European Restructuring Monitor (ERM)
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.
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The notice period must be the same for both the employer and the employee and shall be at least two months. It may be extended only by agreement between the employer and the employee. The notice period shall start to run on the first day of the calendar month following delivery of the notice and come to an end upon the expiry of the last day of the relevant calendar month. The employment relationship will come to an end upon the expiry of the notice period.
The Czech Labour Code does not distinguish the length of the notice period for permanent contracts or for fixed-term contracts. There do not exist different notice periods for specific groups of workers (for instance disadvantaged workers).
Employers are required to notify their workforce at least 30 days in advance of any planned collective dismissals (within 30 days, dismissals of at least 10 workers in companies with 20-100 employees, at least 10% in companies with 101-300 employees, or at least 30 workers in companies with more than 300 workers). Before giving notice to individual employees, the employer is obliged to inform in writing the trade union and the works council about its intention in time, not later than 30 days in advance.
No information available.
Eurofound (2015), Czechia: Notice period to employees, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/notice-period-to-employees/czechia
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