Employment Law Training in Manufacturing: Czech 2026 Obligations and Risks

13.3.2026 | ARROWS law firm

Employment law training for employees in manufacturing companies is not merely an administrative obligation, but a key investment in preventing disputes and fines under Czech law. Production managers face situations that, without knowledge of the applicable regulations in the Czech Republic, can lead to multi-million sanctions and litigation in Czech courts. This article summarises the obligations for 2026, common training mistakes, and ways to avoid them effectively.

tým advokátní kanceláře specializující se na pracovní právo a školení BOZP

Article contents

What you must train on in 2026 – new obligations and changes
Occupational health and safety – the core of training in manufacturing
What you risk in the area of training and occupational health and safety
HR management for a line manager – how to avoid the most common mistakes
How to structure employment law training in a manufacturing company

Quick summary

Under Czech law, line managers in manufacturing are legally required not only to complete occupational health and safety (OHS) training themselves, but above all to consistently require and monitor compliance with regulations by their subordinates.
Employment law training for manufacturing companies is not limited to safety regulations; it also covers current amendments to the Czech Labour Code that introduce new obligations in remuneration, working time, and the prohibition of discrimination.
Insufficient training or poor-quality training can lead to fines imposed by the Czech Regional Labour Inspectorates, which may range from hundreds of thousands up to CZK 2,000,000, while inspectors consistently review both the substantive content and the documentation of the training.
Properly delivered training significantly reduces the risk of conflicts with individual employees, increases legal certainty in managing production operations in the Czech Republic, and eliminates the risk of managers’ personal liability for damage incurred by the employer.

Employment law training in manufacturing companies – obligation or opportunity?

Many line managers in manufacturing still believe that OHS training is merely a mandatory formality that shows them how to wear protective equipment correctly or what the procedure is in the event of an accident. In reality, it is a much more complex area. Employment law training for manufacturing companies covers a broad legal landscape that evolves over time, brings new interpretations by the State Labour Inspection Office (the Czech labour inspectorate authority), and responds to current case law of the Supreme Court of the Czech Republic.

Under Section 103 of the Czech Labour Code (Act No. 262/2006 Coll.), the employer is required to provide employees with training on legal and other regulations to ensure occupational health and safety at work.

The reality in manufacturing companies is often that line managers do not have time to attend external training sessions, which tend to be too general and do not address the specifics of a particular production environment. The result is that the training is formally completed, but the information has no practical use. When a conflict arises or a labour inspection takes place, the line manager does not know how to proceed correctly from a procedural perspective under Czech law.

The Czech legal team at ARROWS advokátní kancelář deals daily with disputes and inspections by the State Labour Inspection Office at manufacturing companies, which enables us to identify precisely the areas where training most often fails.

What you must train on in 2026 – new obligations and changes

For manufacturing companies in the Czech Republic, 2026 is marked by the need to adapt to major legislative changes, including the full effectiveness of the transposition of the EU Pay Transparency Directive and the impact of pension reform on demanding professions.

Changes for demanding professions and pension reform

In connection with pension reform and the adjustment of conditions for early retirement for demanding professions, new obligations arise for employers under Czech legislation. This is not merely “saving”; it is the employer’s obligation to pay increased social security contributions for employees performing these high-risk jobs.

What does this mean in practice? In cooperation with the provider of occupational medical services and a qualified risk prevention specialist (OZO), the line manager must know exactly which positions fall into the category of demanding professions. Incorrect job categorisation under the Czech Public Health Protection Act may lead to additional assessments of insurance contributions and sanctions.

Changes in recording and reporting workplace accidents

The digitalisation of public administration in the Czech Republic is also affecting OHS. The line manager must know precisely what constitutes a workplace accident under Section 271k of the Czech Labour Code and what the obligations are regarding its investigation and reporting. The definition of a workplace accident is specific—it is not only accidents directly at a machine, but also accidents occurring while performing work tasks or in direct connection with them.

Experience shows that line managers often make mistakes in determining whether an incident must be reported and recorded. For failure to report a workplace accident or to keep an accident log, a fine of up to CZK 400,000 may be imposed under the Labour Inspection Act, and even higher in the case of more serious administrative breaches.

Pay transparency and the ban on pay confidentiality clauses

In 2026, the EU Directive 2023/970 on pay transparency must be fully implemented in the Czech legal system. This brings an explicit ban on contractual confidentiality clauses regarding pay. Employers may no longer prohibit employees from disclosing their pay to colleagues for the purpose of identifying discrimination.

In practice, this means that a line manager cannot forbid subordinates from exchanging information about their earnings. Managers must be trained on how to explain differences in remuneration based on objective criteria, to prevent claims for pay equalisation due to unequal treatment under Czech law.

Digitalisation of HR administration

A 2026 trend is the continuing digitalisation of employment documents. The line manager should understand the processes of electronic signing and service of documents via internal systems or data boxes, so that legal certainty of service is maintained in accordance with the Czech Labour Code.

