start the new job only after receiving a written Confirmation of Meeting the Conditions from the Ministry of the Interior (for an Employee Card).

The situation is considerably simpler for Blue Card holders, who do not need to wait for the ministry’s prior confirmation; they are only required to notify the ministry of the change of employer, within 3 working days from the date the change occurred. 

The lawyers at ARROWS, a Prague-based law firm, will help you determine which category you fall into and ensure that you proceed correctly. An error at this stage may lead to the invalidation of the employment relationship and the loss of lawful residence. A more detailed overview of the conditions and procedure for Employee Card holders is also summarised in the update How to obtain an Employee Card for work in the Czech Republic: Conditions and procedure for applicants from outside the EU.

Employee Card: Rules and deadlines

The Employee Card is both a residence and work permit. It is used for all types of employment regardless of qualification and required level of education. It is issued for the period for which the employment contract or agreement to perform work activities was concluded, but for no longer than 2 years.

If a foreign national with this card wants to change employer or job position:

Has free access to the labour market: They notify the Ministry of the Interior only after starting the new job, no later than within 3 working days. Starting employment is not restricted in any way by the Ministry of the Interior.

Does not have free access to the labour market: They must notify the Ministry of the Interior of the change of employer or job position at least 30 days before such change. The Ministry of the Interior issues a Confirmation of Meeting the Conditions no earlier than on the date stated in the notification (and therefore starting employment is possible only after this confirmation has been delivered).

In addition, the new job must meet the minimum criteria set out in the Foreign Nationals Residence Act: at least 15 hours per week and wages, salary or remuneration at least at the level of the basic rate of the minimum wage (regardless of the number of hours worked).

Under Section 42g(7) of the Foreign Nationals Residence Act, an Employee Card holder is entitled to change employer no earlier than 6 months from the date the decision granting the Employee Card becomes final and effective. 

Exceptions apply only where the employment was terminated for reasons provided by law (e.g., dissolution of the employer, immediate termination by the employee under Section 56 of the Labour Code, or termination of employment during the probationary period). Foreign nationals without free access to the labour market therefore may not change employer during the first 6 months unless they have serious statutory reasons for doing so.

Blue Card: Flexible rules for changing an employer

The Blue Card is intended for highly qualified workers from third countries. The requirements and the practical application procedure are also discussed in more detail in the update Blue Card for highly qualified foreign nationals in the Czech Republic: Conditions and application procedure. It requires university or higher vocational education (at least 3 years of study) and a job that requires such qualification. The salary must reach at least 1.5 times the average gross annual salary in the Czech Republic (the current amount is published by the Ministry of Labour and Social Affairs).

Rules for changing an employer or job position 

Unlike other residence permits, the Blue Card offers foreign nationals considerable flexibility when changing employment. Moreover, the Foreign Nationals Residence Act does not set different rules depending on how long the foreign national has been residing in the Czech Republic.

If a Blue Card holder wishes to change employer or job assignment, they are fully entitled to do so provided that in the new employment they will continue to meet the statutory conditions for the issuance of a Blue Card, in particular the requirement of high qualification and the salary criterion.

This change is not tied to an application for prior consent from the Ministry of the Interior or decision-making in administrative proceedings. The foreign national only has a notification obligation towards the ministry—they must notify it of the change of employer or job assignment within 3 working days from the date it occurred. Administrative barriers for Blue Card holders are thus reduced to a minimum from the very beginning of their stay.

Employers’ obligations and the risks of illegal employment

In connection with employing foreign nationals, strict notification obligations apply both to employers and to the foreign nationals themselves. Failure to comply may have serious consequences.

Reporting the start of employment to the Labour Office

Under the Employment Act, every employer is required to report the commencement of employment of a foreign national to the competent regional branch of the Czech Labour Office. This obligation must be fulfilled no later than before the foreign national actually starts performing work. Likewise, the employer must report the termination of employment within 10 calendar days. This is not a new obligation introduced in 2026, but an existing rule whose compliance is strictly monitored.

Unreported vs. illegal work and sanctions 

The law distinguishes between situations where an employer makes an administrative error in relation to a foreign national and situations where the employer hires them entirely off the books. If an employer merely fails to report the foreign national to the Labour Office in time, this constitutes enabling so-called unreported work, for which a fine of up to CZK 3,000,000 may be imposed.

However, if an employer employs a foreign national without a valid work authorisation (e.g., without an Employee Card or Blue Card, or in breach of its conditions), this is much more serious illegal employment.

Under the Employment Act, the State Labour Inspection Office (SÚIP) may impose the following for enabling the performance of illegal work:

  • a fine of up to CZK 5,000,000 on an individual,
  • a fine of up to CZK 10,000,000 on a legal entity or a self-employed individual, but at least CZK 50,000.

These sanctions are very high and represent a significant risk for employers. The attorneys at ARROWS, a Prague-based law firm, help companies implement processes that ensure compliance with these obligations and minimise the risks of illegal employment.

