Employing non-EU specialists in Czechia: Blue card rules and risks

JUDr. Jakub Dohnal, Ph.D., LL.M.
JUDr. Jakub Dohnal, Ph.D., LL.M.
20.4.2026 | ARROWS law firm

The Blue Card is a tool for employing highly qualified workers from non-EU countries in the Czech Republic. It allows foreign nationals to work legally in positions requiring higher education, but it also comes with a number of legal obligations. This article provides practical guidance, key warnings, and risks you need to be aware of when employing foreign specialists.

A lawyer specialising in employment law and addressing EU Blue Card matters for foreign nationals

What the Blue Card is and who it is intended for

The Blue Card is a special type of long-term residence permit that also combines authorisation to take up employment. It is referred to as a dual document because it addresses both areas at once—residence and work—in a single instrument. Unlike the Employee Card, which is intended for workers in general, the Blue Card is reserved exclusively for third-country nationals who are highly qualified. A third country means any country outside the European Union, the European Economic Area and Switzerland.

The Blue Card is reserved exclusively for third-country nationals who are highly qualified, meaning duly completed university education, or higher professional education if the studies lasted at least three years.

Act No. 326/1999 Coll., on the Residence of Foreign Nationals in the Czech Republic also provides an exception for certain professions, in particular in the field of information and communication technologies, where education may be replaced by at least three years of relevant professional experience gained within the last seven years prior to submitting the application. Crucially, the qualification must relate to the position for which you want to hire the foreign national.

The Blue Card is therefore not intended for auxiliary workers, tradespeople without a university degree, or standard positions. It is intended, for example, for software developers, project managers, architects, technical specialists, financial analysts, or executives. If you want to employ someone in a lower-skilled role, you must choose a different type of permit—for example, an Employee Card. In practice, it is worth having your employment-law documentation and internal processes set up correctly at the same time, which is why a consultation within employment law may help.

Current minimum salary and new requirements from May 2026

One of the most frequently overlooked risks is the minimum salary threshold, which is adjusted every year. As of 1 May 2026, new and significantly higher requirements apply. 

The Ministry of Labour and Social Affairs issued Communication No. 44/2026 Coll., which sets the average monthly wage for the calendar year 2025 at CZK 49,215. Legal support in the area of contracts and negotiations can also help with setting salary and contractual terms for highly qualified employees from third countries. This means that the minimum gross monthly salary for Blue Card applicants is CZK 73,823, which is an increase of CZK 4,576 per month compared to the previous period.

For employers, this means a substantial increase in costs, and an error in setting the salary in the contract automatically leads to the application being rejected. This rule applies both to new applications and to extensions of the card for a foreign national who is already working. The Ministry cannot afford individual exceptions. If you are recruiting highly qualified employees from third countries with cross-border implications, it may be useful to build on the procedures described in the article How to obtain an Employee Card for work in the Czech Republic: Conditions and procedure for applicants from outside the EU.

The attorneys from ARROWS, a Prague-based law firm, recommend that employers continuously monitor the Ministry’s current announcements to avoid the application being rejected. This is not merely a formality—a rejected application means months of delay and the risk that, in the meantime, the foreign national will change plans or find an employer in another country.

Requirements for the employment contract and its content

The employment contract is the foundation of the entire process. Without a valid and properly drafted contract, you cannot proceed. The Ministry of the Interior reviews it in detail, and any error results in the application being returned.

The minimum term of an employment contract for a Blue Card must be agreed for at least 6 months, regardless of whether the application is submitted via a diplomatic mission abroad or directly within the territory of the Czech Republic.

The employment contract must include:

  • a specification of the job position and the place of work,
  • the agreed weekly working hours (typically 40 hours per week),
  • an agreed salary reaching at least 1.5 times the average gross annual wage,
  • a provision stating that this is employment requiring high qualifications.

Common mistakes that ARROWS attorneys see when reviewing documents include agreeing the salary as “at least” a certain amount instead of a specific figure, or an indefinite term of the contract. 

