Mandatory Employment Law Training in Czechia: Key Duties and Risks for 2026

Mgr. Jakub Oliva, LL.M., MSc.
Mgr. Jakub Oliva, LL.M., MSc.
24.4.2026 | ARROWS law firm

Employment law training is not an optional “nice-to-have”, but a specific legal obligation of the employer, with an even greater practical impact in 2026. If you neglect it, you may face fines, litigation, and a loss of negotiating leverage. This article will guide you through which trainings are mandatory, what risks arise from their absence, and how to use training effectively to prevent the most common employment disputes in practice under Czech legislation.

The illustrative image shows a specialist consulting on mandatory labour law training.

Which trainings are legally mandatory in 2026?

Employment law in the Czech Republic does not introduce a single standardized training program that would be enough to carry out once and thereby eliminate liability. Instead, the law imposes on the employer an obligation to provide employees with training that corresponds to their specific job and the risks they encounter in the workplace.

This obligation is a fixed part of the employer’s legal responsibility. Under the Czech Labour Code, the employer must provide employees with training on legal and other regulations ensuring occupational safety and health protection (OSH) that complements their professional qualifications and requirements for performing specific work. The training must focus on the risks the employee may come into contact with at the workplace.

In practice, this means that a warehouse worker will need completely different training than an in-house lawyer or an accountant. A warehouse worker must be familiarized with the danger of falling objects, manual handling of loads, and the operation of handling equipment. An accountant, in turn, must be familiarized with issues of personal data processing, information security, and, where applicable, legislation relating to accounting and taxes.

Initial training upon starting employment

Every employee must complete initial OSH training immediately upon starting work or at the latest before beginning a specific activity. Without this training, the employer breaches the law and cannot later claim that the employee knew which rules applied. This training is neither optional nor an administrative formality—it is a fundamental legal obligation.

Initial training must include familiarization with safety and health risks at the given workplace, the use of personal protective equipment, procedures in the event of an accident or emergency situation, and how to contact a manager or safety representatives if the employee identifies an issue.

The employer must have evidence that the training took place. In practice, this means the employee must sign off on the training and be informed that they will be required to comply with legal regulations and safety instructions. If a workplace accident occurs later and the employer needs to demonstrate in court that the employee was aware of the risk, the employer will be able to present this signed record.

Refresher training and updates

Training completed once is not sufficient for an employee’s entire working life. The law requires training to be conducted regularly, although the specific interval is not expressly set by law. In practice, it is considered reasonable to repeat training once every two to three years, with the specific interval depending on the nature of the work and the outcome of the workplace risk assessment.

However, if technology, work procedures, or the working environment change at the workplace, the employer must provide additional training before the employee starts working under the new conditions. If the employee changes job assignment or moves to another position, training tailored to the new work and new risks is again required.

In 2026, this principle is further reinforced by the changing work environment with an increasing emphasis on digitalization. If a company implements new software, a CCTV system, or other technologies that affect safety or privacy, appropriate training must follow.

Occupational safety and health (OSH) training

OSH is not only about fire safety and reporting workplace accidents. In 2026, the Labour Inspectorate also checks compliance with mandatory employee training and proper record-keeping of who attended the training and what the training content was.

OSH training must include legal regulations relevant to the given job role, practical demonstrations of procedures, information on personal protective equipment and its correct use, and information on what to do in the event of an accident or emergency situation.

What is important: the law does not specify the exact content of the training. This means responsibility lies with the employer to assess what risks exist in the workplace and to ensure training focused precisely on those risks. If the employer neglects this process and a workplace accident occurs later, the Labour Inspectorate or a court may find that the training was insufficient or included irrelevant content.

FAQ on mandatory training under employment law

1. What happens if the employer provides training but the employee does not attend?
The obligation to provide training rests with the employer, and if the training is organized but the employee does not attend, the employer has fulfilled its obligation. However, the employer is then entitled to discipline the employee for failing to attend the training, and in extreme cases this may constitute grounds for termination. We recommend always having written confirmation that the employee was informed about the training and had the opportunity to attend.

2. Is it sufficient if the employer sends employees materials by email without in-person training?
No, not all forms of training are permissible. While some training may be delivered via e-learning, the law requires the employer to subsequently verify that the employee has actually mastered the knowledge. Ideally, the training should be conducted in a way that allows feedback and direct contact between the trainer and the employee. Simply sending a PDF or a link is typically not sufficient.

