Preparing for Czech Labour Inspectorate Inspections: Key Risks and Documents

Mgr. Jakub Oliva, LL.M., MSc.
Mgr. Jakub Oliva, LL.M., MSc.
12.5.2026 | ARROWS law firm

A Labour Inspectorate inspection is a key moment that can significantly affect your company’s budget, decision-making processes, and reputation. The State Labour Inspection Office (SÚIP) and its regional inspectorates carry out thousands of inspections every year and impose fines amounting to hundreds of millions of Czech crowns. The most common issues involve remuneration, working time records, occupational health and safety, and illegal employment. If you understand inspectors’ procedures and the required documentation, you can substantially minimise the risks and prepare for an inspection without unnecessary complications and high penalties.

The illustrative image shows a lawyer consulting on a Labour Inspectorate inspection.

What a labour inspectorate inspection is and why it cannot be “simplified away”

A labour inspectorate inspection is not an accounting review or a tax audit. It is statutory supervision of whether your company complies with rules governing employment relationships, occupational safety, working time and other obligations arising from the Labour Code (Act No. 262/2006 Coll.) and other legislation, in particular the Labour Inspection Act (Act No. 251/2005 Coll.) and the Employment Act (Act No. 435/2004 Coll.). 

The labour inspection authorities—specifically the State Labour Inspection Office (SÚIP) and its eight regional inspectorates—have a statutory mandate to inspect employers within a very broad scope (Labour Inspection Act, Section 3).

This is not only about large corporations; inspectors may turn up at a company with a single employee just as well as at a business with hundreds of people.

A key detail that companies often realise too late: an inspection is not an offer of cooperation, but a mandatory statutory exercise of public administration (Labour Inspection Act, Section 1).

This means that the labour inspectorate applies to employers regardless of whether they wanted it, feel prepared, or are currently in a complex operational phase. In practice, this means inspectors may arrive with minimal warning—sometimes only a few days in advance, or even without prior notice—and require immediate access to the workplace environment, employees and documentation (Labour Inspection Act, Section 13).

How and why labour inspectorate inspections are carried out

The labour inspectorate carries out inspections systematically in accordance with an annual inspection plan. In addition to planned inspections, inspectors also respond to reports from other persons—for example a former employee, a competitor, or anyone else who suspects breaches of legal regulations (Labour Inspection Act, Section 5(3)).

Attorneys from ARROWS, a Prague-based law firm, note that a report can be submitted anonymously and inspectors have a statutory duty to protect the confidentiality of the reporting person’s identity (Labour Inspection Act, Section 5(4)), which can have consequences for a company if an internal conflict arises.

Inspectorates also respond to current labour market trends and focus in particular on illegal employment, disguised employment agency services and breaches of safety regulations. Every year, thousands of cases of illegally employed persons and entities providing disguised employment agency services are uncovered. These figures are not negligible—they are real cases that end in substantial fines.

When selecting entities for inspection, the labour inspection authorities combine several approaches. They follow their annual programme and respond to received reports. The selection of a specific company is then to a large extent random, although it is guided by the risk profile of the sector and the history of regulatory breaches. If multiple reports have been filed against you or you have already been fined in the past, the likelihood of a repeat inspection increases.

Most frequently inspected areas

In practice, inspectors most often focus their activities on several key areas. The first is occupational safety and health (OSH) and the operation of designated technical equipment. The second area is illegal employment. The third is compliance with employment relationships and remuneration.

Here, inspectors most often find that employers do not pay overtime, do not properly maintain working time records, or do not comply with the guaranteed wage (Labour Code, Sections 112–114). The fourth area concerns employment and fulfilment of the mandatory quota of persons with disabilities (Employment Act, Section 81). The fifth area, which employers often underestimate, is documentation and training—specifically safety data sheets, operating procedures, training records and registration forms (e.g., in the OSH area).

How an inspection is initiated and what your rights and obligations are

An inspection is initiated either upon delivery of a notice of its commencement or by the inspector presenting their identification card at the inspection site (Labour Inspection Act, Section 13). The inspector is required to present their identification card, which proves that they are indeed an authorised state employee.

