Why Online Employment Law Training for Managers Is a Strategic Investment

Mgr. Jakub Oliva, LL.M., MSc.
Mgr. Jakub Oliva, LL.M., MSc.
17.4.2026 | ARROWS law firm

A substantial part of employment-related issues in companies stems from managers’ lack of knowledge in employment law. From concluding contracts to dealing with absences or terminating employment, their decisions can have serious legal and financial consequences. High-quality online training for managers is not merely an administrative obligation, but a strategic investment that protects the company against fines, legal disputes, and reputational damage. This article explains in detail why such training is essential and how to choose a programme with practical value.

In the image, we see a lawyer during a consultation regarding online training for managers.

Key takeaways

  • By making mistakes in employment law, managers expose the company to fines of up to CZK 2,000,000, labour inspectorate sanctions and court disputes – online training reduces legal risks and the cost of compliance.
  • Employment law legislation in the Czech Republic changes every year – training ensures that company management knows the current requirements.
  • A manager’s key skills include properly starting employment, documentation, handling problematic situations and proper termination – legal training specifically covers these areas.
  • A high-quality online programme combines legal explanation with practical real-life cases – managers do not learn theory, but how to address real situations they encounter.

Why managers need knowledge of employment law

A manager in a company often makes decisions governed by the Labour Code. They do not have to be a lawyer, but every day they decide on matters regulated by legislation: when an employee may take leave, how to deal with repeated lateness, whether it is possible to reduce wages, how to proceed in the event of sickness absence, or when and how to give notice. Legal mistakes in these areas are not abstract – they have a specific cost.

Real-world impacts of mistakes in managing employment relationships

When a line manager or company manager does not know the basic provisions of the Labour Code, practical problems arise. Typically, it looks like this: a manager verbally tells an employee that they are being dismissed, without serving proper notice. The employee turns to the Labour Inspectorate or to the court.

If the decision was invalid, the company must pay the employee wage compensation for the entire period during which they should have worked after the employment ended – sometimes this can be months. A fine from the Labour Inspectorate for breaching the procedure can be up to CZK 2,000,000. In practice, it therefore pays to have ongoing legal support in the area of employment law, especially when setting internal procedures and terminating employment relationships.

Or another situation: a manager thinks that if an employee is often late, they can simply deduct it from their wages. However, the law allows this only for damage actually caused by the employee, and even then only up to a certain amount. A deduction without a legal basis constitutes a breach of the employer’s legal obligation. The employee may claim compensation for damage and non-pecuniary harm.

These mistakes stem from one source: a manager unfamiliar with employment law makes decisions intuitively or based on their own experience, not based on the law. Legal training is prevention. Preventing disputes is also supported by knowing typical HR mistakes and setting up processes, as described in the article Partner kanceláře Jakub Oliva for Hospodářské noviny: HR mistakes, the biggest risks arise with key people and internal processes.

Legislation is changing

Czech employment law legislation is evolving faster than many managers think. In 2026, several major changes came into effect, changing employers’ obligations and employees’ rights.

Without up-to-date knowledge, a manager does not know the current requirements – and that is a compliance risk. For example, from 2026, employers who employ people in high-risk professions (warehouse workers, construction workers, heavy machinery operators) must pay a special old-age contribution of 4% and must inform employees of this right in writing. If you do not do so, you face a fine of up to CZK 20,000. Without training, company management does not know what changed in January this year. If the changes are reflected in internal regulations, remuneration or employment contracts, it is often advisable to address their impact with specialists in contracts and negotiations.

Practically speaking: online training will keep you and your team up to date with current legal requirements and protect the company from breaching regulations you “didn’t know”.

What employment law training for managers should include

High-quality online training for managers is not a passive lecture by a lawyer. It should be structured, practical and focused on specific situations that managers encounter in real operations.

The basic legal framework and its practical implications

The training should start with a clear explanation of what employment law is and what its main principles are. Managers must understand the difference between an employment contract, an agreement to perform work and an agreement on work activity – not only in theory, but because different forms have different implications for the company’s obligations (for example, in terms of leave, sickness benefits, minimum wage).

Likewise, they must understand the principle of equal treatment of employees and the prohibition of discrimination – not only for ethical reasons, but because breaching these principles can lead to an employee lawsuit, a fine from the Labour Inspectorate and reputational damage. If an employer does end up in a conflict, it may also be useful to review the defence procedures described in the text Employer’s defence against allegations of bullying and discrimination in the workplace.

Commencement of employment – procedure and requirements

The training must cover how to properly start an employment relationship. That sounds simple, but it includes a number of details that managers often ignore.