Other frequent errors include working hours defined differently from the statutory weekly working time, missing specification of the place of work, or vague positions such as “technical specialist”.

Tables, blind copies, or draft contracts are not acceptable to the Ministry—this must be an original or a notarised copy with clear signatures of both parties.

Related questions on the topic: Employment contract and minimum salary
  1. Can I submit the application with a job offer instead of an employment contract? No. The Ministry requires the employment contract to be signed by both parties already at the time of filing the application. An offer or a “letter of offer” is not sufficient. This sometimes surprises foreign applicants who are used to different practice, but in the Czech Republic it is mandatory. If you are concerned that the foreign national will not start work, a probationary period condition can be agreed. For setting up termination of employment and the related risks during the probationary period, you may also find the following text useful: How to terminate employment during the probationary period without the risk of a court dispute.
  2. What if the foreign national works part-time – does the salary still have to be 1.5x the average? Yes. The law requires that the agreed gross monthly salary corresponds to at least 1.5 times the average gross annual salary regardless of the scope of working hours. Part-time positions therefore must have a proportionally higher hourly rate to reach the required threshold. In practice, this means that a part-time Blue Card position is often economically disadvantageous.
  3. What are the sanctions if it turns out the foreign national is paid a lower salary than required? If it turns out that the employer pays the foreign national below the set threshold or does not comply with working conditions, this may lead to the foreign national’s Blue Card being cancelled, and for the employer it constitutes a breach of the Employment Act under Czech legislation. The employer faces a fine of up to CZK 5,000,000 for enabling illegal work. In addition, a ban on participation in public procurement may be imposed, along with reputational damage. Therefore, it is absolutely crucial to monitor the salary on an ongoing basis and be sure it is paid in accordance with the contract and statutory requirements.

High qualification and how to prove it

Attorneys from ARROWS, a Prague-based law firm, often encounter the problem of incorrectly assessing qualifications. Proving high qualification is not as straightforward as it may seem at first glance.

High qualification is defined under the Act on the Residence of Foreign Nationals as duly completed higher education (Bachelor’s, Master’s or doctoral), or higher vocational education, provided that the studies lasted at least three years.

If a foreign national presents you with a diploma from a three-year higher vocational school (VOŠ), this qualifies as high qualification. However, if it is a two-year course or professional training, no matter how high-quality, it is not at the level of higher education or higher vocational education.

If the education was obtained abroad, the Ministry may require its nostrification, meaning official recognition by Czech authorities as equivalent to a Czech diploma. Nostrification is not always mandatory—the law does not require it automatically—but the Ministry of the Interior may request it if it has doubts as to whether the education meets the requirements.

Nostrification proceedings for higher education are carried out by public universities; for higher vocational education, by regional authorities. The process usually takes several months. In practice, it is better to arrange nostrification in advance, even before submitting the Blue Card application. This will save you delays and the risk that the Ministry returns the application as incomplete.

If it concerns a so-called regulated profession (for example, a site manager, lawyer, healthcare professional), the foreign national must meet additional conditions—typically a certificate, licence or authorisation to practise issued by the competent authority is required. Here, it is not possible to rely on the diploma alone; you must also verify compliance with the specific requirements of the given field.

Related questions on qualifications and documentationi
  1. If a foreign national has experience but no formal education – can they be issued a Blue Card? Only in some cases. The Act on the Residence of Foreign Nationals allows, for certain professions—especially in information and communication technologies—foreign work experience to replace a diploma if it is at least three years and demonstrably related to the relevant profession. However, this does not apply to all professions—it is an exception. ARROWS attorneys recommend always verifying in advance whether your position falls under this exception.
  2. Is a translation of a foreign diploma sufficient, or does it have to be officially certified? The Ministry usually requires an officially certified translation. This translation must be prepared by an authorised person (typically a court-certified/sworn interpreter). This guarantees that the translation corresponds to the original. Without such certification, the Ministry may return the application.
  1. If a foreign national worked as a Blue Card holder in another EU country for more than 12 months – do they have to prove their qualification again in the Czech Republic? No, in such a case proving qualification is simplified. The Ministry of the Interior in the Czech Republic will not reassess whether the applicant meets the high-qualification requirements if they submit evidence that they held an EU Blue Card in another Member State for at least 12 months. However, this simplification does not apply to regulated professions, where national requirements must be met.