This is an important detail: if someone comes to your workplace without an identification card and you ask them to present it, this is not obstruction of an inspection—it is your right to request it.

The inspector must inform you of the purpose and scope of the inspection. This means that, in theory, you should know whether it is an inspection of safety, remuneration, or everything together. Inspectors are also required to inform your trade union body, employees’ council or occupational safety and health representative, if you have one (Labour Inspection Act, Section 13(2)(b)).

Inspector’s powers during an inspection

The Labour Inspection Act grants inspectors very extensive powers (Labour Inspection Act, Section 6). They may enter all of your premises without prior consent, take photographic documentation of the workplace and make copies of your documents.

They may request verification of the identity of natural persons present at the workplace using an ID card or passport. They may order measurements, inspections, tests or technical examinations if the matter warrants special attention. The most sensitive is their power to question employees without your presence—i.e., without your representative—about facts related to the inspection (Labour Inspection Act, Section 6(1)(f)).

This last-mentioned power is why attorneys from ARROWS, a Prague-based law firm, recommend having a clearly explained policy for employees on communicating with inspectors. Employees do not have to lie, but they should know what they can and what they should not say without legal advice. If a lawyer appears on the company’s side at that moment, it can change the course and outcome of the inspection during direct questioning of employees.

Employer’s obligations

Your basic obligation is to provide the inspector with free access to all premises and enable the performance of the inspection (Labour Inspection Act, Section 7(1)(a)). This includes the inspector’s right to enter areas where work is physically performed, as well as offices, archives and premises where documents are stored.

If you do not allow such access or actively resist the inspection, you may face a fine for obstructing an inspection of up to CZK 500,000. If you prevent the inspector from performing the inspection, a natural person may face a fine of up to CZK 50,000. Your second obligation is to provide all requested documents and cooperation.

This means that if an inspector requests copies of employment contracts, payroll records, training records, or any other documents, you must provide them. If you claim that you do not have a particular document, you risk inspectors concluding that the obligation was not fulfilled. The third obligation is not to mislead the inspector and to provide access to information that is factually available.

The most common mistake companies make is trying to “prepare” for an inspection by adjusting, hiding, or falsifying certain documents shortly before the inspectors arrive. This leads to substantially harsher sanctions than the findings of the inspection itself would. If inspectors notice that things are apparently not in order, it is better to tell them in advance than to have them discover it later.

Documents inspectors most commonly request

To make your preparation targeted, you should know which specific documents inspectors request. The websites of the State Labour Inspection Office and the individual regional labour inspectorates provide more detailed lists. A basic overview for your preparation is as follows.

In the area of employment relationships and remuneration, inspectors most commonly request the employment contracts of all employees (in written form – working without a written contract is considered illegal employment and a fine of up to CZK 10,000,000 may be imposed under the Employment Act, Section 139(3)), payroll records for the most recent period, working time records (specifically, a list of the start and end of each shift under the Labour Code, Section 96), documentation on leave and sickness, records of employee training, and, where relevant, collective bargaining agreements or internal work rules.

In the area of occupational health and safety, inspectors request documentation on risk and hazard assessments, safety data sheets for substances and materials, documentation on the condition of designated technical equipment, and records from inspections of technical equipment.

They also request OHS training records and attendance lists, the accident book and records of workplace accidents (under Government Regulation No. 201/2010 Coll.), and, for specific activities, documents on explosion protection, emergency plans, etc.

In the area of illegal employment, inspectors request identity documents of all persons working at the workplace on the day of the inspection, a list of employees including their personal data and country of origin, and, where applicable, documents evidencing work permits for foreign nationals (Employment Act, Section 103(1)(h)).

The attorneys at ARROWS advokátní kancelář point out that the absence of any of these documents is interpreted as a breach of an obligation, even if the obligation was not in fact breached – only the evidence of its fulfilment is missing. This is a paradox of Czech legal practice: if you cannot prove that you kept working time records, inspectors will cite it as a breach, even though in practice you may have complied.