3. What sanctions does the employer face if it fails to provide training?
The fine for breaching the obligation to provide OSH training may reach up to CZK 2 million, depending on the number of affected employees and the seriousness of the situation. In 2026, the Labour Inspectorate is intensively checking compliance with these obligations. More information at office@arws.cz.

Most common employment law disputes and prevention through training

Employment law disputes in the Czech Republic are among the second most common legal conflicts. According to statistics, the most frequent disputes concern invalid termination, unpaid wages, compensation for damage in connection with workplace accidents, and violations of employees’ rights to information and participation.

Many of these disputes stem from misunderstandings that can be prevented through appropriate and timely training. If an employee does not know what rules apply in the workplace, they can easily end up in a situation where they breach work duties unknowingly, and the employer then has to deal with disciplinary proceedings. Conversely, if the employer provides training and documents it, it has a stronger position in a dispute.

Disputes over invalid termination

Most commonly, disputes concern the invalidity of a termination notice. The employee sues the employer alleging that the termination was invalid, discriminatory, or failed to comply with procedural requirements.

In such proceedings, the court not only verifies whether the termination notice was formally drafted and served correctly, but also examines in detail whether there was in fact a statutory ground for termination. If the employer claims it terminated the employee due to unsatisfactory work performance or breaches of work duties, the court will verify whether the employee knew about these issues, whether they were given an opportunity to remedy them, and whether the employer’s requirements were reasonable and realistic.

If the employer proves that the employee completed training during which work duties and the employer’s expectations were clearly explained, and that such training took place regularly, the court will more readily conclude that the termination was justified. Missing training documentation, on the other hand, creates a risk that the court will invalidate the termination and the employer will have to pay wage compensation for the period during which the employee should have remained employed.

Disputes over wages and remuneration

The second major group consists of disputes over wages, supplements, bonuses, and other components of remuneration. Employees often complain that they were not paid the promised bonus, or that they were remunerated in a discriminatory manner compared to colleagues in the same position.

In 2026, these disputes are further complicated by new pay transparency legislation, transposing Directive (EU) 2023/970 of the European Parliament and of the Council on strengthening the application of the principle of equal pay for equal work or work of equal value through pay transparency and enforcement mechanisms. Under Czech legislation, the employer is currently required to inform the employee of the criteria for determining the level of pay upon commencement of employment, and must be able to justify that remuneration for men and women for the same work is fair.

If the employer does not ensure training on equal treatment and the prohibition of discrimination, it risks employees not even realising they can raise concerns about discrimination, only for the Czech Labour Inspectorate to identify issues later during an inspection.

Training on remuneration and the prohibition of discrimination is therefore not a luxury, but prevention. An employer that clearly explains to employees the principles on which people are paid and why remuneration sometimes differs prevents many disputes.

Disputes arising from workplace accidents and occupational diseases

The third group consists of disputes related to workplace accidents. The employee claims they were injured, that the accident was caused by the employer’s failure or insufficient training, and now seeks compensation for damage, loss of earnings, and non-pecuniary harm.

In such cases, it is decisive for the employer whether it can prove that the employee was properly trained in occupational safety. If the employer can demonstrate that the employee completed initial OHS training, regular refresher training focused on specific risks, and that the documentation records that the employee attended the training and signed a confirmation of understanding, the employer has a stronger position for its defence.

If, on the other hand, such documents are missing, incomplete, or the training did not take place at all, the Czech Labour Inspectorate or the court may conclude that the employer breached its obligations and did not fully or partially discharge its responsibility through training.

In 2026, the Czech Labour Inspectorate is intensively checking compliance with OHS obligations. The Labour Inspectorate’s inspection plan for 2026 includes at least 8,700 planned inspections in the area of OHS and designated technical equipment.

FAQ on employment disputes and their causes

1. What training can reduce the risk of litigation in practice?
The most important are training in occupational safety and health, training on equal treatment and the prohibition of discrimination, training on personal data protection and data processing, and training on employment rights and obligations. This training should be tailored to the specific job role and should take place not only upon onboarding but also regularly throughout employment.

2. What to do if an employee claims they did not know a certain rule?
If you have documentation showing that the employee completed training during which the rule was explained, and you record that the employee confirmed the training with their signature, you are better protected. In practice, it is recommended that the trainer keeps an attendance list, that the employee signs that they attended the training and understood the rules, and that training materials are stored for later proof of the training content.

