On 1 October 2025, an important amendment to the Czech Employment Act (Act No. 435/2004 Coll., on Employment, as amended) enters into force. This change introduces a new legal concept known as unreported work (neohlášená práce), significantly tightening the obligations of employers when reporting the commencement of employment of foreign workers.
What changes under the amendment
Until now, employers could notify the Labour Office of the start of a foreign worker’s employment on the very day the employee began working. This provided some flexibility but also created opportunities for misuse.
From October 2025, employers must file the notification before the foreign worker starts work; in practice, this means no later than the day before the official start date. If an employer fails to comply, the foreigner’s work will automatically be classified as unreported work.
The reporting rules for changes during employment and for termination of employment remain unchanged. The amendment only affects the timing of the initial notification.
Why this change matters
At first glance, moving the deadline forward by a single day may seem like a minor administrative adjustment. In reality, it strengthens the fight against undeclared labour in several ways:
- Prevention instead of reaction: Authorities now know who is legally employed before any work starts.
- Closing loopholes: Employers can no longer hide “trial work” or unregistered first days under late reporting.
- Transparency for inspectors: Labour inspectors can immediately verify during a workplace visit whether a worker has been declared.
- EU alignment: The Czech Republic is harmonising its practice with common European standards, improving cross-border enforcement.
- Deterrence effect: The threat of fines up to CZK 3 million for unreported work provides a strong incentive to comply.
Together, these changes ensure that foreign workers are officially recognised and legally protected from their very first minute of work.
Implications for employers and employees
Employers should carefully review their onboarding procedures for foreign employees and introduce technical or procedural safeguards to ensure timely reporting. Automated HR tools, internal reminders, or clear responsibility assignments within HR teams can help avoid costly mistakes.
Although the new offence of unreported work targets employers, foreign employees may still face indirect consequences. If their work is not reported in time, the authorities may view it as illegal employment, which can negatively affect their residence or work permit status. Workers may also lose access to health insurance and social security coverage during the unreported period.
Conclusion
The amendment to the Employment Act (Act No. 435/2004 Coll., effective from 1 October 2025) marks a significant shift in Czech labour law. By introducing the concept of unreported work and requiring notification of employment before the start of work, the law closes loopholes that previously allowed grey areas in the employment of foreigners.
Although the change may seem administrative in nature, its impact is substantial: it strengthens transparency, simplifies inspections, prevents illegal work practices, and ensures fair treatment for foreign employees.
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