A Guide to Employing Foreign Nationals in the Czech Republic

Employing Foreign Nationals: New Reporting Rules and Opportunities in 2026

The most fundamental change is the transfer of the employer's information obligation to the unified monthly employer report (JMHZ). You no longer report the commencement, changes and termination of employment of EU citizens, their family members and third-country nationals using a separate form submitted to the Labour Office of the Czech Republic, but through the JMHZ (Section 87(4) of the Employment Act). The JMHZ Act has been effective since 1 January 2026; in practice, reporting has been running since 1 April 2026, when the register of employers and employees kept by the Czech Social Security Administration (ČSSZ) was launched (Section 39 of Act No. 323/2025 Coll.). From 1 July 2026, the JMHZ is also used to report that a holder of an employee card, a blue card or an employment permit did not commence employment or terminated it prematurely (Section 88(3)).

Submissions are made exclusively electronically, to the Czech Social Security Administration: to its data box, via the ČSSZ portal or through a data interface (Section 8 of Act No. 323/2025 Coll., on the Unified Monthly Employer Report). You must register an employee in the register of employees no later than before the moment they commence work, and no earlier than 8 days in advance. For a foreign national or an EU citizen, the simplified "partial registration" cannot be used, so all the data must be ready before the commencement of work (Section 19(1) and (2) of the JMHZ Act, effective from 1 July 2026).

Late registration is not merely an administrative slip. Work performed by a person whose commencement the employer did not report in time, or whom the employer did not register in time, constitutes undeclared work under the Employment Act (Section 5(j) of the Employment Act). A company that enables it faces a fine of up to CZK 3,000,000 (Section 140(1)(g) and (h) and (4)(g)). Moreover, a submission with a technical defect, for example one that does not comply with the required format, is ineffective (Section 10 of the JMHZ Act). For companies without reliable payroll software or an external partner, a routine task thus becomes a real compliance risk.

Our lawyers at ARROWS will help you with both the legal and technical aspects of compliance. For an immediate solution to your situation, contact us at consultation@arws.cz.

Expansion of the Country "Whitelist"

A significant opportunity is the expansion of the list of countries whose citizens have free access to the Czech labour market. This so-called "whitelist" now includes countries such as Australia, Japan, Canada, the Republic of Korea, New Zealand, the United Kingdom, the USA, Singapore, Israel, and from March 2025, also Taiwan (Government Regulation No. 158/2024 Coll.). For employers, this means a dramatic simplification of recruiting talent from these economically advanced countries.

Suspension of the Labour Market Test

The third key change is the possibility of suspending the so-called labour market test for standard employee cards, not just for blue cards. This test, which verifies whether a vacancy cannot be filled by a candidate from the Czech labour market, could previously extend the recruitment process by up to 30 days. In regions with low unemployment, the test can now be completely bypassed, allowing an application for an employee card to be submitted almost immediately after the position is reported (Section 37a(4) of the Employment Act).

Who is Who? Correct Determination of a Foreign National's Status is the Foundation of Success

Before you start any recruitment process, it is absolutely crucial to correctly determine which category your candidate falls into. A mistake in this first step can lead to choosing the wrong procedure, rejection of the application, and unnecessary months of delay. Under Czech legislation, employees from abroad are divided into three basic groups.

A. EU/EEA and Swiss Citizens: The Simplest Path

These employees have virtually the same status in the Czech Republic as Czech citizens and have free access to the labour market. Your main obligation as an employer is to fulfil the so-called information obligation and to keep the statutory records on the employee (Section 102(2) of the Employment Act). Today, you fulfil the information obligation through the employer's unified monthly report: an employee from the EU must be registered in the employee records no later than before the moment they start work (Section 87(4) of the Employment Act, Section 19(1) of Act No. 323/2025 Coll.).