3. Can an employer use mediation or other methods to prevent court disputes?
Yes. In recent years, mediation has become an increasingly popular tool for resolving workplace conflicts. Mediation is a structured and voluntary process in which a neutral mediator helps the parties to a conflict reach a mutually acceptable solution. An employer that introduces mediation as part of an internal policy for conflict resolution can prevent many disputes. Lawyers from ARROWS advokátní kancelář can advise on setting up mediation processes.

The role of mediation and prevention in employment relationships

Mediation is a legal institute that in recent years has increasingly entered the field of employment law as well. While in traditional disciplinary proceedings management and the employee build “walls” and the dispute often escalates, mediation works on the principle of mutual understanding and finding a solution that is acceptable to both parties.

Mediation is based on principles similar to the employment relationship itself: the principle of equality (the mediator views both sides as equal participants regardless of their hierarchical position) and the principle of voluntariness (it is entirely up to the parties whether they decide to use mediation).

In practice, this means that if an unforeseen conflict arises between an employee and management – for example, the employee cannot agree with a new organisational change, or the employee feels discriminated against – the employer does not have to immediately resort to disciplinary proceedings and termination. Instead, it turns to a mediator, who hears both sides, helps them understand the substantive reasons for the conflict, and they jointly look for a solution.

Mediation significantly reduces the time and costs of resolving a conflict. While a legal dispute before the courts can take many months to years and cost hundreds of thousands of Czech crowns, mediation typically takes place within a few weeks and costs roughly ten times less.

An employer that has it set out in the employment contract or an internal policy that the parties will resolve conflicts step-by-step through mediation can significantly reduce legal risks and present itself to colleagues in the workplace as a fair entity that seeks to address problems in the spirit of open communication.

Mediation as a tool to prevent a toxic corporate culture

A toxic corporate culture – an environment in which bullying, lying, dishonesty, and fear prevail – is not merely an interpersonal problem. It is a huge business risk. Companies with a toxic culture lose talent, turnover increases, and the company faces reputational damage and litigation.

Mediation can help transform this culture. If an employer provides management training in psychological safety, communication, and conflict resolution, and then introduces mediation as a standard tool for addressing uncertainty and disagreements, it can significantly reduce the risk of a toxic environment developing within the organisation.

The attorneys at ARROWS, a Prague-based law firm, have experience in setting up mediation processes within organisations and in linking training, modern HR processes, and legal documentation so that together they form an effective conflict-prevention system.

Practical risks in the absence of training and prevention

Potential issues

How ARROWS helps (office@arws.cz)

Lack of initial OHS training – an employee is injured, the Labour Inspectorate finds that the training was not provided, there is a risk of a fine of up to CZK 2 million and compensation for damages to the employee.

We will prepare an internal regulation for OHS training tailored to your workplace risk factors, arrange qualified trainers, and keep records of completion for you.

Invalid termination – the employer terminates employment without the proper process or without a valid reason, the employee sues, the court overturns the termination, and the employer must pay wage compensation for the months of court proceedings.

We represent employers in court disputes over the validity of termination, verify procedural compliance and substantive grounds, and defend employers against invalidity claims or excessively high compensation.

Discrimination or unequal pay dispute – an employee complains to the Labour Inspectorate that they were favoured or disadvantaged, the inspection finds a breach, resulting in a fine and an obligation to settle with the employee.

We will set up a transparent remuneration system that complies with the Equal Treatment Act, provide management training on the prohibition of discrimination, and represent you in the event of an inspection or dispute.

Workplace injury without training records – an employee is injured and claims they were unaware of the risk, the inspection finds missing training, the employer cannot be released from liability, and there is a risk of high compensation for damage and non-pecuniary harm.

We will ensure documentation of all completed training for you, set up a training record-keeping system in line with Czech legislation, and represent you in dealings with the Labour Inspectorate to make it clear that you are a responsible employer.

Court dispute over wages or bonuses – employees are unsure what they are entitled to, keep their own records, inconsistencies arise, and the court then resolves the dispute, with the employer having to pay outstanding amounts plus interest.

We will prepare a clear and legally compliant wage regulation, train employees on its content, and ensure everyone has the same understanding of what is contractual entitlement and what is discretionary.

How to set up an effective training system with an emphasis on prevention

An effective training system is not just a mass seminar once a year. It is a designed and maintained system that ensures every employee knows which rules apply in the workplace, and that the employer has continuously up-to-date evidence that the training took place.

Workplace risk assessment

The first step is for the employer to assess what specific risks exist in their workplace. If you operate a warehouse, the risks will be different than in an office building. If you employ young people in their first job, they will need different training than experienced professionals.

