On 1.6.2025, an amendment to the Labour Code (the so-called Flexi Amendment) comes into effect, bringing a number of significant changes aimed at modernising the labour market, strengthening employees’ rights, and increasing employers’ competitiveness. We bring you the most important changes you shouldn’t miss.
1. More flexible return from parental leave
- Employees on parental leave will now be able to perform the same work for their employer under a DPČ or DPP agreement.
- When returning from parental leave before the child reaches 2 years of age, employees are guaranteed a return to their original job position and the same workplace.
2. Changes to the notice period
- The notice period will now start running from the day the notice is delivered to the other party.
- In the case of a breach of work discipline or failure to meet statutory requirements, the notice period is shortened to one month.
3. Summer jobs for young people from as young as 14
It will now be possible to employ young people from as young as 14 during the main summer holidays (in 2025, from 28.6. to 31.8.).
Conditions:
- Written consent of the legal guardian.
- An entry medical examination with an occupational health services provider (this cannot be done by a paediatrician).
- Only light work, appropriate to the age and abilities of the young person, is permitted.
4. Longer probationary period
- The maximum length of the probationary period is extended to up to 4 months for rank-and-file employees and up to 8 months for managerial employees.
- An extension will be possible by mutual agreement.
8. New rules on time off work
- In the event of the death of a close person, time off is granted automatically in full days, without the need to prove the “necessary duration”.
- In the event of the death of an employee’s spouse (partner), cohabiting partner, child, grandchild, parent, grandparent, or sibling, additional unpaid leave of up to five days can be taken.
5. Other changes
- Employees who terminate their employment due to long-term health incapacity (e.g. a workplace accident or occupational disease) will receive special compensation equal to 12 times their average monthly earnings. This compensation will be paid from the employer’s statutory insurance.
- In extraordinary situations requiring an immediate response (e.g. restoring an electricity supply), it will be possible to shorten the minimum daily rest period to six hours. This shortened rest period must be compensated for the employee the following day.
The amendment brings greater flexibility and protection for employees, but also new administrative obligations for employers. We recommend paying sufficient attention to preparing internal processes and documents, so that your company meets all the new obligations and takes advantage of the opportunities the amendment offers.
For more detailed information and further changes, we recommend visiting the official website of the Ministry of Labour and Social Affairs.