Related questions on documentation and preparation

1. Do I have to have all documents in physical form?

No, inspectors also accept electronic versions of documents if they are duly signed with an electronic signature or are part of the employer’s authenticated system (e.g., an electronic filing office). If you have digital archives of employment contracts and payroll records, it is sufficient to provide them to the inspector in digital form. The key is that the content is authentic and complete.

2. What happens if I do not have a document?

The absence of a document is most often interpreted as a breach of an obligation. If, for example, you cannot prove that you completed OHS training, inspectors will cite it as a breach of the obligation to ensure such training. In this case, the attorneys at ARROWS advokátní kancelář recommend returning to the documentation without undue delay and trying to produce it later.

3. Can I tell the inspector that I will bring some documents to the inspectorate later?

No. If inspectors request a document on site, you should have it available. If you do not, inspectors will usually ask you to supplement it by a set deadline (typically a few days or weeks), but the absence at the time of the inspection is always recorded as a deficiency.

How an on-site inspection is carried out

The inspection physically takes place in that inspectors come to the workplace and commence the inspection with the first inspection act, which is the delivery of the notice of commencement of the inspection or the presentation of their inspector’s ID (Labour Inspection Act, Section 13). Most often, at larger companies, inspectors arrange a meeting with management in advance so that they can attend at work. At smaller companies or in the case of unannounced inspections (which are carried out mainly where illegal work is suspected), inspectors may arrive unexpectedly.

Once the inspection has commenced, inspectors usually tour the workplace and meet with management. At this point, you should be prepared to present the company’s HR structure, familiarise inspectors with where work is performed and under what conditions, and provide basic information on the number of employees and their roles. After the tour, inspectors will request specific documents. This process is called “sampling” – inspectors do not have to review all documents, but they typically select a portion of employees and their documents for a detailed check.

During the inspection, inspectors may also question employees without your presence, which is the moment when the biggest discrepancies can be found. An employee may not remember exactly how things are done, or may tell the inspector something that differs from your version. This means it is important to have clearly set procedures and ensure that employees know what questions they should be able to answer positively.

The inspection usually takes several hours, sometimes longer. After it ends, inspectors conduct an exit interview where they communicate the main findings and prepare the inspection report.

What inspectors record and how the inspection report is prepared

During the inspection, inspectors carefully record all findings. Every year, they uncover thousands of deficiencies, with safety shortcomings, deficiencies related to illegal employment, and others being the most common. All of these findings are recorded in the inspection report.

The inspection report is a legally relevant document with a formal structure set by law. It contains the identification of the inspected entity (i.e., your company), the scope of the inspection, the dates and times of its duration, the names of the inspectors, which documents they requested, the specific breaches identified, notices of breaches, and the measures set to remedy the deficiencies. If inspectors uncover a serious breach, they may also issue a decision prohibiting or restricting certain activities.

The inspector is obliged to deliver the report to you no later than within 30 days (or, in more complex cases, 60 days) from the last inspection act. The report is delivered to you by post, via a data box, or by agreement in person. Once you receive the report, an important time limit starts running – the time limit for filing objections.

Most common questions about the course of an inspection

1. Can I refuse the inspector access to certain premises during the inspection?

Theoretically, no. Inspectors have the right to enter all premises where work is performed or where the relevant documents are kept (Labour Inspection Act, Section 6(1)(a)). If you prevent the inspector from accessing them, it will be considered obstruction of the inspection and you may face the fines mentioned above.

2. Do I have to have a lawyer at the company during the inspection?

The law does not expressly require it, but in practice it is strongly recommended—especially if you know you have issues. The employer has the right to be represented by a lawyer (attorney-at-law) during the administrative proceedings initiated by the inspection, including when dealing with the inspector (Administrative Procedure Code, Section 33).

3. Can inspectors take copies of my confidential or sensitive documents?

Yes, but only to the extent necessary for the inspection, and they are obliged to maintain confidentiality regarding the facts they discover. If you want to request that inspectors work only with certain documents, you can discuss it, but their decision on the scope of documents required is binding.