Working time and new rules for line managers

Supervision of compliance with working time and rest limits is critical. The line manager must know the limits on maximum weekly working time, the rules for overtime work, and mandatory breaks.

Many line managers mistakenly believe that an “agreement” with an employee can replace statutory limits. However, the Czech Labour Code is mandatory in the area of safety and working time limits. Breaches of working time and rest rules are among the most frequently fined offences, with an upper fine limit of up to CZK 2,000,000.

Line manager in manufacturing – role, obligations, and liability

A key element of employment law training is a precise definition of the line manager’s role. Section 11 of the Czech Labour Code defines a line manager as a person authorised to assign work tasks to subordinate employees, organise, manage, and supervise their work.

Under Section 302 of the Czech Labour Code, a line manager is required in particular to manage and supervise the work of subordinates, assess their work performance, organise work, and ensure occupational health and safety at work.

A managerial employee is responsible not only for their own conduct, but—within the scope of their management role—also for ensuring that their team complies with applicable regulations. Liability for damage caused to the employer is governed by the Labour Code under Czech law. If a managerial employee causes damage to the employer through negligence, they are liable up to 4.5 times their average monthly earnings.

Discrimination and equal treatment – hidden risks in management

The Anti-Discrimination Act (Act No. 198/2009 Coll.) is an area that is often underestimated. Discrimination in manufacturing can be hidden. An example of indirect discrimination is setting shift schedules or bonus conditions in a way that, in practice, disadvantages a particular group, without this being necessary for operations.

In discrimination disputes before Czech courts, the so-called shared burden of proof applies. If an employee presents facts from which discrimination can be inferred, the employer must prove the opposite. Training must include practical examples of how to make decisions and communicate in a non-discriminatory way.

Occupational health and safety – the core of manufacturing training

Occupational health and safety is absolutely fundamental in manufacturing. The legislative framework is formed primarily by the Czech Labour Code (Section 101 et seq.) and Act No. 309/2006 Coll., on ensuring further occupational health and safety conditions.

OHS training in manufacturing must not be a mere formality. It must cover the specific risks of the workplace, familiarisation with work categorisation, machine operating instructions, and procedures for emergencies.

Work categorisation and assignment to risk categories

Under Act No. 258/2000 Coll., on the protection of public health in the Czech Republic, work is classified into four categories. Categorisation affects the scope of occupational medical examinations, the obligation to provide protective beverages, “spa” benefits, and newly also the level of social insurance contributions.

If a managerial employee ignores the conditions set by the public health authority’s decision for the given category, they expose the company to the risk of a sanction from the Regional Public Health Authority (Krajská hygienická stanice). This fine can reach up to CZK 2,000,000, and even more in cases of serious threats to health.

OHS training – what it must include

Training must be demonstrable. Under Section 103 of the Czech Labour Code, the employer determines the content and frequency of training (except for professional training required by special regulations). Training must include information on risks, the results of work categorisation, and rules for using PPE.

A risk arises where employees sign an attendance sheet even though the training did not actually take place. In the event of an accident and subsequent investigation by the Labour Inspectorate or the Police of the Czech Republic, it is often proven that employees did not understand the regulations, leading to the conclusion that the training was inadequate.

Personal protective equipment (PPE) and enforceability

The employer is obliged to provide PPE that is functional and protects against risks (Section 104 of the Czech Labour Code). A managerial employee must monitor its use. Tolerating non-use of PPE is one of the most common reasons for reducing compensation for a workplace injury, but also a reason for a fine imposed on the employer for failing to ensure OHS compliance under Czech legislation.

What you may face in the area of training and OHS

Risks and sanctions	How ARROWS can help (office@arws.cz)
Missing or poor-quality OHS training: Employees work without knowledge of risks; documentation is missing (training outline, attendance sheet). A fine under the Czech Labour Inspection Act of up to CZK 2,000,000 may be imposed.	Audit and set-up of the training system: ARROWS, a Prague-based law firm, in cooperation with an OHS competent person (OZO), reviews the training system, ensures the documentation stands up to an inspection, and that the training reflects the actual situation.
Incorrect work categorisation / demanding professions: Work is not correctly categorised; correct social insurance contributions are not paid; adequate medical examinations are not carried out. There is a risk of sanctions from the Regional Public Health Authority (KHS) and additional assessments from the Czech Social Security Administration (ČSSZ).	Legal support with categorisation: The Czech legal team at ARROWS will help set up processes in cooperation with the public health authority and an occupational physician, so that obligations under the Czech Public Health Protection Act and social security regulations are met.
Failure to report a workplace injury: Breach of the obligation to submit an injury record; failure to investigate causes. A fine of up to CZK 400,000 (or up to CZK 1,000,000 where multiple offences are combined).	Representation in labour inspections: ARROWS, a Prague-based law firm, represents employers in workplace injury investigations and in proceedings on the imposition of fines, thereby minimising financial impact.
Breaches of working time and breaks: Failure to comply with statutory limits on overtime and rest. A fine of up to CZK 2,000,000.	Shift and working time set-up: Review of internal work rules and contracts; set-up of a working time account or flexible scheduling in compliance with the Czech Labour Code.

