Eurofound's ERM database on restructuring-related legal regulations provides
information on regulations in the Member States of the European Union and Norway
which are explicitly or implicitly linked to anticipating and managing change.
Czechia: Definition of collective dismissal
Phase
Labour Code (Law No. 262/2006 Coll.)
Native name
Zákoník práce, zákon č. 262/2006 Sb.
Type
Definition of collective dismissal
Added to database
08 May 2015
Article
62
Description
A mass layoff is defined as the termination of work contracts by the employer in consequence of a business shut-down or relocation of the business or redundancy of the worker.
Within 30 days, an employer needs to be planning to dismiss or make redundant:
at least 10 workers, if there are 20–100 employees in the company;
at least 10%, if there are 101–300 employees in the company;
at least 30 workers, if 301 or more are employed.
National legislation requires employers to justify planned redundancies by reporting directly or consult workers or workers’ representatives. The employer shall inform in writing the regional branch of the Labour Office, too. In case that a trade union organisation or the work council is not established at the employer, the employer is obliged to fulfil the obligation to inform each employee who is subject of collective dismissal.
Commentary
Information obligations on collective dismissal are normally met by employers.
Additional metadata
Cost covered by
None
Involved actors other than national government
Public employment service
Trade union
Works council
Involvement (others)
None
Thresholds
Affected employees: 10 Company size: 20 Additional information: No, applicable in all circumstances
Sources
Ius Laboris (2011), Individual Dismissals Across Europe, Brussels
Ius Laboris (2009), Collective Redundancies Guide, Brussels
Balcar, J., Karasek, Z. (2009), National background paper Czech Republic, Anticipating and managing restructuring in enterprises: 27 national seminars, ARENAS Report, Brussels, European Commission
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