An employer from another EU country that posts staff to the Czech Republic must notify the State Labour Inspection Office (SÚIP) through its online portal no later than the day the worker starts. Changes must be reported within 10 days. For the whole posting, the core Czech conditions apply if they are more favourable: minimum pay (CZK 22,400 a month in 2026) with overtime, night and weekend premiums, working-time limits, rest periods and leave. Copies of the employment documents must be available in Czech. After 12 months (18 months with notification), most of the Czech Labour Code applies. A missing notification can be fined up to CZK 100,000.
Notification to the labour inspectorate
Since July 2024 the posting of workers from an EU employer to the Czech Republic is notified to the State Labour Inspection Office (SÚIP), only through its registration portal, no later than the day the posted worker starts work (§ 101a of the Czech Employment Act, No. 435/2004 Coll.).
The notification includes the employer's and the worker's details, the start and end of the posting, the type of service, the recipient of the service and the place of work. Changes, and an earlier end of the posting, are reported within 10 calendar days. A missing notification can be fined up to CZK 100,000.
Which Czech conditions apply
During the posting the worker is entitled to the core Czech conditions where they are more favourable than those of the home country. These are the minimum wage (CZK 22,400 a month for a 40-hour week from 1 January 2026), premiums for overtime, night, weekend and holiday work, the limits on working time and overtime, daily and weekly rest, annual leave, health and safety, and the conditions for accommodation and travel expenses.
If the posting lasts more than 12 months, or 18 months after a reasoned notification, most of the remaining Czech Labour Code also applies (§ 319a of the Labour Code).
Documents and social security
Copies of the documents proving the employment relationship must be kept available in Czech for inspection. Missing Czech copies can be fined much more than a missing notification.
Social security usually stays in the home country for up to 24 months, which the worker proves with an A1 certificate issued by the home institution. If Czech income tax or Czech sickness insurance arises in connection with the work, separate Czech registrations apply.
When to involve a lawyer
Postings combine labour, tax and social security rules from two countries, and the line between posting, agency work and a permanent establishment is not always clear. A lawyer can check the set-up, the contracts and the documentation before the inspection does.
Lawyers' services are paid; only submitting a standard request through LawBridge is free.
Frequently asked questions
Yes. The notification duty applies regardless of how long the posting lasts. It must be filed no later than the day the worker starts.
At least the Czech pay conditions where they are more favourable, starting with the minimum wage (CZK 22,400 a month in 2026) and the premiums for overtime, night and weekend work. Higher pay agreed in the home country stays.
It shows that the worker remains insured in the home country during the posting, usually for up to 24 months. It is issued by the home social security institution.
No. LawBridge is not a law firm. It helps you find a lawyer who can review the posting and its documents. Lawyers' services are paid; a standard request is free.
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