Employers in the Czechia are benefiting from a simplification of workforce reporting obligations, as authorities have consolidated employee registration and de-registration processes into a single monthly notification system. All workforce changes – covering Czechs, EU citizens, and third-country nationals – are now reported through one unified submission, replacing a fragmented system of around 25 separate forms previously required for individual employee reporting.
“For years, Czech employers were doing unnecessary paperwork by duplicate or sometimes fourfold reporting,” bpv Braun Partners’ Markéta Kleinová tells GML. “The same data regarding an employee’s commencement of work had to reach the Social Security Administration, health insurance companies, and the Tax Office in various formats.”
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The Czech government has approved the bill amending acts including the Energy Act (Act No. 458/2000), the Act on Supported Energy Sources (Act No. 165/2012), and other related acts. The bill is known to the public as Lex OZE II. Lex OZE II introduces a number of changes including the following:
On 01.11.2022, an amendment to the Labour Code comes into force in Slovakia, transposing EU directives on transparent and predictable working conditions in the EU and on work-life balance for parents and persons with caring responsibilities.
As the two countries maintain strong trade relations and extensive cross-border business activities, legal firms have recognized the need to establish a presence in both jurisdictions.
