Immigration Services for Foreigners in the Czech Republic: How our law firm can help you

JUDr. Jakub Dohnal, Ph.D., LL.M.
JUDr. Jakub Dohnal, Ph.D., LL.M.
10.6.2026 | ARROWS law firm

In today’s globalised economy, Czech businesses are increasingly working with professionals from around the world. The current legal framework brings both opportunities and challenges for employers and foreign nationals planning to work or do business in the Czech Republic. This article discusses the key aspects of immigration processes, including legislative amendments and the gradual digitalisation of the Ministry of the Interior’s agenda.

The illustrative image depicts a lawyer addressing immigration processes.

Entrepreneurs and managers often face practical issues such as unexpected delays when filing applications, incorrectly completed forms, or misunderstanding the conditions for family reunification. This can lead to an application being refused, significant penalties for illegal employment, or the foreign national’s deportation.

The attorneys at ARROWS provide comprehensive solutions, including preparation of documentation, representation before the authorities, and strategic advice. With this approach, we significantly reduce the risk of administrative errors and speed up the entire process.

Thanks to our international network, we are able to handle even complex cases with a cross-border element effectively. This is crucial for international corporations to ensure the smooth deployment of foreign experts to their Czech branches.

Main residence permits for employment and business purposes

The Czech immigration system operates primarily under the Act on the Residence of Foreign Nationals in the Czech Republic and the Employment Act. For Czech companies planning to fill positions with third-country nationals, three basic residence permits are key:

  • Employee Card
  • Blue Card and
  • Intra-Company Transferee Card

Each of these permits has its own specifics, procedural time limits, and statutory requirements that must be strictly complied with.

Employee Card

The Employee Card is the most common type of long-term residence permit for the purpose of employment. It typically has a dual nature, meaning it combines authorisation to reside and authorisation to work.

A fundamental change in practice is the extensive liberalisation of the labour market. Foreign nationals from nine selected countries have free access to the Czech labour market based on a government regulation. These include, for example, the USA, the United Kingdom, Canada, Australia, Japan, and South Korea.

For these nationals, the requirement to carry out a prior labour market test no longer applies and the vacancy does not have to be reported to the Czech Labour Office. Applicants therefore obtain a non-dual Employee Card or use simplified registration procedures.

For other third countries, the obligation to report the vacancy to the Labour Office and undergo a labour market test still applies. This test usually takes 10 to 30 days depending on the authority’s decision before an application for the position can be filed.

Blue Card

The Blue Card is intended for highly qualified workers. The basic conditions include completed university or higher vocational education and an employment contract concluded for at least one year.

The statutory salary threshold for the Blue Card is set at a minimum of 1.5 times the average gross annual salary in the Czech Republic as announced by the Ministry of Labour and Social Affairs. The advantage of the Blue Card is a faster family reunification process, easier mobility within the EU, and a simplified regime when changing employers.

Intra-Company Transferee Card (ICT)

This residence permit is intended for managers, specialists, or trainees who are temporarily transferred within a multinational corporation from an entity based outside the EU to a subsidiary based in the Czech Republic.

The advantage of the ICT Card is that it is not subject to the labour market test and it allows flexible mobility within other EU Member States for the duration of the transfer.

Long-term residence for business purposes

For foreign nationals who wish to carry out their own business activities in the Czech Republic (whether as self-employed individuals or as statutory bodies of a commercial company), long-term residence for business purposes is available. This process is generally considered one of the most demanding.

The applicant must submit a detailed and sustainable business plan, demonstrate sufficient financial means for business development and personal subsistence, and prove that they have no outstanding debts to the tax authority, the customs administration, and the Czech Social Security Administration (ČSSZ). In these proceedings, the Department for Asylum and Migration Policy (OAMP) carries out very strict checks of the genuineness of the business activity.

Key legislative changes and digitalisation in immigration law

In the recent period, Czech immigration law has undergone significant modernisation aimed at reducing the administrative burden and speeding up proceedings that have historically been affected by long time limits.