How and where to submit a Blue Card application

The place of submission depends on where the applicant is located at the given moment and what their status is.

If the foreign national is not yet in the Czech Republic and wants to come here to work, they must submit the application at a Czech diplomatic mission (embassy, consulate) in the country where they have permanent residence, or in the country of which they are a national. The application must be submitted in person—it cannot be sent by post or electronically. 

The diplomatic mission will issue a so-called visa for the purpose of collecting a residence permit, which is usually valid for up to 60 days and allows a single entry into the Czech Republic. After arrival, the foreign national is obliged to appear at the relevant office of the Ministry of the Interior within 3 working days, where they will receive the Blue Card residence card directly.

If the foreign national is already staying in the Czech Republic (for example, on a long-term visa for the purpose of study or for another reason), they may submit the application directly to the Ministry of the Interior of the Czech Republic, specifically to the Department for Asylum and Migration Policy. If they are a Blue Card holder from another EU Member State, they must do so no later than 1 month after entering the territory of the Czech Republic; otherwise, they must apply via a diplomatic mission as a foreign national applying from abroad.

You must verify the submission times at the Ministry in advance on the official website of the Ministry of the Interior, where current office hours and appointment options are listed. As of 1 April 2026, a further expansion of options for electronic communication with authorities is expected. 

This concerns in particular notifications of commencement of employment or its termination, which employers submit to the Labour Office, and which may newly be facilitated through the Single Employment Reporting Mechanism (JMHZ) or similar digital platforms. ARROWS attorneys in Prague monitor these changes and will be happy to apply them to your situation.

Submitting the application – document checklist

To ensure your application is not returned as incomplete, you must prepare exactly the following documents:

  1. A completed application form, in Czech and foreign languages. The form can be completed online and printed, or printed and filled in by hand. Each line must be completed carefully – the Ministry is not lenient about mistakes.
  2. A travel document. It must be valid for at least three months longer than the period you intend to stay, contain at least two blank pages, and be in good condition (not damaged, cut, etc.).
  3. Two identical photographs. They must reflect the applicant’s current appearance, be in colour or black and white, usually 3.5 × 4.5 cm in size, and must not be older than 6 months.
  4. Proof of accommodation. A lease agreement or confirmation from the property owner that they are renting you an apartment. This must already be arranged at the time of filing – the Ministry will not arrange it for you. Note: the accommodation does not have to be located where you will work. It may be in another city, but it must not be missing.
  5. An employment contract. The original or an officially certified copy with all signatures of both parties. The Ministry often keeps it on file, so make sure you have multiple copies if you need it for other purposes as well.
  6. Proof of higher qualification. A diploma, certificate, or school-leaving certificate proving completion of higher education. If it is in a foreign language, it must be accompanied by an officially certified translation.
  7. Proof of travel health insurance – only if you are applying for a visa from abroad (before entering the Czech Republic). This insurance must be taken out at least for the period from entry until the start of employment, when the foreign national enters the public health insurance system. You must submit , both with an officially certified Czech translation.
  8. Other documents depending on the situation – for example, an extract from the Criminal Register if required by the Ministry, or recognition (nostrification) of the diploma, if necessary.

Practical experience of ARROWS attorneys in Prague shows that the most frequently returned application contains an error in the electronic submission (e.g., an incorrect country code), an incomplete employment contract, or an incorrectly completed form. A returned application means at least a two to three month delay. Therefore, we strongly recommend having the application checked by an ARROWS attorney in Prague before submitting it, or at least reviewing it carefully point by point against the checklist.

