Employing Third-Country Nationals in Czechia for Up to 90 Days: Guide

Mgr. Klára Megová
Mgr. Klára Megová
11.5.2026 | ARROWS law firm

If you want to employ a third-country national for short-term work, you do not necessarily need to apply for a long-term work permit. In some situations, a simpler solution is sufficient – a work permit combined with a visa for up to 90 days. However, the process is often complicated by pitfalls, changes in rules, and statutory deadlines.The rules for reporting foreign nationals to the Czech Labour Office are also very strict and closely monitored. This article will guide you through the conditions, types of visas and permits, the application process, and highlight the risks.

The photograph shows a specialist discussing the employment of foreign nationals for up to 90 days.

Work permits for foreign nationals: basic terms and categories

Before you consider whether a short 90-day permit is sufficient for your employee from abroad, it is essential to understand how work regimes for foreign nationals are divided in the Czech Republic. Czech legislation distinguishes between workers who automatically have free access to the labour market (for example, citizens of the European Union) and foreign nationals from so-called third countries.

An employment permit is a legal instrument issued by the Labour Office of the Czech Republic. This is a unilateral decision of the state stating that a specific foreign national may work for a specific employer in a specific position for a specified period of time.

However, that is only half of the issue. The permit itself does not allow the foreign national to enter the Czech Republic. For that, they need at least a visa. It is precisely the combination of a visa (ensuring lawful stay) and a permit (authorising work) that forms the complete legal basis for employing a foreign national.

In practice, third-country nationals may be employed under the following basic schemes. First, they may work on the basis of an Employee Card or a Blue Card, which are so-called dual permits – they serve both as a residence document and a work authorisation. A follow-up article on the Employee Card also summarises the key differences between the regimes and the practical steps for filing an application.

Second, they may hold an employment permit linked to a short-term visa (up to 90 days). Third, for certain professions (for example, seasonal work), there are specialised regimes with specific conditions.

It is not uncommon for a company to start under one regime and later switch to another – which is exactly why, in practice, we encounter procedural details that are not obvious at first glance.

Free access to the labour market – exceptions worth knowing

Although this article focuses on workers who need a permit, it is worth mentioning the exceptions. Some groups of foreign nationals do not need access to the labour market to be granted.

These include, for example, foreign nationals with permanent residence in the Czech Republic, foreign nationals granted asylum, or certain categories of researchers and artists. So if you are trying to resolve the situation with your foreign candidate and find that they may fall under one of these exceptions, you can save considerable administrative effort.

Attorneys at our Prague-based law firm also encounter such situations and can quickly identify the correct regime – for example, when a candidate comes in who previously worked in the Czech Republic and is now returning, or when it concerns the husband or wife of a Czech citizen.

Conditions for work of up to 90 days in the Czech Republic

A working period of up to 90 days is not a legally special category with its own rules – rather, it is one of the possible variations within the general system for employing foreign nationals. However, for it to be implemented, specific conditions must be met. To understand them, we need to look at two aspects: the visa side and the permit side.

Schengen visa for the purpose of employment

A foreign national who wants to work in the Czech Republic for a shorter period and does not hold a long-term residence authorisation needs a short-term visa – specifically, a Schengen visa with the indicated purpose of stay that allows gainful activity. This visa authorises a stay of no more than 90 days within any 180-day period. It is not a visa for tourism or visiting family – it is a visa explicitly focused on gainful activity. In practice, it is also advisable to set up employment documentation and the employer’s internal processes at the same time, which typically falls within the area of employment law under Czech legislation.

A Schengen visa for the purpose of employment is applied for at a diplomatic mission (embassy or consulate) of the Czech Republic abroad, typically in the country where the third-country national is a resident. The application is submitted in person.

The visa is issued for one or multiple entries into the Schengen area – depending on the individual assessment. Its validity is usually several months, but the length of permitted stay in the Czech Republic must not exceed 90 days within 180 days.

Even though a Schengen visa is valid for the entire Schengen area, the employment permit itself is tied to the specific performance of work in the Czech Republic. This is where the first common mistake often appears: companies think that the visa itself allows work. For highly qualified positions, it is also often worth assessing whether the Blue Card regime may be more suitable, as it has certain specifics compared to standard procedures. That is not the case. The visa is only an “entry ticket” to the territory. 

Work is only permitted once an employment permit has been issued, separately, typically in the Czech Republic or already earlier. The foreign national must therefore have both documents at the same time – without either of them, their stay is not lawful and neither is their work.