Sanctions, fines and consequences of an inspection

Once inspectors identify a breach of legal regulations, they may impose several types of sanctions. The first type is a fine imposed in administrative proceedings. Inspectors may initiate misdemeanour proceedings. A fine for breaches of obligations in the area of remuneration, working time, or occupational health and safety may reach up to CZK 2,000,000 for a legal entity. For more serious breaches of occupational health and safety or for illegal employment, the fine may be significantly higher.

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The second type is a remedial measure, which inspectors issue with a deadline for remedying the deficiency (usually from a few days to several months). If you fail to comply with the measure within the set deadline, you risk misdemeanour proceedings and higher fines.

Misdemeanour proceedings are two-tier—first, the Regional Labour Inspectorate decides, and then you may appeal to the Ministry of Labour and Social Affairs (if the original decision was issued by the State Labour Inspection Office, the appeal is handled by the Ministry). The fine for a misdemeanour should not exceed the statutory maximum, but it may reach hundreds of thousands to millions of Czech crowns depending on the type of breach.

The third type of sanction that companies worry about unnecessarily is being listed on a so-called “blacklist”—exclusion from public tenders or refusal of the possibility to employ foreigners. This is applied only in the most serious cases, especially illegal employment, and results from breaches of other legal regulations (e.g., the Public Procurement Act, the Employment Act).

Possible issues

How ARROWS, a Prague-based law firm, can help (office@arws.cz)

High fines for breaches of remuneration, working time, or safety—up to millions of Czech crowns (e.g., up to CZK 2,000,000 for breaches in the area of remuneration, up to CZK 10,000,000 for serious occupational health and safety breaches)

ARROWS attorneys in Prague can assist with collecting evidence, formulating objections to the findings in the inspection report, and, where appropriate, representation in misdemeanour proceedings. If you appeal a sanction decision, we will ensure strong legal arguments.

Obstructing an inspection – a fine of up to CZK 500,000 for not allowing the inspector to enter or for failing to provide documents (Labour Inspection Act, Section 29(1)(d))

We will advise you which documents you are obliged to provide and how to respond properly to the inspector’s requests. If a fine has already been imposed, we will help with an appeal.

Misdemeanour proceedings and possible exclusion from public tenders or a ban on employing foreigners (a consequence of serious breaches)

We will represent you in misdemeanour proceedings, prepare your defence, and propose effective tools to protect your position. If your business relationships depend on public tenders, we will advise you on how to minimise the impact.

Illegal employment – a fine of up to CZK 10,000,000 for a legal entity or a self-employed individual (Employment Act, Section 139(3)(c), (d))

We will conduct an audit of your HR documentation, identify risks, and help you remedy them. If the issue has already occurred, we will communicate with the inspectors within the administrative proceedings to reach an effective solution.

Long-term consequences – reputational damage, loss of clients, reduced ability to obtain subsidies

In addition to handling the inspection itself, we will advise on your company’s long-term legal framework to prevent similar issues in the future. We can help set up internal processes and employee training.

How to defend yourself: objections, appeals and legal steps

The most important stage after an inspection is not waiting, but active defence. Once inspectors deliver the inspection report to you, you have a 15-day period to file objections to the inspection findings (Labour Inspection Act, Section 15(4)). This is a legal instrument, not a complaint—your objections must be submitted in writing and must state specific reasons why you disagree with the inspector’s findings.

In your objections, you should specifically challenge individual findings. For example: “I disagree with the inspector’s finding that employee X worked on Tuesday from 8:00 to 20:00 without a break, because our working time records contain an entry for a 30-minute break at 12:00.” A general statement such as “I disagree with your findings” has little effect.

You submit objections to the inspectorate that carried out the inspection, which then assesses the objections and decides. If you disagree with the inspectorate’s procedure, you may file a complaint about the conduct of the inspection (Labour Inspection Act, Section 17), but this no longer entitles you to change the findings themselves—it only reviews whether the procedure was correct.

Another defence option is that if inspectors issue a decision imposing a fine, you have the right to appeal. The appeal is filed with the inspectorate within 15 days of delivery of the decision imposing the fine (Administrative Procedure Code, Section 83). The appeal has a so-called suspensive effect—meaning the fine does not become due if you file the appeal within the statutory deadline (Administrative Procedure Code, Section 85(1)).