Questions about filing the application
  1. How long does it take to receive a decision on an EU Blue Card application? The statutory time limit is 90 days from complete submission. If the applicant is included in the Key and Scientific Personnel Programme, it is only 30 days. In practice, however, the average time is between 4 and 6 months, because the Ministry often returns the application with a request for additional documents. To avoid delays, the file should contain complete and correct information from the very first submission.
  1. What happens if a foreign national works while waiting for the decision? If they have at least a confirmation of meeting the conditions for issuing an EU Blue Card (which the Ministry issues once it finds everything is in order), they may start working. Without this confirmation, they would be working illegally, which would seriously jeopardise both them and the employer.
  2. Is it possible to speed up the process or set an appointment date? Usually, an appointment cannot be arranged. The only exception is participation in the Key and Scientific Personnel Programme, which shortens the time limit to 30 days. In the standard process, you simply wait in line.

Validity of the EU Blue Card and extension

The validity period is three months longer than the term for which the employment contract was concluded, but no more than three years. This means that if you have a two-year contract, the EU Blue Card will be valid for two years and three months. If you have a five-year contract, the EU Blue Card will be valid for only three years, not five years and three months.

This mechanism is important because it creates a certain level of security for the employer – it provides a three-month buffer to determine whether it wants to continue employing the worker. At the same time, it gives the foreign national time to look for a new job if they lose employment.

If you want the foreign national to continue working, you can extend the card; the application must be filed no earlier than 90 days and no later than 14 days before the end of its current validity. If you miss this, the card will expire and the foreign national will have to leave the territory of the Czech Republic unless they have another valid residence authorisation. 

This is the second administrative risk that companies often do not realise – automatic extension is not possible; you must act proactively. The extension application must include the same documents as the original application, including a new employment contract for the period for which you want to continue employing the foreign national.

Changes of employer and job position – the twelve-month threshold

One of the most complex and most frequently overlooked rules concerns changes of employer or job position, especially in relation to how long the foreign national has been staying in the Czech Republic.

If a foreign national has held an EU Blue Card for less than twelve months and wants to change employer or job position, they must first apply to the Ministry of the Interior for consent. This is not merely a notification – it is an application that the Ministry assesses and decides on. This application is filed with the Ministry of the Interior by completing the EU Blue Card application form. 

The Ministry will assess whether the new job position and employer meet the conditions (higher qualification, minimum salary, etc.). If they do, it will grant consent and the foreign national may move. If not, it will reject the application and the foreign national remains with the original employer.

Although it may not seem so, this has a significant impact on the worker’s flexibility. If the worker wants to leave but the Ministry does not approve the new employer, they are trapped – they cannot legally work elsewhere. This is an incentive for employees to stay with their current employer, even if they might prefer to work elsewhere.

Once the foreign national has spent twelve months in the Czech Republic with an EU Blue Card, the situation changes. From that moment, it is sufficient only to notify the Ministry of the Interior of the change of employer or job position. 

You do not have to wait for consent – you simply notify it within 3 working days of the change. The Ministry no longer assesses the new employer or position – it merely takes note that the change has occurred.

This twelve-month threshold is substantial and business owners should be clearly aware of it, because during the first twelve months you have a stronger position, but afterwards your position weakens. Employers need to care about this for two reasons:

  1. During the first twelve months you have a stronger position because the worker cannot move away from you as easily;
  2. After twelve months your position weakens – the worker can move more easily if they are attracted by a better offer.

Rights and obligations of an EU Blue Card holder

The EU Blue Card grants a foreign national a number of rights, but it also entails obligations that must be complied with.

Rights of an EU Blue Card holder:

  • The right to reside in the Czech Republic for the validity period of the card,
  • The right to work in the job position for which the card was issued,
  • The right to free services of the Labour Office (assistance in finding employment, retraining),
  • The right to travel visa-free within the Schengen Area for up to 90 days in any 180-day period,
  • The right to apply for long-term residence for family members (husband/wife, children under 18) – these family members then have the right of free access to the labour market.