Employment permit – specific purpose and duration

An employment permit is a decision of the Labour Office, issued by the regional branch of the Labour Office of the Czech Republic in whose district the foreign national will work. It is an administrative act that is non-transferable and is tied to a specific worker, a specific employer, and a specific job position.

An employment permit is issued for a fixed term, but for no longer than two years. For seasonal employment tied to a season, the maximum is nine months within a twelve-month period. However, the foreign national may apply for it repeatedly, which is a practical solution for companies that engage foreign nationals on a long-term basis.

What is important to understand: this may include, for example, seasonal work, secondment of an employee by a foreign employer to perform a specific contract, short-term internships to improve qualifications (up to 6 months), or precisely short-term employment of up to three months.

Each of these categories has its own specific conditions. For example, seasonal work must fall within the list of activities dependent on the time of year, as set out by a decree of the Ministry of Labour and Social Affairs (MPSV) – this includes agriculture, construction, tourism, forestry, and certain other sectors.

If you look at Czech legislation in more detail, you will find that a work permit cannot be issued if the foreign national needs a different type of work authorisation to perform the job (e.g., an Employee Card or a Blue Card), or if a work permit is not required at all (e.g., for EU citizens with free access to the labour market).

This rule prevents the same case from being handled under two different regimes at the same time. This is important for transparency – the state wants to know who is working in the Czech Republic and under which legal regime.

Most common questions about Schengen visas and work permits (FAQ)

1. Does a foreign national have to apply for the visa and the permit at the same time, or sequentially?
The procedure is usually as follows: first, the foreign national applies for a work permit with the Labour Office (which, on the employer’s side, presupposes reporting the vacancy and the completion of the labour market test). Only after the permit has been issued (or at least once the application is at an advanced stage) should the foreign national apply at a Czech embassy/consulate abroad for a Schengen visa marked for the purpose of employment, submitting proof of an existing employment relationship and the work permit. Attorneys from our Prague-based law firm can coordinate this process and monitor all deadlines – contact them at office@arws.cz.

2. What if a foreign national arrives without a work permit, only with a visa?
Then the situation is not legal. If they start work, they are working illegally. An employer who employs them in such a situation commits an offence and faces a fine of up to CZK 10 million.

3. How long does it take to process a Schengen visa for the purpose of employment?
The time limit is not fixed by law, but common practice is 10 to 15 business days. In more complex cases or where additional documents are requested, it takes longer. Never rely on a promise that the visa will be ready within a week. Allow at least a four-week buffer from the date of filing.

Work process: how to file an application correctly

Correct filing of applications is essential. We usually start with what the employer must do and then continue with the individual steps the foreign national must take.

Employer procedure

An employer intending to employ a third-country national for work of up to 90 days must first take one key step: report the vacancy to the Labour Office of the Czech Republic at the regional branch that administers the location where the work will be performed.

This notification is submitted before the actual application for a work permit is filed. The notification must describe what work the foreign national will perform, the qualification requirements, and the working conditions (salary, working hours, contract).

The Labour Office records and publishes the vacancy. This is followed by the so-called labour market test – a period during which applicants from EU Member States or Czech citizens have the first opportunity to fill the position. This period typically lasts 30 days.

Only after this period has elapsed can the work permit application actually be filed. Under the law, the application is filed by the foreign national themselves; alternatively, the future employer may file it on their behalf under a power of attorney. This rule exists to ensure that the state prioritises employment of its own citizens and Europeans.

The application must include an employment contract (or an agreement to perform work) concluded with the foreign national. It must explicitly state: the term, salary (at least at the level of the applicable Czech Republic minimum wage per hour or per month, proportionate to the scope of work), weekly working hours, and the amount of leave. The place of work must not be missing.

This is exactly where we encounter a detail that many companies underestimate: if the place of work in the contract is described too simply or too vaguely, the Labour Office may raise questions and request more information. What seems like a simple matter then becomes a source of delay.

From the beginning of October 2025, an additional obligation was introduced for employers: notifying the Labour Office of the Czech Republic of the foreign national’s actual start date, and doing so even before they begin working. The change took effect on 1 October 2025 and compliance is now strictly monitored. The employer must not allow the foreign national to work if they have not been reported.

If the employer does so, the work is in fact performed without notification – even if the permit itself has been issued – and the employer faces a fine of up to CZK 3 million. All of these rules also apply to EU citizens and their family members regardless of the fact that they have free access to the labour market. Even in their case, reporting is now mandatory, which came as a surprising development for many companies.