Risk assessment is not a one-off exercise. In 2026, it should include not only physical risks (falls, injuries, chemicals) but also psychosocial risks such as stress, harassment, or a toxic work environment.

Preparing the training programme

Based on the risk assessment, the employer prepares a specific training programme. It should include:

  • Induction training for every new employee, to take place before work starts or on the first day.
  • Refresher training at intervals appropriate to the nature of the work (usually once every 2–3 years).
  • Additional training when there is a change in technologies, work processes, or the employee’s job assignment.
  • Training in occupational safety and health.
  • Training on the prohibition of discrimination and equal treatment.
  • Training on personal data protection and privacy (if relevant).
  • Training on legal regulations and employment law.
Implementation and documentation

Each training session must be properly documented. The documentation should include:

  • The name of the trained employee.
  • The date and time of the training.
  • The training content and a list of topics covered.
  • The name or identification of the trainer.
  • The employee’s signature confirming they completed the training and understood the topics.
  • Where applicable, a copy of the training materials.

This documentation should be retained for the period of the employee’s employment and, as a rule, for several years after the employment ends (reason: in the event of a dispute over a workplace injury or another matter, the dispute may relate to a period years after the employment has ended).

In 2026, many companies automate training through HR systems that keep training records and send employees reminders when refresher training is due. Such systems significantly reduce the risk that any training will be overlooked.

Prevention through mediation and open communication

In addition to formal training, prevention should also include a culture of open communication. An employer that creates space for employees to raise issues without fear of retaliation, and that introduces mediation as a way of resolving conflicts, will avoid much bigger problems later on.

In 2026, it is becoming increasingly clear that companies that invest in prevention and communication have substantially fewer court disputes and lower employee turnover. Conversely, companies that try to resolve everything through strict disciplinary measures face more disputes and loss of talent.

FAQ on a modern training system

1. Does an employer have to provide personal data protection training in 2026?
Not all companies have the same obligations in the area of personal data protection. However, if your company collects, processes, or stores employees’ or customers’ personal data (which today is practically every company), you have a legal obligation to ensure that employees know how to handle such data. Training on GDPR and privacy protection therefore becomes a standard. The attorneys at ARROWS, a Prague-based law firm, can prepare training tailored to your company.

2. What is a psychosocial risk and why should an employer care?Psychosocial risks are factors in the working environment that may negatively affect employees’ mental health, such as excessive workload, lack of management support, job insecurity, or psychological harassment. In 2026, the Czech Labour Inspectorate and Czech courts insist that employers have a duty to assess and mitigate these risks as well. Ignoring psychosocial risks may result in fines, employee absences, and employees leaving work for psychiatric treatment.

3. What sanctions does an employer face for failing to comply with training obligations?
The fine for breaching the obligation to ensure occupational health and safety (OHS) training may reach up to CZK 2 million. The fine for breaching the obligation to ensure training on equal treatment and the prohibition of discrimination may reach up to CZK 1 million. However, these are only the direct fines imposed by the Czech Labour Inspectorate. If a workplace accident, court dispute, or other incident occurs and the employer cannot prove that the training took place, the employer may face damages in the hundreds of thousands to millions of Czech crowns. For more information and specific advice, contact the lawyers at ARROWS advokátní kanceláře at office@arws.cz.

New employer obligations in 2026 related to training

In 2026, new obligations have been introduced that also affect employers’ training activities. One of the most important is already on your desk: new legislation on pay transparency.

Pay transparency and training on equal pay

From 2026, in connection with the transposition of the EU Pay Transparency Directive, an employer is required to provide an employee with the criteria used to determine the level of pay upon commencement of employment, and must be able to explain why a particular employee receives the pay they receive.

This means that an employer can no longer operate a “hidden” pay system where no one is sure on what basis wages are calculated. All employees should know the criteria for pay increases, how bonuses and allowances are calculated, and whether men and women in the same position receive the same pay.

Training in pay transparency and the prohibition of discrimination in remuneration therefore becomes even more essential. An employer that provides such training and communicates adequately with employees will avoid many disputes.

Mandatory savings contribution for selected employees

Another element is new obligations regarding savings contributions for employees in “high-risk” professions, arising from an amendment to the Czech Pension Insurance Act effective from 2026. The employer must pay 4% of the assessment base for these employees into a special savings account. Employees must be informed that they are entitled to this contribution.