Obligations of a Blue Card holder:

  • To reside in the Czech Republic on the basis of their authorisation,
  • To work in the position for which the Blue Card was issued (or report a change),
  • To report to the Ministry of the Interior any changes relating to their residence or employment (e.g., termination of employment) within 3 working days,
  • To report changes of employer or job assignment within the deadlines set by law,
  • Must not be unemployed for more than 3 consecutive months (except for maternity leave, parental leave, or temporary incapacity for work), otherwise the Blue Card expires,
  • Must renew the card no later than 14 days before its expiry if they wish to continue working,
  • Must have accommodation secured for the duration of their stay.

Failure to comply with these obligations may lead to fines, cancellation of the Blue Card, and departure from the Czech Republic.

Risk table: what may prevent a successful application and how ARROWS helps

Possible issues

How ARROWS helps (office@arws.cz)

Incorrectly agreed salary in the contract – lower than the minimum threshold (CZK 73,823 from May 2026), or stated only as “at least” without a specific amount.

Our Prague-based attorneys will review the employment contract before filing to ensure the salary meets all requirements. We will also help you conduct negotiations with the foreign employee regarding an appropriate salary.

Incomplete or poorly translated documents – in particular, a diploma without official certification, missing original contracts, an incorrect country code in the electronic application.

We will ensure a comprehensive review of all documents before submission, arrange certified translations, and ensure correct electronic filing without formal errors.

Breach of notification obligations – forgetting to report termination of employment, failing to report a change of employer within the deadline, missing notification of commencement of employment.

We will set up an internal deadline alert system for you, prepare notification templates, and ensure timely submission to the ministry and the Labour Office.

Uncertainty regarding the twelve-month threshold and rules – inconsistency in how to proceed during the first and subsequent twelve months of residence.

We will provide legal advice with a specific timeline and obligations for each period of residence to prevent any breach.

Failure to report termination of employment or to comply with the 3-month deadline – the employee is without a job and, after 3 consecutive months, their Blue Card automatically expires.

We will actively keep you informed about the employee’s status and obligations, focus on preventing this scenario, and monitor deadlines step by step.

New trends: EU Blue Card reform and what is changing in the Czech Republic

In recent years, the European Union has reflected the need to attract highly qualified workers from non-EU countries. In September 2021, MEPs approved a reform of the EU Blue Card Directive (Directive (EU) 2021/1883), which gradually changes the criteria and rights. Although the changes are being implemented gradually in individual countries, the Czech Republic has already incorporated them into its legislation.

The main changes include lowering the minimum salary threshold, shortening the required duration of the employment contract, and increasing mobility within the EU.

  • The directive recommends that, instead of a uniform 1.5x multiple, the threshold should be between 1.0x and 1.6x of the average wage depending on the situation in individual countries (the Czech Republic remains at 1.5x).
  • The new rules require that a contract for at least six months is sufficient, regardless of whether the application is filed from abroad or within the Czech Republic.
  • The new rules allow a highly qualified worker, after twelve months of residence in one EU country, to move to another without unnecessary interruptions, with a simpler approval process.
  • The new rules expanded the group of applicants to include persons granted international protection (e.g., asylum) in an EU Member State, enabling them to apply for a Blue Card in other EU Member States as well. However, asylum seekers in ongoing proceedings remain excluded.

These changes represent an opportunity for Czech employers to compete more effectively with other European countries in the search for talent. At the same time, it means employers must be prepared for greater mobility of their foreign employees – after a certain period, an employee may simply leave for a better offer within the EU.

Attorneys from ARROWS, a Prague-based law firm, monitor these developments and can provide you with an immediate consultation if you want to adapt your strategy to the new rules.

Cooperation with authorities and the possibility of inspections

Employing foreign nationals, especially Blue Card holders, is subject to routine inspections in the Czech Republic. Labour Offices and Customs authorities regularly verify whether employers comply with all obligations and whether employees work in accordance with the issued permit.

Administrative inspections usually take the form of being summoned to an oral hearing at the Labour Office, an on-site workplace visit, a request to submit documentation, or oral questioning.