Foreign national procedure

The entire process has a precise sequence. First, the foreign national participates in the process of filing an application for a work permit. They apply to the regional branch of the Labour Office, usually before arriving in the Czech Republic. In the application, they are required, among other things, to provide the number of their travel document and to submit the employment contract and documents proving qualifications for the job (apprenticeship certificates, diplomas, certificates).

Once they have a valid work permit (or confirmation that the application has been filed), they must obtain a Schengen visa for the purpose of employment. The application is submitted in person at the embassy/consulate of the Czech Republic in the country of their stay or residence. In this application, they demonstrate the binding employment relationship with the Czech company and that the work authorisation has been secured.

An administrative fee of CZK 500 is paid when filing the work permit application. It is important to understand that, from a legal perspective, the applicant is always the foreign national themselves. They may authorise their future employer (or an attorney) to act on their behalf under a power of attorney, but the application is processed in their name.

Once both documents – the visa and the permit – are in order, the foreign national may legally enter the Czech Republic and start work. But note – a work permit is not a visa. In addition, the foreign national is obliged to carry proof of their authorisation to perform work so that they can present it upon request during an inspection at the workplace.

It is equally strictly the case that once the permit period ends (e.g., after three months) and the foreign national remains in the Czech Republic, they may no longer work unless they have duly extended the permit or obtained a new type of authorisation.

Filing and time limits in practice

Realistic timelines are important for planning. It is not common for everything to be arranged within two to three weeks. For a Schengen visa, allow two to three weeks; for a work permit, allow for the statutory 30-day time limit for the Labour Office to issue a decision, provided all documents are complete and correctly filled in.

However, as soon as something is missing (especially translations of certificates, incorrect passport details, a missing signature on the contract), the process starts over. 

Many companies underestimate the need to review documents even before they are formally filed – this is exactly what attorneys from our Prague-based law firm do: they verify that the submission is complete, correct errors, and ensure everything is prepared so that the process does not have to be restarted.

New rule: reporting before commencement (from October 2025)

In early October 2025, a key amendment to the Employment Act came into force, changing employers’ obligations when employing foreign nationals. This change affects all foreign nationals without distinction—whether they are EU citizens (who are allowed full access to employment by law), third-country nationals with permitted permanent residence, or workers requiring a specific permit.

Under the previous rule, an employer could notify the foreign national to the Labour Office no later than on the day the person started work. It was therefore a reactive notification. The employer could hire the candidate and only then “formally report” them. This logic soon raised uncertainties: what happens if the employer “forgets” the notification? Does illegal work arise at that moment?

The new rule reverses this. The employer must report the foreign national to the Labour Office of the Czech Republic before the person starts working. In other words, the notification must be submitted sufficiently in advance.

A breach of this obligation is automatically considered to be enabling unreported work, which is a new legal concept. The fine can reach up to CZK 3,000,000, depending on the seriousness and the number of affected persons.

This rule specifically also affects companies that employ foreign nationals without a general work permit—for example, EU citizens or holders of permanent residence in the Czech Republic. They, too, must be reported first. If a company is to employ several workers at once and forgets to report them, it faces multiple fines and issues with regulatory authorities.

In practical terms, this means that if you want to employ a foreign national for work for up to 90 days, you should report them to the Labour Office at least several days in advance. The recommended period is at least one week. As of 1 April, compliance with the information obligation is possible exclusively via the Employer’s Unified Monthly Report (JMHZ).

Most common questions about the new pre-commencement notification (microFAQ)

1. Who is responsible for the notification—the employer, the foreign national, or their agency?
The responsibility lies exclusively with the employer of the foreign national. If the employer hires a recruitment/employment agency to arrange the placement, the agency does not relieve the employer of the obligation. The employer must ensure that the notification is submitted. The agency may assist, but responsibility remains with the employer.

2. What happens if the employer forgets to report, but the foreign national works legally (has all permits)?
This is not illegal employment, but enabling so-called unreported work. The employer commits an administrative offence for which it faces a fine of up to CZK 3,000,000 from the supervisory authority (the Labour Inspectorate). Although the foreign national is not personally responsible for this notification, it creates serious financial and reputational risk for the company.

Employee rights and obligations

Once the foreign national has all the necessary permits and has been properly reported, their legal position is relatively clear. A foreign national in an employment relationship in the Czech Republic has the same rights as a citizen of the Czech Republic. This means that the Labour Code and all of its provisions apply to them in full. It is not the case that they have fewer rights just because they are from abroad.

Specifically, the foreign national is entitled to wages at least at the level of the currently applicable minimum wage in the Czech Republic, recalculated to the hours worked and the scope of work. They are entitled to annual leave of at least four weeks in a calendar year, and during leave they are entitled to wage or salary compensation in the amount of their average earnings.