B. Foreigners with Free Access to the Labour Market: Who Belongs Here and What Does It Mean for You?

This group does not only include citizens of the aforementioned "whitelist" countries. Other categories of foreigners also have free access to the labour market, most often those with permanent residence in the Czech Republic or graduates of Czech secondary and higher education institutions. For them, only the simplified information obligation applies.

However, it is necessary to emphasize a key point where companies often make mistakes. Free access to the labour market does not automatically mean that the foreigner has a residence permit in the Czech Republic. These foreigners must also have their residence status resolved with a valid residence permit; otherwise, their work becomes illegal under Czech legislation.

C. Third-Country Nationals: This is Where the Real Complexity Begins

For all other foreigners (so-called third-country nationals), the process is significantly more complex and requires obtaining a specific work permit. Most often, this is an employee card or a blue card. These cards usually combine both the work permit and the long-term residence permit in the Czech Republic. A special regime applies to applicants for international protection and foreigners holding a certificate of tolerated stay. They need an employment permit from the Labour Office in order to work, and as of 12 June 2026 the conditions under which it can be issued to them have changed in connection with the EU Pact on Migration and Asylum (Section 97(d) and (e) and Section 99(a) of the Employment Act).

The decision whether to apply for a standard employee card or the more prestigious blue card for a highly qualified candidate is not a mere administrative choice. The blue card, intended for experts with a salary of at least 1.5 times the average wage in the Czech Republic, offers the holder and their family significant advantages – greater mobility in the EU labour market, a faster family reunification process, and longer validity. Choosing a standard card for such a candidate may reduce the attractiveness of your job offer.

At ARROWS, we will help you conduct a strategic analysis and choose the optimal type of permit for each candidate. Contact our Prague-based lawyers at consultation@arws.cz and get a tailor-made legal solution.

Employee Card and Blue Card: A Detailed Look at Key Work Permits in the Czech Republic

For most third-country nationals, the employee card and the blue card are the main paths to legal employment in the Czech Republic. Understanding their specifics is key to successful and swift processing.

A. Employee Card: Dual vs. Non-Dual – Do You Know the Difference?

Under Czech law, the employee card exists in two basic variants, and confusing them leads to automatic rejection of the application.

• Dual Employee Card: This is the standard and most common type. As the name suggests, it has a dual function – it serves as a work permit for a specific position and, at the same time, as a long-term residence permit. It is intended for most third-country nationals who do not have free access to the Czech labour market.

• Non-Dual Employee Card: This card serves only as a residence permit. It is intended for foreigners who already have a work permit on other grounds – typically graduates of Czech schools with free access to the labour market or foreigners to whom the Labour Office has issued a separate employment permit (e.g., in the case of posted workers).

Correctly distinguishing between these two types is absolutely essential. ARROWS provides clear legal advice to ensure you choose the right type of card for your candidate, avoid fatal errors in the application, and prevent unnecessary delays. Need legal assistance? Contact our Czech legal team at consultation@arws.cz.

B. Blue Card: When is it the Right Choice for Your Experts?

The blue card is intended for highly qualified employees. The conditions for obtaining it are stricter, but it brings significant benefits. Under Czech legislation, the applicant must meet the following criteria:

• Completed higher education or higher vocational education lasting at least 3 years, or higher professional skills evidenced by professional experience comparable to higher education (Section 42i(2) of the Act on the Residence of Foreign Nationals).

• An employment contract concluded for a period of at least 6 months for the statutory weekly working hours.

• An agreed gross salary of at least 1.5 times the average gross wage announced by a communication of the Ministry of Labour and Social Affairs (Section 42j(1)(b) of the Act on the Residence of Foreign Nationals).

The main advantage of the blue card is significantly easier mobility for the holder and their family within the European Union and an accelerated process for family reunification.

Step-by-Step Recruitment Process: What Do You Need to Arrange as an Employer?

The process of obtaining a work permit for a third-country national in the Czech Republic is a sequence of precisely defined steps that must be initiated by the employer. Each step has its specifics and requires careful preparation.