  • An on-site workplace visit,
  • A request to submit documentation (copies of the employment contract, documents proving payment of insurance contributions, records of the foreign national’s movements, etc.),
  • Oral questioning of the foreign national to verify that they are indeed performing work in accordance with the contract and the permit.

Failure to comply with the law may result in fines of up to CZK 10,000,000 for a legal entity that enables illegal work, and up to CZK 5,000,000 for a natural person. These are rates that companies often realise only too late.

ARROWS attorneys can represent your company during these inspections, set up internal processes, and prepare all documentation to ensure it complies with the requirements.

Final summary

The Blue Card is an effective and relatively flexible tool for employing highly qualified workers from non-EU countries. At the same time, it is a process that requires careful preparation, proper document setup, and continuous compliance with obligations. Mistakes in preparing the application or in subsequent administration lead to refusals, fines, delays, or, in the worst case, invalidity of the entire employment relationship.

The key pillars of success are a properly concluded employment contract with a minimum salary meeting the current threshold, proven high qualifications of the foreign national, clean and complete documentation, and timely reporting of all changes. Each of these areas involves a specific risk that is not obvious at first glance.

The lawyers at ARROWS, a Prague-based law firm, will help you set up internal processes, review documents, and represent you in dealings with the Ministry so you can avoid mistakes. Contact us at office@arws.cz to arrange a consultation. We are here to ensure that your process of hiring a high-quality foreign employee is handled safely and efficiently.

Final questions on the Blue Card for highly qualified foreign nationals
  1. How long does the entire process take from the first contact with the foreign national until they can start working? The employer typically needs 2 to 4 weeks to prepare the employment contract and collect the documents. Then there is a wait of 4 to 6 months at the Ministry (the statutory time limit is 90 days, but in practice the wait is longer). If the applicant applies from abroad, additional time is needed to collect the visa at the embassy/consulate. Overall, this is a process taking at least 5 to 8 months from the outset.
  2. What happens if a foreign national with a Blue Card becomes ill and stays in hospital for more than 3 months? The law contains an exception for illness. If the foreign national is temporarily unfit for work (ill), the period of such incapacity is not counted towards the 3 consecutive months during which they may be unemployed. The same exception also applies to maternity or parental leave. It is important that the foreign national or the employer reports this situation to the Ministry and documents it with medical reports.
  1. Can I apply for a Blue Card without having a specific employer? No. The law strictly requires that, at the time of filing the application, the applicant already has an employment contract concluded. It is not possible to apply for a Blue Card “in advance” or without specific employment. The contract must already be signed by both parties.
  2. If I am extending my Blue Card, do I have to submit proof of high qualifications again? If you have resided in the Czech Republic with a Blue Card for more than 12 months, you are not required to prove your qualifications again (except for regulated professions). If it is a shorter period, you must submit the qualifications again.
  3. As a foreign national, can I simultaneously hold two Blue Cards—one in the Czech Republic and one, for example, in Germany? No. The law expressly prohibits holding multiple Blue Cards from different EU Member States at the same time. If you obtain a new Blue Card in another EU country, your Czech Blue Card automatically expires. This is important for planning mobility within the EU.
  4. How is the “twelve months” period calculated for the change in rules regarding employment? The period is calculated from the date the foreign national took possession of the Blue Card, i.e., the date they personally collected it at the Ministry of the Interior. It is not calculated from the date the application was filed, but from the date of collection. You should therefore clearly note and track both dates.

Notice: The information contained in this article is of a general informational nature only and is intended for basic guidance on the issue under the legal framework as of 2026. Although we take the utmost care to ensure accuracy, legal regulations and their interpretation evolve over time. We are ARROWS advokátní kancelář, an entity registered with the Czech Bar Association (our supervisory authority), and for maximum client protection 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 advokátní kancelář directly (office@arws.cz). We accept no liability for any damages arising from the independent use of the information in this article without prior individual legal consultation. 

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