Discrimination and equal treatment training – why it is difficult and why it fails

Discrimination often happens unintentionally. Managers may not realise that their established practices are legally challengeable under Czech law.

Examples of high-risk situations

Recruitment: Questions about marital status, number of children, or planned pregnancy are prohibited.
Remuneration: If two employees perform work of equal value, they must have the same wage rate.
Indirect discrimination: A requirement for 100% flexibility may indirectly discriminate against parents of young children, unless strictly required by operational reasons.

How to train

Training must be interactive and case-based. Managers must understand that discrimination is not only about personal antipathy, but often about systemic settings that disadvantage someone without a legitimate reason. Non-pecuniary satisfaction awarded in discrimination disputes before Czech courts can range from tens to hundreds of thousands of Czech crowns.

HR management of a managerial employee – how to avoid the most common mistakes

A line manager is on the front line when dealing with employment-law issues. Their approach often determines success or failure in any potential dispute under Czech law.

Most common mistakes made by line managers

Mistake 1: Warning letters missing required elements. For a valid termination due to repeated less serious breaches of duties under Czech labour law, you need well-prepared written warnings that are delivered into the employee’s own hands.
Mistake 2: Immediate termination of employment without a proper reason. This measure is reserved for the most serious breaches, and Czech courts often invalidate its use for “ordinary” absence.
Mistake 3: Double standards. Tolerating misconduct by key employees while punishing the same misconduct in others is a direct path to losing a dispute in Czech courts.
Mistake 4: Overtime “included” without an agreement. If the employment contract does not expressly state that salary includes overtime, each hour of overtime must be paid or compensated with time off.

How to structure employment law training in a manufacturing company

An effective training system should include onboarding training to familiarise employees with internal policies and occupational health and safety (OHS). Periodic training is then essential to update managers’ knowledge, along with ad-hoc training when technology changes or after workplace accidents.

Methodology

Theory is not enough. During training sessions, the attorneys at ARROWS, a Prague-based law firm, use real-life examples from labour inspection practice in the Czech Republic. A line manager must practise handling model situations, such as responding to a refusal to work due to safety concerns or dealing with intoxication in the workplace.

How to secure high-quality training – consulting from ARROWS law firm in Prague

High-quality training is insurance for your business. ARROWS provides tailor-made training for specific manufacturing operations in the Czech Republic. We do not just read out legal provisions—we teach managers how to resolve issues in compliance with Czech legislation.

Our services include:

Analysis of training needs and workplace risks.
Preparation and delivery of in-person and online training for management and rank-and-file employees.
Drafting and review of internal policies and OHS documentation.
Ongoing legal support to address urgent issues.

For more information and to request training, please email office@arws.cz.

FAQ – Most common legal questions about employment law training

1. How often do I have to provide OHS training?
The interval is set by the employer in an internal regulation depending on the level of risk, unless a specific regulation provides otherwise. In manufacturing roles, the standard is once a year or once every two years. Training is required immediately upon onboarding and when an employee changes roles.

2. Who is liable for damage if an employee breaches a rule they were trained on?
If the employee was demonstrably trained, the rules were enforced and monitored, and they still wilfully breached them, the employer may be released from liability for a workplace accident in whole or in part under Czech law. However, the key is “monitoring and enforcement”—a mere signature on an attendance sheet is not enough if the rules are routinely ignored on the shop floor.

3. What are the risks of illegal work in manufacturing?
If an inspection finds that self-employed contractors are working in roles that should be performed by employees (i.e., de facto dependent work under Czech legislation), a fine of up to CZK 10,000,000 may be imposed, with a minimum of CZK 50,000. In manufacturing, the risk of reclassifying external contractors as employees is high. More information on the indicators of illegal work is provided by the State Labour Inspection Office (Státní úřad inspekce práce) in the Czech Republic.

4. Does OHS training have to be conducted “live”, or is e-learning sufficient?
E-learning is possible for general topics, but for workplace-specific risks and practical instruction, in-person training with a practical demonstration is necessary. A blended format is ideal. Verification (a test) and identification of the trainee must always be possible.

Notice: The information contained in this article is of a general informational nature only and is intended for basic orientation in the topic based on the legal situation as of 2026. Although we take maximum care to ensure accuracy, legal regulations and their interpretation evolve over time. We are ARROWS, a Prague-based law firm, 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 regulations and their application to your specific situation, it is necessary to contact ARROWS 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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