A. How to Correctly Report a Job Vacancy ("Hlášenka")?

The first and absolutely crucial step is to report the job vacancy to the relevant regional branch of the Labour Office of the Czech Republic. This document, known as a "hlášenka", is not a mere formality. It is a strategic legal document that defines the parameters for the entire subsequent employee card application.

The way you formulate the job vacancy report has a direct impact on the course of the entire process. If you write it too generally, the Labour Office may start sending you dozens of local candidates with whom you will have to formally conduct interviews to legally justify why you are hiring your chosen foreigner. Conversely, stating unrealistic requirements may arouse suspicion during a potential inspection by Czech authorities.

The key is to strategically align the requirements in the job vacancy report with the demonstrable skills and qualifications of your candidate. At ARROWS, we will help you formulate the job vacancy report to be legally sound under Czech law, minimize the administrative burden, and effectively target your chosen candidate. Our Prague-based lawyers are ready to help – write to consultation@arws.cz.

B. Labour Market Test: When Does It (Not) Apply to You?

After reporting the vacancy, the "labour market test" usually follows. During this period (typically 10 to 30 days), the position is offered to applicants from the Czech Republic and the EU. As mentioned, the amendment to the Employment Act has brought a fundamental change: depending on the labour market situation in the given region, this test for employee cards can be completely suspended. This means that a foreigner can apply for the card immediately after the vacancy is published, which dramatically speeds up the entire process.

C. Qualified Employee Programme: Can You Speed Up the Recruitment Process?

For employers seeking workers for positions classified in the main CZ-ISCO groups 4–8 (e.g., craft and related trades workers, plant and machine operators, and assemblers) from selected countries (e.g., the Philippines, India, Kazakhstan, Moldova, Mongolia, Serbia, Ukraine), there is a government "Qualified Employee Programme". This programme offers an expedited processing regime for employee cards in the Czech Republic.

However, the conditions for an employer to be included in the programme are very strict:

• Operating on the Czech market for at least 2 years.

• A minimum of 6 employees for at least 3 months.

• No debts to the Czech state (taxes, social and health insurance).

• Meeting the wage criterion (currently 1.22 times the guaranteed wage).

We will assess whether your company and candidate meet the Programme's conditions and help you prepare an application that can shorten the waiting time by months. To speed up your recruitment, write to us at consultation@arws.cz.

Agency Employment of Foreign Nationals: What to Verify Before Using an Agency

Agency employment is a flexible way for many companies to meet labour demand, especially in manual professions. With foreigners, however, it carries an increased risk for the user, because liability for illegal work may also pass to the company for which the foreigner works.

What to Verify About the Agency

An employment agency may assign employees only with an employment mediation permit from the Ministry of Labour and Social Affairs. Its issuance requires, among other things, an affirmative binding opinion of the Ministry of the Interior and the agency's freedom from debts, which the ministry verifies at least once every 6 months throughout the validity of the permit (Section 60(14) and Section 60a of the Employment Act). Agencies holding a permit are registered by the ministry, and basic information about them is publicly accessible (Section 65). In addition, an employee card holder cannot change employer in such a way that the new employer would be an employment agency (Section 42g(7) of the Act on the Residence of Foreign Nationals).

This has practical significance for the user. If an agency enables a foreigner to perform illegal work, the company to which the agency provided its services may also be liable as guarantor for the fine imposed, provided that it knew about the illegal work or, exercising due care, should and could have known about it (Section 141a of the Employment Act). Before concluding a contract with an agency, therefore, verify its permit in the register and contractually secure ongoing checks of the residence and work permits of the people assigned.

Commencement of Employment: Key Obligations for Ensuring Compliance

The process does not end with obtaining an employee card and the foreigner's arrival. On the contrary, a stage full of administrative duties begins, the neglect of which can lead to high fines under Czech legislation.