ARROWS, a Prague-based law firm, has attorneys experienced in preparing effective objections and appeals. They often identify procedural errors during the inspection (e.g., inspectors failing to meet deadlines, incorrectly informing you of your rights, or authorised inspectors not being present), which may lead to the cancellation of part or all of the inspectors’ decision.

Most common questions on defence and legal procedures

1. Do I really have to file objections within 15 days? What happens if I miss it?

Yes, 15 days is a legally binding deadline under the Labour Inspection Act. If you miss it without a serious reason, you lose the right to file objections and the inspectors’ findings become legally final. The only exception is if you can prove that you received the report late or that an objective reason prevented you from meeting the deadline (e.g., long-term illness of the company’s management).

2. How much does defence before inspectors cost? Is it just attorneys’ fees?

You can conduct the defence without a lawyer, but you risk mistakes. ARROWS, a Prague-based law firm, can help you assess whether it is worth pursuing a defence or whether it is better to reach an agreement with the inspectors. The costs of legal advice usually range from a few thousand to tens of thousands of Czech crowns, depending on the complexity of the case.

3. Can I rely on an inspector’s mistake that I discover later during the inspection?

Yes—that is precisely the purpose of objections. If, for example, a week after the inspection you realise that you provided the inspectors with the wrong document or that you have a document that calls their findings into question, you can state this in your objections.

How to prepare effectively for an inspection

Although some inspections are unannounced (especially where illegal employment is suspected), others are announced in advance. If you receive a notice of inspection, you typically have several days or weeks to prepare. Here is a checklist on how to prepare effectively.

Step 1: Assemble a team. This should include people from the HR department (if any), company management, and ideally an external attorney or consultant. This team should have clearly defined communication rules—who will speak with the inspectors, how employees will be instructed, and who will answer specific questions.

Step 2: Review all documentation. Collect all relevant documents—employment contracts, payroll records, working time records, training records, safety sheets, etc.—and check that they are complete and consistent. If you identify an error, it is better to correct it before the inspection.

Step 3: Identify weak points. Where do you see potential breaches? Is it insufficient attendance tracking, missing signatures on training records, or missing safety sheets? The attorneys at ARROWS can assist you with this audit.

Step 4: Decide on communication. Will you have an attorney present during the inspection? Will you prepare guidance for employees on what they are and are not authorised to disclose? Will you reserve the right to comment on individual questions?

Step 5: Prepare the premises and workplace. Check the physical condition of the workplace—whether safety measures are in place, whether they are not visibly being breached, and whether outdoor signs and markings are in order.

Step 6: Train employees. A short employee training session on “What if an inspector arrives?” pays off greatly. Employees should know to receive the inspection politely, that inspectors may speak with them, and that they should answer truthfully and concisely.

Special situation: illegal employment and disguised employment intermediation

Illegal employment is one of the Labour Inspectorate’s top enforcement priorities in the Czech Republic. Inspectors uncover thousands of illegally employed persons every year, including Czech citizens, EU citizens, and third-country nationals. The fine for enabling illegal work can reach up to CZK 10,000,000 for a legal entity or a self-employed individual.

What exactly is considered illegal work? Most commonly, it involves work without a written contract, work without registration with the health insurance company and the social security authority, work without registration with the tax authority, or work by a foreign national without the relevant permit. Companies make many of these mistakes “unintentionally”—for example, hiring a friend for auxiliary work off the books to “make the bureaucracy easier”. However, inspectors do not take this lightly, and the fine is the same as in cases of deliberate breaches.

Unannounced inspections focused directly on illegal employment may arrive without warning, and inspectors will request identification documents from all persons physically present at the workplace. They check whether these match the employee records. If they find a person at the workplace without identification or without a record in the company’s HR documentation, the suspected illegal work will be investigated immediately.

A specific category is disguised employment intermediation. This means that an agency formally employs a worker but in practice assigns them to work for a third party (you), which does not, in reality, maintain a direct employment relationship with that worker (Employment Act, Section 307a). Inspectors uncover entities engaging in disguised employment intermediation every year. The fine can reach up to CZK 10,000,000 for a legal entity or a self-employed individual (Employment Act, Section 139(3)(b)).

