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 employer shall inform in writing the regional branch of the Labour Office (that is competent according to the employer's place of activities) of 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). In particular the employer shall inform of the reasons for such measures, the total number of employees and the number and professional structure of those employees affected by the measures, the period within which the collective dismissals will take place, the criteria proposed for the selection of employees to be made redundant and also the commencement of consultation with the trade union organisation and the works council.
The employer shall deliver to the regional branch of the Labour Office a written report on his/her decision on collective dismissals and on the results of consultations with the trade union organisation and the works council. One copy of this report shall be delivered to the trade union organisation and one to the works council. The trade union organisation and the works council have the right to give each its independent opinion on the employer's written report and deliver it to the regional branch of the Labour Office.
The vast majority of employers fulfil their duties and follow the law. In terms of press monitoring, the Research Institute for Labour and Social Affairs (RILSA) did not find any problematic case within the last two years.
An overview of the number of collective dismissals and number of dismissed workers between January 2013 - December 2022 is available at this link and summarised in the table here below. In 2016, the number of employers who reported collective dismissals decreased, while the number of employees affected increased instead. Until 2015, the number of collective dismissals and the number of dismissed workers in the Czech Republic decreased. This was mainly due to the improving state of the economy and the increasing demand for labour force.
| Year | Number of employers who reported collective dismissals | Number of employees affected by collective dismissals |
|---|---|---|
| 2013 | 340 | 17,489 |
| 2014 | 207 | 9,954 |
| 2015 | 126 | 4,709 |
| 2016 | 84 | 6,281 |
| 2017 | 72 | 6,562 |
| 2018 | 71 | 6,323 |
| 2019 | 110 | 11,757 |
| 2020 | 276 | 26,432 |
| 2021 | 113 | 8,787 |
| 2022 | 113 | 9,209 |
Source: Annual Reports of the Labour Office of the Czech Republic, https://www.uradprace.cz/zprava-o-cinnosti Note: The given annual data are only indicative, because due to the possible multiple representation of employers and employees during the year, data for individual months in a given year cannot be added up.
Eurofound (2015), Czechia: Public authorities information and consultation on dismissals, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/public-authorities-information-and-consultation-on-dismissals/czechia
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