A. Information Obligation: How and When to Report the Start of Employment via the JMHZ

The information obligation is not fulfilled after the foreigner starts work, but in advance. The employee must be registered in the register of employees within the unified monthly employer report (JMHZ) no later than before the moment they start work, which applies to EU citizens, foreigners with free access to the labour market and holders of an employee card or blue card (§ 87(1) and (4) of the Employment Act, § 19(1) of Act No. 323/2025 Coll.). The filing is submitted electronically to the Czech Social Security Administration (ČSSZ): via data box, through the ČSSZ portal, or through the data interface of your payroll system.

A change to a registered detail (for example, a different place of work or a new residence permit) must be notified within 8 days of the day you learn of it (§ 19(5) of the JMHZ Act). If a registered employee does not start work, notify this no later than 8 days from the expected start date (§ 19(4) of the JMHZ Act). For a foreigner with an employee card or blue card who does not start work at all, the Employment Act sets a deadline of 45 calendar days from the day on which the conditions for issuing the card were met (§ 88(2)). You submit this information via the JMHZ as well.

B. How to Maintain Records of Foreigners to Withstand an Inspection?

The Employment Act (§ 102(2)) imposes an obligation on employers to keep special records of all employed foreigners, including EU citizens and their family members. The data from these records also form the content of the information you submit via the JMHZ (§ 87(2)). The records must contain in particular the following data (the full list also includes sex and classification according to the classification of economic activities):

• Employee's identification data, address in the country of permanent residence, and address for correspondence.

• Passport number and the authority that issued it.

• Type of work, place of work, and the period for which the employment is to be performed.

• Highest level of education attained and the education required for the position.

• Details of the work permit (type of card, period of validity) and the period of permitted residence.

• Date of commencement and date of termination of employment.

In addition to maintaining these records, you are obliged to keep copies of documents proving the legality of the foreigner's residence in the Czech Republic for the entire duration of the employment and for 3 years after its termination (§ 102(3) of the Employment Act).

At ARROWS, our Czech legal team will help you create internal guidelines for keeping records of foreigners, ensuring full compliance with the law and preparing you for a potential inspection. Do not hesitate to contact our Prague-based law firm – consultation@arws.cz.

C. OHS Training: Why Clear Language is Your Legal Protection?

Every employee, regardless of nationality, must undergo occupational health and safety (OHS) training upon commencement of employment. The Labour Code requires the employer to provide employees with sufficient and appropriate OHS information and instructions and with training upon commencement of employment (Section 103(1)(f) and (2) of the Labour Code). For a foreigner, this means in practice that they must truly understand the information and instructions.

In practice, this means that training conducted only in Czech for an employee who does not understand Czech will not fulfil its purpose. In the event of a work-related injury, the labour inspectorate will investigate whether the employee truly understood the safety instructions. A signed attendance sheet in Czech will not protect you in such a case.

Failure to provide understandable training (e.g., with the help of an interpreter or translated materials) constitutes a serious breach of duty. In the event of a work-related injury, the employer then cannot be released from liability by arguing that the employee breached safety regulations, because such release presupposes that the employee was duly acquainted with them (Section 270(1)(a) of the Labour Code). ARROWS offers expert training for management and HR, where we explain the legal pitfalls of OHS for foreigners and help set up processes that will protect you.

During Employment: How to Manage Changes and Termination of Employment?

The employment relationship with a foreigner is dynamic, and even during its course, it is necessary to be mindful of specific obligations, especially when changing employers or terminating the relationship under Czech legislation.

A. Can an Employee Change Employers? What Does It Mean for You?

An employee card holder can change employers, but strict rules apply. The first change can be made no earlier than 6 months after the decision to issue the card becomes final. Exceptions include, for example, notice of termination for organizational reasons, immediate termination of the employment relationship by the employee, or termination of the employment relationship by the employer during the probationary period (Section 42g(7) of the Act on the Residence of Foreign Nationals). The change must be reported to the Ministry of the Interior (OAMP) at least 30 days before the planned start date with the new employer, and the employee may only start after receiving consent.

