Labour law
Law Firm
For employers – clear rules, minimal risks
Today’s employers face not only complex bureaucracy but also increasing scrutiny from labor inspections and legal disputes with employees. The key to smooth business operations is a well-structured employment law framework. We ensure that your company’s documentation and internal processes comply with legal requirements and protect you from unnecessary complications.
We provide the following legal services for employers:
Employment contracts and internal regulations – Proper contract structuring, protection of sensitive information, occupational health and safety (OHS), remote work policies, and other key documents.
Safe termination of employment – Assistance with agreements, dismissals, immediate termination of employment, and mass layoffs.
Defense during labor inspections – We represent you and help negotiate favorable terms in any employment law dispute.
Collective bargaining and trade unions – Conflict resolution, setting cooperation rules, and legal representation in negotiations.
Agency employment and disguised employment (Švarc system) – Legal setup of agency work relationships and risk elimination regarding penalties.
Disguised employment (Švarc system) and cooperation with freelancers
The line between legitimate cooperation with a self-employed contractor and disguised employment cannot be read from the title of the contract. What matters is how the work is done in practice – who gives the instructions, who bears the costs and the risk, and whether the person has to perform the work personally. That is exactly what the labour inspectorate looks at. And it is exactly what we will go through with you before it does.
Audit of cooperation with freelancers – We go through your contractors and invoicing freelancers and tell you which relationships genuinely risk being reclassified as employment – and which do not.
A setup that holds up in practice – Not just the text of the service or cooperation agreement, but also recommendations on what to change in day-to-day operations: assigning work, invoicing, equipment, time records.
Representation in illegal work inspections – Inspections targeting the Švarc system are among the toughest. We take over communication with the inspector and defend you in the administrative proceedings and on appeal.
Defence against sanctions that are not only financial – Illegal work can bring, besides a fine, a ban on activity and publication of the decision on the official board of the labour inspectorate. We defend against both.
Tax and social security consequences – Together with ARROWS tax advisers we calculate what reclassification would mean in additional social security contributions and taxes, and how to limit the impact.
Agency employment and labour leasing
Lending people between companies looks simple – until someone asks on what basis it is done. Without a permit it amounts to disguised employment placement, penalised as severely as the Švarc system. We will set up a model that stands up to an inspection.
For employment agencies – Obtaining and maintaining the employment agency permit, template documentation, agreements on temporary assignment and written assignment instructions.
For users of agency workers – We check that your agency holds a valid permit and draft the contract so that its failures do not fall on you.
Comparable working and pay conditions – An agency worker must not be worse off than your comparable permanent employee. We help you set this up and document it.
Twelve-month assignment limit – We watch the limit for which an agency may assign the same person to the same user, and the statutory exceptions to it.
Sharing people within a group and outsourcing – We assess when moving staff between related companies is still legal and when it already amounts to labour leasing without a permit.
For employees – protect your rights
Wrongful termination, unpaid wages, or workplace discrimination – all of these can have serious consequences for your career and financial stability. If you are involved in an employment law dispute, we will help you assert your rights and achieve a fair resolution. We specialize in the following areas:
Wrongful termination – We review its validity and ensure you receive compensation or reinstatement.
Unpaid wages or overtime – We will recover your claims and ensure appropriate compensation.
Workplace discrimination and bullying – Legal representation and protection of your rights.
Workplace injuries and occupational diseases – We make sure your employer covers all compensation you are entitled to.
Defense against unjustified employer sanctions – Including wage deductions, penalties, or unfair performance evaluations.
Are you dealing with collective bargaining, trade union disputes, or employment relationship management in a large company? At ARROWS, we have extensive experience in managing employment law matters for organizations with thousands of employees.
We assist with collective bargaining, whether it involves drafting collective agreements, resolving disputes with trade unions, or developing employer negotiation strategies.
We rely on top-tier expertise. Our employment law specialist, Mgr. Jakub Oliva, was appointed by the Minister of Labor and Social Affairs as a mediator for resolving collective disputes, making us a reliable partner for negotiations.
With our experience and professional guidance, we ensure that your employment relationships remain stable, fair, and fully compliant with the law.
Employment law can be complex – but we help you tackle every challenge. Whether you are dealing with collective bargaining, internal HR processes, legal disputes, or employment contract optimization, our specialized team provides comprehensive legal support.
We have extensive experience in managing employment law matters for large companies. Thanks to our legal experts’ knowledge and specialization in labor law, we offer strategic and effective solutions for businesses of all sizes.
Contact us to ensure your company has employment law matters under control – risk-free and in full compliance with legislation.
Selected legal specialists for you
Read our experts' articles
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Manufacturing with fluctuating demand needs more hours at peak times and fewer during lulls. Uneven distribution of working time is the legal tool built for exactly that. Companies often set it up wrong, though, with a poorly defined averaging period or without meeting the notice deadline for the schedule. The lawyers of ARROWS advokátní kancelář set up shift planning so that it holds up under inspection.
An employee left for a competitor with a client database
Most companies find out how well their know-how is protected a week after a salesperson leaves. That is when it becomes clear whether the data was labelled and secured, or whether it sat in a spreadsheet everyone could open. This article sets out what to do in the first days and what to put in place beforehand.
How to Inform Employees of a Company Sale?
Say it once, to everyone on the same day, and only when the deal is certain. Under Czech legislation, the legal obligation to inform arises only when the employer itself changes, and this must be done at least thirty days in advance. Everything else is a matter of timing and wording, not legal statutes. The Prague-based lawyers at ARROWS prepare both the legal aspects and the script for the announcement itself. Below is the procedure and what to avoid.
New Obligation for Employers from 1 July 2026
Starting 1 July 2026, you must register a new employee before their first working day, not within eight days as before. Missing this deadline can cost you a fine of up to CZK 100,000. Here's how to set up your registration process safely.
Return from Parental Leave
If an employee returns from parental leave before her child's second birthday, she is entitled to the exact same position and workplace as before. After that date, you only need to offer work matching her contract. Find out what other duties apply and how to avoid an invalid dismissal
Immediate termination of employment
You can only fire an employee on the spot for a serious breach of duty or a final criminal conviction – ordinary dissatisfaction with performance isn't enough. Get the paperwork, evidence or deadlines wrong, and you could owe months of back pay after a court fight. Here's when this step is safe and when notice is the better route.
Executive Pay vs. Salary
If you're both the managing director and owner of your s.r.o., a poorly structured pay setup can cost you unnecessary contributions or a tax reassessment during an audit. Combining a reasonable director's fee with profit distributions is usually the most efficient route, but it has to hold up with the tax office and insurers. Here's how to set it up right.
Workplace Bullying
If bullying is happening in your company and you know or should know about it, you're liable for the harm caused and face lawsuits and fines from the labor inspectorate. It doesn't matter whether you call it mobbing or bossing – what counts is repeated, sustained conduct, not the label. Here's how to investigate a complaint properly.
Applying for a Czech Employee Card or Blue Card from Within the Czech Republic
If you already hold a long-term visa or residence permit for another purpose in the Czech Republic, you can apply for an employee or blue card directly from within the country, without returning to an embassy – but the application must be filed by the last day your current permit is valid. Find out what documents and salary you need to prove.
Unified Monthly Employer Report (JMHZ) from 2026
From 2026, a new single monthly employer report replaces dozens of forms with one electronic filing, but failing to file or making an error can cost up to CZK 5,000 per employee. Find out who must file and how to prepare without risking fines.
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