They are entitled to a break of at least 30 minutes after a maximum of six hours of continuous work and to uninterrupted rest between two shifts (usually 11 hours). The maximum working time in one shift is 12 hours.

A foreign national also has the right to refuse work where there is a risk to their health. They are entitled to maternity leave and parental leave, just like a Czech parent. They may not be discriminated against on the grounds of their nationality where the reasons are unrelated (i.e., discrimination in the form of receiving lower pay solely because they are from abroad is legally prohibited).

On the other hand, a foreign national also has obligations. They must behave like any employee—comply with workplace rules, arrive on time, perform assigned tasks, and respect their supervisors. If they breach legal regulations or the employment contract, the employer may terminate the employment relationship in the same way as is possible for Czech employees.

The only difference is that once the employment ends and the foreign national no longer has a reason to stay in the Czech Republic (their permit was issued specifically for this job), they must leave the Czech Republic.

Tools to prevent problems

In practice, we see that many problems arise from a failure of prevention—from companies not clarifying uncertainties in time. However, there are simple rules that can be followed to avoid the most common mistakes.

The most important thing is to prepare the employment contract correctly. The contract must contain all mandatory details: the specific place of work (not just “an office in Prague”, but a specific address), the specific type of work, and the start date. It must also include details of remuneration, weekly working hours, the term (for a short-term employment permit this is a fixed term, e.g., “from 15 September to 15 November 2026”), and the amount of annual leave.

The contract must also be prepared in compliance with Czech law—in Czech or in a bilingual version where Czech is one of the versions. It must be signed by both parties. Deficiencies in the contract then provide grounds for the Labour Office to refuse to accept the application, or even to return it for completion.

Always carry out a document check in advance. Does the job description in the application not seem right to you? Contact the Labour Office before the formal submission. If you are looking for a lawyer to help you with this, attorneys from our Prague-based law firm offer exactly this type of review—you can contact office@arws.cz.

Carefully verify that the foreign national has both documents at the same time. A permit without a visa, or a visa without a permit—neither is sufficient. A permit is not a visa (it is not a travel document), so even if it is issued, a foreign national without a visa cannot legally enter the Czech Republic. Conversely, a visa without a permit allows residence, but not work.

As soon as a problem arises—e.g., the employer forgets to report the foreign national, the Labour Office returns the application with additional requirements, or the foreign national believed they had a permit but in fact does not—it is time to contact a lawyer.

Attorneys from our Prague-based law firm are able to act quickly in such situations: they coordinate supplementary documents, negotiate extensions of deadlines, represent the company in dealings with authorities, and, if necessary, defend its interests in administrative offence proceedings, should they occur.

Potential issues

How ARROWS can help (office@arws.cz)

Forgetting to notify the Labour Office about a foreign national before they start work – In the summer, an employer looks for a seasonal worker from Poland, agrees terms with them, and forgets to report them. The foreign national starts working without the notification. The Labour Inspectorate discovers it. The fine for allowing unreported work can be up to CZK 3 million.

ARROWS’ Prague-based attorneys will ensure the notification is filed on time and correctly. We will set up your internal processes so the notification is not overlooked. If an error occurs, we will provide a defence and handle communication with the inspection authorities.

Missing or incomplete employment contract – The employer agrees work with the foreign national only verbally. Or the contract lacks a specific place of work. The Labour Office notices this when reviewing the application and returns it. Time is lost.

ARROWS’ attorneys will prepare the employment contract correctly: with specific details, in Czech or with a translation, and in a form accepted by the Labour Office. We will review it with you before filing.

Employment without a permit – fine up to CZK 10 million – The employer believes a Schengen visa automatically allows work. Or they hire a worker “without papers” and assume it is fine. The inspection uncovers it. The employer bears full responsibility and must cover the costs of the foreign national’s deportation (accommodation, food, transport).

ARROWS’ attorneys will guide you through the correct process: we will explain what permit is actually required, arrange it, and set the process up so that no mistake occurs. If there is already an issue, we will represent you in proceedings with the inspection authority and defend your position.

Invalid visa or forgeries – A foreign national arrives with a visa that has already expired or was issued under an incorrect code. Sometimes we also encounter forged documents. The employer does not realise it.

ARROWS’ attorneys verify the authenticity and validity of all documents. We will arrange verification with the relevant authorities and protect you from the risk of employing a person without a valid residence permit.

Issues with qualifications or certificates – The foreign national claims to have the required qualification (e.g., a healthcare certificate), but their documents are not recognised or are not in order. The Labour Office or the inspectorate verifies this and uncovers the discrepancy.