The attorneys at ARROWS, a Prague-based law firm, recommend having a clearly drafted agreement in place for cooperation with an agency, expressly stating that the agency retains all managerial and disciplinary control over the employees and that the arrangement is not disguised employment intermediation.

Final summary

An inspection by the Labour Inspectorate is not an administrative formality that a company should deal with only when it happens to occur. It is a real risk that affects the core of business management—employee safety, their rights, and the legal integrity of how you conduct your activities. Inspectors find breaches in a significant percentage of inspected companies every year and impose fines totalling hundreds of millions of Czech crowns. These are not isolated cases, but a major issue affecting Czech business across the board.

The essence of effective preparation is knowing what inspectors do, which documents they require, and what your rights and obligations are under Czech law. If you review this in time and gradually correct your documentation, you do not need to fear an inspection. If, however, you ignore it and wait until inspectors arrive, you risk high fines, long-term disputes, and reputational damage.

The attorneys at ARROWS, a Prague-based law firm, are familiar with all practical aspects of Labour Inspectorate inspections and help companies prepare for inspections, defend their position, and handle any related administrative offence proceedings. If you want to minimise risks and have peace of mind, contact us at office@arws.cz. We will review your documentation, identify weak points, and prepare you for the worst-case scenario—even if it never happens.

FAQ

1. How long can inspectors carry out an inspection?
The law does not set an exact duration for an inspection. An inspection may last from several hours to several days or weeks, depending on the scope and complexity of the facts being examined. Inspectors are required to work efficiently and not to prolong the inspection unnecessarily, but they have no legal obligation to finish within a specific time. If the duration seems disproportionate, you may ask about it, but it is not automatically a reason to suspend the inspection. The attorneys at ARROWS can help you assess whether the inspectors are acting in accordance with the law.

2. What should I do if inspectors want to take original documents?
Inspectors are not entitled to remove originals without your consent. They may make copies or extracts, or request certified copies of documents (Labour Inspection Act, Section 6(1)(d)). If you prefer to print copies yourself and provide them to the inspectors, or if authorised staff allow inspectors to copy documents within your system, that is acceptable. If inspectors insist on taking an original without your consent, you may reserve your rights. The attorneys at ARROWS can advise you on how to act in such a situation.

3. Am I entitled to have a lawyer present during an inspection?
Within the administrative proceedings initiated by the inspection, you have the right to be represented by a lawyer (Administrative Procedure Code, Section 33). An attorney may represent you in dealings with the inspectors and provide you with legal advice. However, during interviews of employees conducted by inspectors without the employer being present, a lawyer representing the employer may not be present either. The attorneys at ARROWS recommend that your lawyer be in the building or have a dedicated phone line ready in case a question arises during the inspection that falls outside your area of expertise.

4. What happens if, during the inspection, I find that the inspectors are not acting in accordance with the law?
If during the inspection you believe the inspectors are breaching legal procedures, you should record it and it can be relied on later. However, it is not recommended to address it at the time of the inspection itself, as it would lead to conflict and potentially a worse course of the inspection. It should be dealt with later in objections to the inspection report (Labour Inspection Act, Section 15(4)) or by filing a complaint about the inspection procedure (Labour Inspection Act, Section 17). The attorneys at ARROWS can assist you with analysing procedural errors in the report.

5. How long does it take to receive the inspection results?
Inspectors are required to deliver the inspection report to you no later than within 30 days (or, in more complex cases, 60 days) from the last inspection act (Labour Inspection Act, Section 15(2)). In practice, reports are delivered within weeks to months. Once you receive the report, the 15-day time limit for filing objections begins to run.

Disclaimer: The information contained in this article is of a general informational nature only and is intended for basic guidance on the topic under the legal framework as of 2026. Although we take the utmost care to ensure accuracy, legislation and its interpretation evolve over time. We are ARROWS, a Prague-based law firm, an entity registered with the Czech Bar Association (our supervisory authority), and for maximum client protection we maintain professional liability insurance 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 directly (office@arws.cz). We accept no liability for any damages arising from the independent use of the information in this article without prior individual legal consultation.

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