After the termination of employment, the foreigner has a 90-day protection period to find a new job and report the change; otherwise, the validity of their employee card expires (Section 63 of the Act on the Residence of Foreign Nationals).

B. How to Correctly and Timely Report the Termination of a Foreigner's Employment?

Just like the commencement, the termination of a foreigner's employment is also reported through the employer's unified monthly report (Section 87(3) and (4) of the Employment Act). The employee must be deregistered from the register of employees within 8 days of the date of termination of employment (Section 19(6) of Act No. 323/2025 Coll.). For holders of an employee card, a blue card or an employment permit whose employment ended before the expiry of the validity of the authorization, the reason for termination is also reported if it was a notice of termination under Section 52(a) to (e) of the Labour Code, an agreement for the same reasons, or immediate termination under Section 56 (Section 88(1)(b) of the Employment Act). The Employment Act still states 10 calendar days here; it is safer to adhere to the shorter eight-day deadline for deregistration.

When an Audit Occurs: Are You Prepared for the Czech Labour Inspection?

Inspections focused on the employment of foreigners are becoming increasingly frequent and stricter in the Czech Republic. They are carried out by the State Labour Inspection Office and the regional labour inspectorates; customs offices provide them with cooperation during inspections (Section 125 and Section 126(7) of the Employment Act).

Inspectors focus on the complete documentation: the validity of work and residence permits, maintenance of statutory records, employment contracts, and compliance with reporting obligations under Czech law.

The consequences of being found to have engaged in illegal work can be devastating for an employer. Fines can reach up to CZK 10,000,000, with a minimum penalty set at CZK 50,000. The foreigner also faces a personal penalty (up to CZK 100,000) and may be expelled from the Czech Republic.

The risk does not concern the direct employer alone. If your subcontractor or an agency enables a foreigner's illegal work, you too may be liable as guarantor for the fine imposed, as the recipient of the performance. In the case of a foreigner without a valid residence permit, you may also be liable as guarantor for the remuneration owed to them and the costs of delivering it, provided that you knew of the illegal work or, exercising due care, should and could have known of it (Section 141a and Section 141b(3) of the Employment Act). In the construction industry, moreover, the contractor is liable as guarantor for the wages of the subcontractor's employees up to the amount of the minimum wage (Section 324a of the Labour Code).

A government amendment bill being debated by the Chamber of Deputies as Parliamentary Print No. 300 envisages a further tightening. If the entity that enabled the illegal work fails to pay the assessed amounts corresponding to insurance contributions within 90 days, another company in the supply chain that knew of the illegal work, or should and could have known of it, would also be jointly and severally liable for them. The bill has not yet been passed; its proposed effective date is 1 January 2027. It is therefore already worthwhile to include inspection and information obligations for subcontractors in your supply contracts and to enforce them on an ongoing basis.

Our Prague-based lawyers will not only prepare you for an inspection through a preventive audit but will also represent you directly in dealings with inspectors and in subsequent administrative proceedings. For legal consultations that protect against fines, contact us at consultation@arws.cz.

Ensure Legal Certainty and Focus on Growth

Employing foreigners is a complex and dynamic agenda that requires constant attention and a deep knowledge of current Czech legislation. As this guide shows, mistakes are not just administrative oversights but represent serious financial and reputational risks.

At ARROWS, we deal with this issue on a daily basis. Thanks to our established ARROWS International network, we often handle cases with an international element. Our experience from long-term cooperation with more than 150 joint-stock companies and 250 limited liability companies allows us to provide not only legal advice but also strategic solutions that protect your business in the Czech Republic.

Do not leave a key area of your HR and compliance to chance. Connect with us at consultation@arws.cz and gain a partner who will ensure your legal certainty, so you can fully focus on the growth of your business.