An employment contract must be concluded in writing and must contain certain “essential elements” (type of work, place of work, start date), and the employer must provide the employee in writing with key information on the terms and conditions of employment if these are not included in the employment contract—within 7 days of the employment relationship arising—and further details within 1 month. If you fail to do so, you face a fine of up to CZK 200,000. The training should show what happens if you do not comply with any of these steps—and how to do them correctly.

Managers must also know what happens with the probationary period. There are strict rules on its length, extension and termination. Incorrectly agreeing or extending a probationary period is now classified as an administrative offence, punishable by a fine of up to CZK 2,000,000. This means that this seemingly marginal procedure has very real legal consequences under Czech legislation.

Employer obligations in occupational safety, pay and working time

Without knowledge of an employer’s basic obligations, a business cannot be managed safely. The training must clearly and practically cover:

  • Occupational health and safety (OHS): The manager must know that the employer is obliged to ensure a safe working environment, train employees and regularly monitor compliance with safety obligations. Breaches of these obligations most often lead to fines imposed by the Czech Labour Inspectorate (up to CZK 2,000,000 under Section 30 of Act No. 251/2005 Coll.) and may also entail criminal liability for workplace injuries.
  • Wages and their components: Wages must not be lower than the statutory minimum wage, which from 1 January 2026 is CZK 22,400 gross per month, or CZK 134.40 per hour (with a 40-hour working week). The employer is obliged to pay supplements for night work (at least 10% of average earnings), for work on weekends and public holidays (at least 10% and 100% of average earnings, respectively) and for overtime (at least 25% of average earnings). Deductions from wages are permissible only in exceptional cases provided for by law. Failure to comply with these obligations is one of the most common reasons why the Czech Labour Inspectorate imposes fines.
  • Working time: Under Section 79 of the Czech Labour Code, the maximum weekly working time is 40 hours per week (38.75 hours in two-shift operation, 37.5 hours in multi-shift and continuous operation). The employee is entitled to at least 11 hours of uninterrupted daily rest and to a meal and rest break no later than after 6 hours of work, lasting at least 30 minutes. A manager who introduces a working regime without regard to these limits is breaking the law.
  • Holiday entitlement: By law, an employee is entitled to at least 4 weeks of holiday per year (i.e., 160 hours for full-time employment), while civil servants and public administration employees are entitled to 5 weeks and teaching staff to 8 weeks. These rights cannot be reduced by contract. A line manager must know how holiday is taken, how it is calculated (pro rata based on weeks worked) and what happens to untaken holiday—the law imposes an obligation on the employer to ensure it is taken no later than by the end of the following calendar year.
Handling problematic situations and termination of employment

The practical part of the training should cover how to properly handle situations where an employee fails to perform their duties, or where the employment relationship needs to be terminated. This is the area where the most mistakes are made.

Managers must understand that there is a difference between notice of termination, immediate termination and termination during the probationary period. Each has different legal prerequisites and procedure. Notice of termination requires stating the reason (it may be given only for reasons listed in the Labour Code) and a notice period. Immediate termination is possible only for a “particularly gross” breach of duties—and what that means is not intuitive.

Czech case law distinguishes three levels of severity of breach: “less serious”, “serious” and “particularly gross”. Only the last level justifies immediate termination. A manager who immediately terminates employment without proper justification risks the court declaring the termination invalid and having to pay compensation to the employee.

The training should include practical examples: if an employee is absent without excuse for 5 working days, this may be considered a particularly gross breach. But repeated lateness (even if it is a problem) is usually not a “particularly gross” breach. A manager must understand when notice of termination is appropriate and when it is not.

The section on procedure is particularly important: a manager does not have to wait for court proceedings—but must have sufficient written documentation (minutes from meetings, email correspondence, a record of the breach) to be able to prove later that the decision was justified.

Discrimination and harassment in the workplace

The training must cover what is considered discrimination and harassment, and what the legal consequences are for the company. Direct discrimination means treating an employee less favourably because of their race, ethnic origin, gender, age, religion, disability or sexual orientation.

Indirect discrimination occurs when an apparently neutral criterion is applied but in fact disadvantages a particular group. Sexual harassment is a specific form of discrimination, and the employer is responsible for creating a safe environment for employees free from such conduct.

The legal consequences are serious: an employee may seek compensation, an apology and financial satisfaction. A fine from the Czech Labour Inspectorate for discrimination can be up to CZK 1,000,000. A manager who creates a discriminatory or hostile working environment or engages in harassment bears personal responsibility for their conduct. 