Specific procedure for changing employers: Step by step

Before taking any further steps, it is important to verify the foreign national’s current status and determine precisely:

  • What type of residence permit the foreign national holds (Employee Card, Blue Card, permanent residence, etc.).
  • Whether they have free access to the labour market under Section 98 of the Employment Act.
  • The validity of the existing card and the employment relationship.
New job offer and information from the future employer

The potential new employer must have a suitable vacant position for the foreign national. This position must be:

  • Reported to the Czech Labour Office (if the foreign national does not have free access to the labour market).
  • In the case of a Blue Card, it must be a position listed in the central register of vacancies that may be filled by Blue Card holders and must meet the qualification and salary requirements.
Notification to the Ministry of the Interior for Employee Card holders without free access to the labour market

The foreign national (or their legal representative) submits to the relevant office of the Ministry of the Interior a Notification of Change of Employer or Job Position at least 30 days before such change. The notification must be accompanied by an employment contract (agreement to perform work) for the new position and documents proving qualifications. Starting the new job is only possible after receiving a written Confirmation of Fulfilment of Conditions from the Ministry of the Interior. Without this confirmation, performing work is illegal.

Notification to the Ministry of the Interior for Blue Card holders 

The foreign national (or their legal representative) submits to the relevant office of the Ministry of the Interior a Notification of Change of Employer or Job Position. This notification must be submitted within 3 working days of the change occurring (i.e., starting the new job). The notification must be accompanied by an employment contract (agreement to perform work) for the new position.

Employer reporting obligations towards the Labour Office

Regardless of the type of authorisation and access to the labour market, the new employer is required to report the foreign national’s commencement of employment to the competent regional branch of the Czech Labour Office no later than before the foreign national actually starts performing work. This obligation applies to all categories of employed foreign nationals.

Termination of the existing employment relationship

It is important that the termination of the existing employment relationship is carried out in accordance with the Labour Code and that it dovetails with the new employment relationship. If a Blue Card holder’s employment ends, they are required to notify the Ministry of the Interior of this fact within 3 working days. For an Employee Card, if the change of employer is not approved in a timely and proper manner, its validity will expire no later than 90 days from the date the foreign national’s previous employment ended. 

Frequently asked questions (FAQ)

1. Can I start working for the new employer immediately after I submit the notification/application?
Not always. If you do not have free access to the labour market and you hold a standard Employee Card, you must notify the change at least 30 days in advance and then wait for a written Confirmation of Fulfilment of Conditions from the Ministry of the Interior. It is significantly more flexible in the case of a Blue Card (regardless of the length of your stay) or an Employee Card with free access to the labour market. In these cases, you may start immediately and only notify the Ministry of the Interior within 3 working days from the day the change occurred. 

2. What happens if I do not notify the change of employer?
Failure to comply with the notification obligation towards the Ministry of the Interior results in the loss of your residence permit. In the case of a Blue Card, the Ministry may cancel its validity, and in the case of an Employee Card, its validity will automatically expire 90 days after the end of the previous employment. Moreover, if you were to work without a valid authorisation or in breach of it, you would be performing illegal work, which entails the risk of deportation and high fines for the employer. 

3. How long does it take for the Ministry of the Interior to process the notification/application?
For foreign nationals holding a standard Employee Card without free access to the labour market, the Ministry of the Interior has a 30-day period from the date of notification to assess whether all requirements have been met and to issue a confirmation as to whether the foreign national may be employed in the new position. In cases where the change is only notified retrospectively (Blue Card and free access to the labour market), the Ministry does not conduct any approval procedure and merely records the change. 

4. Can I change the type of card (e.g., from an Employee Card to a Blue Card)?
Yes, it is possible. If you are already residing in the Czech Republic on the basis of an Employee Card, you may apply for a Blue Card. However, this is a standard application for a new type of residence permit, not merely a notification of a change. To obtain a Blue Card, you must demonstrate that you meet stricter conditions, in particular higher qualifications and the required salary level. 

5. Do I need legal assistance when changing employers?
Given the complexity and strictness of Czech immigration and employment legislation, especially for foreign nationals without free access to the labour market, it is strongly recommended to seek professional legal assistance. An attorney can help ensure the procedure is correct, minimise risks, and ensure that all deadlines and conditions are met. 

Disclaimer: The information contained in this article is for general informational purposes only and serves as a basic guide to the issue as of 2026. Although we strive for maximum accuracy, laws and their interpretation evolve over time. We are ARROWS Law Firm, a member of the Czech Bar Association (our supervisory authority), and for the maximum security of our clients, we are insured for professional liability with a limit of CZK 400,000,000. To verify the current wording of the regulations and their application to your specific situation, it is necessary to contact ARROWS Law Firm directly (office@arws.cz). We are not liable for any damages arising from the independent use of the information in this article without prior individual legal consultation.

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