Digitalisation and communication with public authorities

Public administration in the area of migration is gradually integrating electronic tools. A key element is communication via data boxes and the use of remote access to public administration portals.

All material changes, such as notification of a change of employer for Employee Card holders, must be submitted on statutory forms, which can be sent electronically. This minimises the need for in-person visits to OAMP offices, which are now primarily reserved for the collection of biometric data.

Abolition of the monopoly on foreign nationals’ health insurance

A significant step back towards market liberalisation was the definitive abolition of the monopoly of a selected insurer for arranging comprehensive health insurance for foreign nationals.

Currently, foreign nationals who are not covered by public health insurance may take out insurance with any insurer authorised to provide this insurance in the Czech Republic. This has led to increased competition and stabilisation of premium prices.

Government programmes for economic migration

To speed up the recruitment of key employees from third countries, the Czech Republic uses a system of government programmes. Inclusion of a company in these programmes guarantees priority appointments at Czech embassies abroad and shortened procedural time limits for processing applications.

Our Prague-based law firm will help you assess the criteria for entry into these programmes and will fully administer the employer’s inclusion process.

Most common risks, administrative pitfalls, and sanctions

Immigration processes are associated with strict formal requirements. An omission or incorrect interpretation of legal regulations can have serious consequences for both companies and foreign nationals.

Fines for illegal employment

Under the Employment Act, illegal work includes, among other things, work performed by a foreign national without a valid residence permit or without a valid work permit, where such a permit is required.

If illegal employment is identified, the employer faces a fine ranging from CZK 50,000 to CZK 10,000,000. For individuals performing illegal work, penalties apply up to CZK 100,000.

In addition to financial penalties, companies may also face a ban on performing public contracts or exclusion from government economic migration programmes.

Failure to comply with notification obligations and deadlines

Holders of employee cards have a strict obligation to notify changes of employer, job position, or place of work. This notification must be submitted to OAMP at least 30 days before the planned change.

Changing employer without approval or proper notification to OAMP may lead to cancellation of the employee card. The foreign national’s stay in the Czech Republic would thereby become illegal.

Strict deadlines also apply to reporting changes in personal status, the address of residence (within 30 days if the change will last longer than 30 days), or the loss or damage of a residence document (within 3 working days).

Proof of accommodation and recognition of education (nostrification)

A frequent stumbling block is providing a legally flawless document proving secured accommodation. OAMP requires the accommodation to meet statutory parameters, such as minimum floor area per person and hygiene standards.

The accommodation provider’s signature on the confirmation must be officially certified unless the document is sent electronically directly from the owner’s data box.

For highly qualified positions, it is often necessary to carry out nostrification (recognition) of a foreign university degree by the relevant Czech public university or the Ministry of Education, Youth and Sports (MŠMT).

The nostrification process may take up to 60 days and must be planned well in advance.

Potential risks and how to protect yourself against them 

Identified risk

How ARROWS helps (office@arws.cz)

Incorrectly conducted labour market test: The Labour Office will not approve the vacancy for a foreign national, which postpones the possibility of filing the application by weeks to months.

We will ensure precise wording of the job requirements in line with the CZ-ISCO classification and represent you in dealings with the Labour Office.

Invalid proof of accommodation: Immediate suspension of the proceedings by OAMP, a request to remedy deficiencies, and in extreme cases refusal of the residence application.

We will carry out a legal review of ownership rights in the Real Estate Cadastre and prepare a flawless lease agreement.

Missing the 14-day deadline for reporting changes: Initiation of misdemeanour proceedings against the foreign national, imposition of a fine, and a negative record in the Foreign Nationals Register.

We will help set up internal HR processes and monitor all statutory deadlines for you.

Inspection by SÚIP (Labour Inspectorate): Detection of illegal work, a fine of up to CZK 10,000,000 for the company, and reputational risk.

We will conduct a preventive audit of foreign nationals’ employment documentation and provide legal assistance during the inspection.