The training should include practical examples and tips on how to recognise and prevent discrimination in everyday situations—for example, how to word job advertisements, how to conduct interviews fairly, how to make promotion decisions without bias, and how to handle employee complaints.

Legislative changes and current trends (2026 and beyond)

The training should include specific information on new developments that have entered into force or have done so recently. Managers must know:

  • About the Single Monthly Report (JMHZ): From 1 April 2026, it replaces up to 25 different reports that employers previously filed separately. This will simplify administration, but it places new requirements on managers and HR departments regarding data preparation and coordination.
  • About the mandatory old-age contribution for employees in high-risk occupations: From 2026, the employer pays a 4% contribution for employees working in the “high-risk work” category (vibration, cold, heat, physical strain). The manager must know who falls into this category, that employees must be informed, and that the fine for failing to inform is up to CZK 20,000.
  • About the ban on confidentiality clauses: New legislation prohibits employers from restricting employees from sharing information about their wages and remuneration. Confidentiality clauses are invalid and unenforceable, and the fine for including them in contracts is up to CZK 400,000.
  • About the ban on unlawful clauses: For example, setting a probationary period longer than the maximum permitted by law (e.g., 3 months for rank-and-file employees, 6 months for managerial employees) is now an administrative offence punishable by a fine of up to CZK 2,000,000.
Most frequently asked questions about the content of employment law training

1. Do I, as a manager, have to know all the details of the Labour Code? Don’t I have a lawyer for that?
You typically have a lawyer or an HR specialist for complex and more contentious situations. But day-to-day decisions (approving leave, dealing with absence, the start of employment, basic decisions on termination) are made by the manager. Without a basic understanding of these areas, you risk making the wrong decision – and then a lawyer often cannot help much.

2. What is the difference between online training and an in-person seminar?
Online training allows you to learn at your own pace, return to a specific part multiple times, and complete it outside the office. An in-person seminar provides personal interaction with the lecturer, room for discussion, and direct answers to questions. Ideally, you combine both formats: online training provides the foundational knowledge, and an in-person consultation with a lawyer complements it with your specific situations.

3. How often should I complete the training?
Legislation changes every year. Every manager should complete basic training at least once every two years. Each year, they should be updated on key changes – and you can manage that even with a shorter online module focused on new regulations.

4. Does the training equip me to give notice myself without a lawyer?
Yes and no. The training will give you the knowledge of how to draft a notice formally and what conditions you must comply with under Czech legislation. But if the employee later claims the notice was invalid, you may end up in court. In that case, it is better to have a lawyer. The purpose of the training is to ensure your decisions are well-founded and lawful – not to replace a lawyer in conflicts.

How to choose quality online employment law training

Not all training courses are of the same quality. Some are outdated, superficial, or not sufficiently focused on practical application. If you are deciding what to watch out for:

Verify the lecturer and whether the content is up to date

The training should be delivered by a lawyer with practical experience, ideally with a focus on employment law under Czech legislation. Check whether the materials are updated.

Employment law legislation changes in January each year, so a training course from 2024 no longer includes the changes from 2026. If you ask what year the training was last updated, that is a good sign.

Verify the content and structure

Look at the specific topics: does the training cover the commencement of employment, handling problematic situations, termination of employment, occupational health and safety, pay, discrimination and harassment? Are there practical case studies, or only theoretical explanations? Quality training includes both.

Contact our experts: 

Pay particular attention to whether the training covers new legislative changes – so that it is relevant specifically for 2026. Training from 2024 or 2025 that describes the old situation will not protect you from new obligations.

Verify the format and interactivity

Good online training is not a passive recording of lectures. It includes:

  • Test questions to check whether you have understood.
  • Interactive elements where you make decisions yourself in case studies.
  • The option to contact the lecturer with questions.
  • A certificate or confirmation of completion that you can present to the Labour Inspectorate.

Training that runs only as a long lecture without interaction is usually less effective, and managers do not take away practical knowledge.

Verify relevance for your company

Some training is general, while other training is focused on a specific sector (e.g., construction, healthcare, retail). Check whether the training covers aspects relevant to your company.

If you have employees in high-risk occupations, you need to know the specific obligations regarding safety and contributions. If you have remote employees, you need to know the legal aspects of home office under Czech law.

Verify the support provided after the training

Quality training is not a one-off matter. Check whether the lecturers offer:

  • Update information after legal changes.
  • The option of a consultation with a lawyer if you are not sure how to apply what you have learned to a specific situation.
  • Additional modules or follow-up training for more advanced topics.

Training structured in this way brings long-term value, not just a one-time knowledge refresher.

Risk table – what happens if you do not provide training to managers

Potential issues

How ARROWS can help (office@arws.cz)

Invalid conclusion or termination of employment: The manager does not inform the employee of their rights, makes a procedural mistake, the notice is not formally correct. The employee turns to the court, and the notice is found invalid. The company must pay the employee wage compensation for the period when they should have been working – often tens of thousands of Czech crowns.

ARROWS attorneys in Prague can help you prepare and review employment contracts, termination procedures, and represent you in court disputes over the validity of termination of employment. We will also prepare internal procedures so that managers know how to proceed correctly.

Breach of obligations in the area of OHS, pay and working time: The manager does not pay attention to safety, does not pay overtime correctly, or creates a work regime without rest periods. The Labour Inspectorate carries out an inspection, finds a breach, and imposes a fine of up to CZK 2,000,000.

ARROWS attorneys in Prague will ensure the preparation of OHS documentation, review of pay and working time, training for managers, and representation during Labour Inspectorate inspections. In the event of a breach, they will help you with your defence or negotiations to reduce the fine.

Discrimination and harassment in the workplace: The manager commits discrimination or ignores an employee’s complaint about harassment. The employee files a complaint with the Labour Inspectorate or a lawsuit in court. The company faces a fine of up to CZK 1,000,000 and must pay non-pecuniary damages to the employee.

ARROWS attorneys in Prague can help you prepare internal procedures for dealing with discrimination and harassment, train managers on this topic, and represent you in the event of a complaint or court dispute.

Lack of communication with employees about their rights: The employer did not provide the employee with information about their rights and obligations within the agreed time. A fine of up to CZK 200,000. The employee is unsure of their rights, and misunderstandings arise.

ARROWS will provide you with template information documents, assist with preparing written information for employees, and help systematise communication about rights and obligations.

Failure to inform employees in high-risk occupations about the new old-age contribution: The manager is not aware of the new obligation (effective from 2026) and does not provide the information to employees. A fine of up to CZK 20,000 and additional obligations.

ARROWS attorneys in Prague can help you identify employees in the high-risk category, prepare information materials, and train managers on this new obligation.

What are the most common failures of managers in employment law

Discussions with managers and in-house counsel in practice show that the same mistakes keep recurring. The most common failures are:

Formal deficiencies in employment contracts

Managers and HR departments often forget to include all mandatory information in the employment contract, or the required signatures are missing. The company then fails to realise that the employee does not know their working conditions. 

When the conditions change later (for example, the agreed term, or the place of work), problems arise. The employment contract should be clear and complete – and the manager should know what must be included.

Incorrect handling of absence and sickness

When an employee is absent, the manager does not request medical confirmation, or believes that unpaid absence is dealt with by deducting it from wages.

Czech law is clear on this: the first three days of temporary incapacity for work are without wage compensation; thereafter, the employer pays wage compensation from the 4th to the 14th calendar day. Other unpaid absence is handled according to statutory criteria. A wage deduction without a legal basis is a breach of the employer’s obligations.

Undocumented termination decisions

The manager thinks that a verbal conversation with the employee is sufficient. Later, when the employee claims that no notice was given, the company has no evidence.

Or the manager makes a procedural mistake (e.g., gives notice during the employee’s sickness, which is unlawful, or without stating the reason even though the law requires one). Termination of employment must always be in writing and properly justified, and the manager must keep a copy.

Ignoring health and safety requirements

The manager sees occupational health and safety (OHS) as an HR obligation, not as their own responsibility. However, it is the manager who decides whether employees take breaks, whether they have safety equipment, and whether they receive training. If a workplace accident occurs and the Labour Inspectorate finds that safety was not properly ensured, the company is liable – and potentially the manager personally as well.

Failure to respond to employee complaints

An employee complains about discrimination, harassment, or a breach of their rights. The manager tells them “deal with it yourself” or ignores the complaint. This is legally risky.

The employer has a duty to address the complaint, and if it fails to do so, it may itself face a report to the authorities or a lawsuit.

What role does manager training play in preventing legal problems

High-quality HR management, including managers’ knowledge, directly reduces the number of conflicts, fines, and court disputes. Companies that invest in training managers in employment law under Czech legislation typically have lower:

  • Employee turnover: When a manager understands employees’ rights and acts fairly, employees stay longer. Conversely, incompetent management is one of the most common reasons employees leave a company.
  • Number of complaints to the Labour Inspectorate: The Labour Inspectorate receives fewer complaints from employees of companies that have proper processes and trained management.
  • Number of court disputes: Companies that properly document decisions and proceed in a legally correct manner are better able to defend themselves in court.
  • Amount of fines: When identifying breaches, the Labour Inspectorate also considers whether the company has internal prevention processes. Companies with trained management and documented procedures receive lower fines than those that are clearly non-compliant.