ARROWS’ attorneys will arrange nostrification or recognition of foreign qualifications under Czech rules. We will also arrange translations of documents and their authentication (apostille or superlegalisation) if necessary.

Final summary

Employing a third-country national for short-term work of up to 90 days in the Czech Republic is legally manageable, but it requires precision and foresight. The key is to understand that you need two separate decisions: a visa (issued by the Ministry of the Interior via a Czech embassy/consulate) and an employment permit (issued by the Labour Office). Without both, the work is not legal.

In addition, from the beginning of October 2025 it will be mandatory to notify the Labour Office about the foreign national before they start work. This is not a mere formality – a breach leads to a fine of up to CZK 3 million. An employer who fails to prepare the notification in time commits an administrative offence.

If a foreign national works without the required permit, the employer bears all consequences: a fine of up to CZK 10 million (for a legal entity), the obligation to cover the costs of the foreign national’s administrative deportation, and reputational damage. These are not theoretical threats – the Labour Inspectorate does in fact inspect and enforce such cases.

A foreign national in employment has the same rights as a Czech employee: entitlement to wages at least at the level of the applicable minimum wage, paid leave, safe working conditions, and protection against discrimination. Their obligations are also the same: to comply with workplace rules and perform assigned tasks.

To avoid problems, it is essential to clarify whether your case is straightforward or complex. It is straightforward if you have one worker for a specific position, for a specific period, and all documents are in order.

It is complex if it involves a group of workers, different positions, or if you are not sure whether your work falls under seasonal employment. In both cases, it is better to clarify the matter with an expert at the outset than to deal later with administrative delays or fines.

Attorneys at our Prague-based law firm have experience with such cases and can guide you through the entire process: from verifying whether you have the correct permit, through preparing the applications, to coordinating the notifications and representing you if issues arise. If you want to be sure everything proceeds without errors, contact us. We are available at office@arws.cz.

FAQ - Most common questions on employing foreign nationals

1. Is a valid Schengen visa sufficient for a third-country national for short-term work? 

No, a visa alone is not sufficient. A Schengen visa for the purpose of employment serves only as authorisation for lawful stay (it works as a “ticket” into the Schengen area). For a foreign national to start working legally, they must also have a valid employment permit issued by the Labour Office of the Czech Republic. Without both documents at the same time, the work cannot be performed legally.

2. Who files the application for an employment permit and how long does it take? 

From a legal perspective, the application for an employment permit is always filed by the foreign national themselves (the future employee), not the company. However, the foreign national may, on the basis of a power of attorney, authorise their future employer or an attorney to handle the application on their behalf. The statutory time limit for the Labour Office to issue a decision is 30 days from the submission of a complete application.

3. By when at the latest must I, as an employer, notify the Labour Office about the foreign national? 

The Employment Act strictly requires the employer to fulfil its notification obligation no later than before the moment the foreign national actually starts performing work. It is therefore not possible to let the candidate work their first shift and only report them retroactively. In practice, we strongly recommend not leaving the notification to the last minute, but submitting it at least several days in advance to avoid technical complications.

4. Does the obligation to report the start in advance also apply to EU citizens or foreign nationals with permanent residence? 

Yes, it does. Although citizens of the European Union, their family members, and foreign nationals with permanent residence have free access to the labour market and do not need any employment permit, the employer still has a strict information obligation. Their start must also be notified to the Labour Office no later than before work begins via the JMHZ system.

5. What fines do I face if I fail to report a foreign national or employ them without a permit? 

The law penalises both situations strictly. If you employ a foreign national entirely without a valid employment permit, it constitutes illegal work, for which a fine from CZK 50,000 to CZK 10,000,000 may be imposed. In addition, the employer must cover all costs of the foreign national’s administrative deportation. If the worker has a permit (or does not need one) but you forget to notify the Labour Office in time (before the moment they start), you commit the offence of enabling so-called unreported work. For this offence, the Labour Inspectorate may impose a fine of up to CZK 3,000,000.

Disclaimer: The information contained in this article is for general informational purposes only and serves as a basic guide to the issue as of 2026. Although we strive for maximum accuracy, laws and their interpretation evolve over time. We are ARROWS Law Firm, a member of the Czech Bar Association (our supervisory authority), and for the maximum security of our clients, we are insured for professional liability with a limit of CZK 400,000,000. To verify the current wording of the regulations and their application to your specific situation, it is necessary to contact ARROWS Law Firm directly (office@arws.cz). We are not liable for any damages arising from the independent use of the information in this article without prior individual legal consultation.

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