If the employer fails to comply with this information obligation, it faces a fine of up to CZK 20,000. More importantly, the employee may feel disadvantaged if they learn about the contribution only indirectly, which may lead to further distrust and a potential dispute.

Training employees on their rights and entitlement to the savings contribution is part of the employer’s basic information obligations.

Unified monthly reporting – a new administrative requirement

In 2026, a new unified monthly report is also being implemented, which the employer will submit instead of the current multiple reports. This will bring changing administrative procedures and new requirements for employee records.

The employer will have to register a new employee in the system before the employee starts work, not only after commencement. Failure to do so may result in a fine of up to CZK 5,000. Although this may seem like an administrative technicality, it affects training processes: the employer must plan recruitment better and must have a clear system so that a new employee can complete induction training on the first day without delays in registration.

Final summary

Employment law training and the prevention of workplace disputes are not pointless bureaucracy. They are key tools employers use to create a legally safe environment where everyone knows which rules apply and what is expected of them. An employer that invests in training, mediation, and conflict prevention will avoid a large number of disputes, fines, and reputational damage.

In 2026, labour inspectorate inspections are more intensive and more sophisticated. The inspectorate focuses not only on whether the employer has formally obtained training documentation, but also on whether the training is substantively correct, whether it is provided regularly, and whether employees have truly understood what applies to them.

If you are not sure whether your training system complies with the law, or if you are concerned about litigation, employees are complaining, or the labour inspectorate wants to carry out an inspection, do not let it slide. The lawyers at ARROWS, a Prague-based law firm, have experience in setting up lawful and effective training systems, preparing employers for labour inspectorate inspections, and defending employers in court disputes. Contact office@arws.cz and let’s go through your situation.

FAQ on employment law training

1. Do I need a lawyer to ensure proper training for employees?
Not everything requires a lawyer, but the lawyers at ARROWS, a Prague-based law firm, can draft internal training policies, prepare training materials tailored to your risk factors, and ensure that your training system meets statutory requirements under Czech law. This saves you time and reduces the risk that the labour inspectorate or a court will find deficiencies. Contact office@arws.cz.

2. How long do I have to keep records of employee training?
You should keep training records at least for the period of the employee’s employment, and then for a number of years after the employment ends (typically at least 3 to 5 years). Reason: in the event of a dispute over a workplace injury or other litigation, it may turn out that the employee raises a complaint only years after the employment ended. Without records, you will not be able to defend yourself.

3. Can training be completed only online, or does it have to be in person?
Some training can be online (e-learning), but it must be set up so that the trainer can verify that the employee truly understands the content. It should not be mere clicking “next” without comprehension. In practice, a combination is recommended: online instruction plus in-person or oral verification where appropriate. For OSH (occupational safety and health) training and other high-risk topics, personal interaction is often essential. The lawyers at ARROWS, a Prague-based law firm, will advise you on what is suitable for your company at office@arws.cz.

4. What should I do if an employee claims they never completed the training they were supposed to complete?
If your documentation includes a list of trainings with the date, content, and the employee’s signature, you are in a better position. But if the documents are missing, it will be your problem. In court or during an inspection, inspectors or the judge will assume that the training did not take place. We recommend keeping double records: first, a training register with employees’ signatures, and second, photographs or copies of the signed training sheets themselves. For more information, contact office@arws.cz.

5. Will anything happen to me if the employee completed the training but later behaved as if they did not know the rules?
If you have documentation showing that the employee completed the training and understood the rules, you have a stronger legal position. If the employee later claims they did not understand something, the employer can point to the fact that the training took place and that, if the employee had questions, they had the opportunity to ask them. In court or during an inspection, discussions then focus on whether the training was sufficiently clear, but without documentation you cannot defend yourself at all. The lawyers at ARROWS, a Prague-based law firm, can assist with representation and defence.

6. How can I ensure that training actually reduces the number of disputes?
Training is only one element. Equally important is that the employer creates a culture of open communication where employees are not afraid to raise issues, and that the employer addresses conflicts early and fairly. Mediation, regular meetings with management, and transparent communication about changes and expectations are other key elements. The lawyers at ARROWS, a Prague-based law firm, can help set up a comprehensive conflict-prevention system that includes training, mediation, and HR processes. Contact office@arws.cz.

Notice: The information contained in this article is of a general informational nature only and is intended to provide basic guidance on the topic based on the legal situation as of 2026. Although we take maximum care to ensure accuracy, 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 protection 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, a Prague-based law firm, 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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