Specifically: manager training is not a cost that will not pay off – it is an investment in risk reduction that the company will recoup in the long term.

Final summary

Managers are the decision-makers in the day-to-day running of a company. Their decisions in employment law determine whether the company meets its legal obligations or not. Without sufficient knowledge of employment law, managers decide based on intuition, their own experience, or “how it’s done elsewhere” – and they are often wrong.

The consequences of these mistakes are serious: fines from the Labour Inspectorate of up to CZK 2,000,000, court disputes that can take a long time and be financially demanding, loss of employee trust, departure of high-quality staff, and reputational damage. Online employment law training for managers is an effective tool to prevent these problems. High-quality training should be:

  • Up to date: It covers legislative changes in 2026 and beyond.
  • Practical: It includes case studies, real-life examples, and skills that managers can apply immediately.
  • Structured: It is logically organised from the basics to more complex topics.
  • Interactive: It includes elements that actively engage managers.
  • Supported: It provides the option to ask questions and obtain further advice after completion.

If you are not sure which training courses are high quality, or you need help with your HR strategy in the area of legal compliance, the attorneys of ARROWS advokátní kancelář, a Prague-based law firm, can assist you. 

Not only can they recommend suitable training, but they can also provide tailored training directly for your team, focused on your company and its specific challenges. Contact us at office@arws.cz – we will be happy to help you prepare a comprehensive solution for your managers. 

Managers who understand employment law do not only create a legally safer company – they also create a fairer and more productive working environment. This has a positive impact on the entire organisation.

FAQ - Most common questions about online employment law training for managers

1. Is online training as effective as an in-person seminar?
Both formats have their advantages. Online training allows you to learn flexibly and at your own pace. An in-person seminar provides direct interaction, discussion with the lecturer, and better real-time understanding. Ideally, you combine both: online training gives you the theoretical foundation, and you can use an in-person consultation with an attorney to focus on your specific situations and challenges.

2. How long does a typical high-quality online training course take?
Basic training covering the key employment law topics for managers (commencement and termination of employment, safety, pay, discrimination, conflict resolution) typically takes 8 to 16 hours. This is usually divided into modules that you can study gradually. You should be able to complete it within 1 to 2 months without issues alongside your normal workload.

3. What is the best time of year to train managers?
Ideally at the beginning of the year – in January or February – so that managers are familiar with new legislative changes that took effect from 1 January. In 2026, this will be particularly important because a number of new obligations have come into force (the unified monthly reporting, the old-age contribution for high-risk professions, etc.). If you missed this period, it is not too late – you can do the training now and then follow up with updates. .

4. Does the training also cover team management and communication, or only legal rules?
High-quality training aimed at managers usually also covers the nuances of proper management and communication with employees—not as “leadership development” in general, but specifically in the context of legal obligations and employment-law situations under Czech legislation. For example, how to properly conduct a conversation about failure to meet duties, how to communicate a decision to terminate employment, and how to resolve conflicts without breaching the law. If you want training tailored precisely to your company with these elements, contact ARROWS attorneys in Prague—we can prepare a tailored program for you.

5. What should I do if, after the training, I encounter a situation I am not sure how to resolve?
That is exactly why you should have a lawyer at hand. The training equips you with knowledge and benchmarks for assessment, but complex or unusual situations deserve a personalised legal opinion.

6. How much does the training cost and is it a good ROI?
The price of the training varies depending on the format and scope (public training, bespoke in-house corporate training, online licence, etc.). But measured in terms of “return on investment”: a fine from the Labour Inspectorate for a breach of the law can amount to hundreds of thousands to millions. Litigation over an invalid termination of employment can cost you tens of thousands. A single legal conflict that employee training helps you avoid will pay for itself many times over. Investing in management training is therefore highly cost-effective—and it also reduces the number of conflicts and increases the company’s efficiency. If you would like an individual offer for your company, please contact ARROWS attorneys in Prague at office@arws.cz.

Notice: The information contained in this article is of a general informational nature only and is intended for basic guidance on the issue as of the legal status in 2026. Although we take maximum care to ensure the accuracy of the content, legal regulations and their 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 security we are insured for professional liability with a limit of CZK 400,000,000. To verify the current wording of 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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