Refusal of an EU Blue Card due to the salary threshold: Failure to meet the statutory condition of 1.5 times the average wage results in refusal of the application without the possibility of remedy.

We will ensure regular updates of salary calculations according to the latest announcements of the Ministry of Labour and Social Affairs (MPSV).

How ARROWS, a Prague-based law firm, can help

Immigration law requires a comprehensive approach that connects administrative law, employment law, and tax aspects of international employment. ARROWS advokátní kancelář provides corporate clients and individual applicants with professional legal services built on many years of experience and deep knowledge of administrative practice in the Czech Republic.

Our legal services
  • We will assess the candidate’s profile and the employer’s needs and propose the most suitable residence title.
  • We will draft employment contracts in compliance with the Czech Labour Code and arrange a review of accommodation documents.
  • Based on a power of attorney, we take over all communication with the authorities and the ministry.
  • If an application is refused, we prepare remedies and represent clients in court proceedings.
  • We will fully manage the process of registering your company in government programmes for accelerated recruitment.
Benefits of working with our firm
  • Our legal services are covered by above-standard professional liability insurance up to CZK 400,000,000.
  • Thanks to partner firms worldwide, we can coordinate the collection of documents directly in the foreign national’s country of origin.
  • We work efficiently and transparently, with a strong focus on meeting our clients’ business objectives.

If you are interested in a consultation or initiating immigration proceedings, you can contact us at office@arws.cz.

Frequently asked questions about immigration services 

1. How long does it take to process an employee card?

The statutory deadline for deciding on an employee card application is 60 days; in more complex cases it may be extended to 90 days. However, this period must be supplemented by the time needed to prepare documents abroad and submit them to the embassy or consulate. The entire process therefore typically takes 3 to 5 months; for companies included in government programmes it may be shortened to 2 to 3 months.

2. Can a foreign national start working immediately after arriving in the Czech Republic?

A foreign national with an employee card or EU Blue Card may start working only after they have been issued a document confirming that the conditions for issuing the card have been met. This document is issued by OAMP after biometric data are taken in the Czech Republic. Work performed before receiving this confirmation is considered illegal work with all related sanctions.

3. What happens if an employee card holder loses their job?

If the employment relationship is terminated, the employee card holder has a 60-day protection period. During this time, they must find a new employer and submit a notification of change to OAMP. If they fail to do so within this period, the validity of their employee card automatically expires and the foreign national is obliged to leave the Czech Republic.

4. Is it necessary to translate all foreign-language documents into Czech?

Yes, all documents submitted in immigration proceedings that are not drawn up in Czech must be officially translated into Czech by a court-appointed translator. In addition, public documents issued by foreign authorities must be authenticated by higher verification, i.e., an apostille or superlegalisation, depending on the specific country of origin.

Final summary and recommendations

Immigration processes in the Czech Republic require meticulous preparation, thorough knowledge of current legislation, and a prompt response to administrative changes. Underestimating formal requirements or minor omissions in documentation can lead to significant financial losses for employers and personal as well as legal complications for foreign workers.

Entrusting your immigration agenda to professionals will save you time and ensure that all legal steps are carried out in compliance with applicable regulations. This allows you to fully focus on developing your business, knowing that your interests are protected by a strong international partner.

If you are interested in an analysis of your immigration needs, please contact us at office@arws.cz.

Legal disclaimer: The information contained in this article is for informational purposes only and reflects the legal status as of June 2026. This article is not intended as a direct guide for resolving specific legal matters and does not replace an individual legal consultation tailored to the specific circumstances of your case.

Notice: The information contained in this article is of a general informational nature only and is intended for basic guidance on the topic. Although we strive for maximum accuracy, legal regulations and their interpretation evolve over time. To verify the current wording of the regulations and their application to your specific situation, it is therefore necessary to contact ARROWS, a Prague-based law firm, directly (office@arws.cz). We accept no liability for any damages or complications arising from the independent use of the information in this article without our prior individual legal consultation and professional assessment. Each case requires a tailored solution, so please do not hesitate to contact us. 

Read also: