Czech Republic Leave Laws and Holidays

Pregnant employees are entitled to 28 weeks of maternity leave, which can start 6-8 weeks before the expected birth date.

Notice for maternity leave should be given at least 6 weeks prior to the planned start of the leave.

Maternity leave is a statutory right and does not require employer approval, although notification and appropriate medical documentation are necessary.

The quota for maternity leave is fixed by law and cannot be extended beyond the stipulated period.

Maternity leave does not accrue over time but is available per pregnancy.

Maternity leave cannot be carried over as it is tied to the specific instance of pregnancy and childbirth.

Maternity leave benefits are provided by social security and are not subject to termination payouts.

There are no end-of-year payout considerations for maternity leave as it is not an accrued benefit.

During maternity leave, employees are protected from dismissal except in cases of gross misconduct or the cessation of business activities.

Parental leave can be taken until the child reaches 4 years of age, with a financial support provided by the state.

Employees must notify their employer well in advance of their intention to take parental leave, typically several months before the planned start date.

While the right to take parental leave is guaranteed, the specific timing and duration can be subject to employer approval to ensure proper planning.

While the total quota is fixed, parents can choose how to split the leave - either taking it continuously or in parts until the child is 4 years old.

Parental leave does not accrue; it is a fixed entitlement per child until the age of 4.

Parental leave must be used before the child's 4th birthday but can be taken at any time until then, allowing for flexibility.

Parental leave benefits are provided by the state and are not subject to termination payouts from the employer.

Parental leave is not subject to end-of-year payouts as it is a state-provided benefit.

Both parents are entitled to parental leave and can decide how to share the leave period between them.

Employees are entitled to a minimum of 20 days of paid annual leave per year. This quota can increase based on the sector and collective bargaining agreements.

The notice period for taking annual leave varies but is typically at least two weeks in advance, unless otherwise specified in an employment contract or collective agreement.

Annual leave must be approved by the employer. The timing of leave must consider both the needs of the employer and the employee.

Additional leave days can be granted under special conditions such as disability or a hazardous working environment, as specified in employment contracts or collective agreements.

Annual leave is accrued monthly, but employees typically become eligible to take it after completing an initial probationary period as specified by the employer.

Carry over of unused annual leave is generally permitted, but must be used within the first few months of the following year, as specified by the employer or by law.

Unused annual leave is paid out upon termination of employment. The payout is calculated based on the average earnings of the employee.

There is generally no payout for unused annual leave at the end of the year, as unused days are either carried over or forfeited, depending on the employer's policy.

The specifics of annual leave can be further detailed in individual employment contracts or collective bargaining agreements.

Employees are entitled to sick leave for up to 380 days for each instance of illness. The first 14 days are usually paid by the employer, followed by state benefits.

Employees should inform their employer about their illness and inability to work as soon as possible.

Sick leave does not require approval, but a medical certificate is typically necessary to qualify for sick leave payments beyond the initial period covered by the employer.

Additional sick leave beyond the standard quota may be available depending on the specific circumstances and medical certifications.

Sick leave does not accrue based on length of employment but is based on individual instances of illness or injury.

Sick leave does not carry over as it applies to specific instances of illness or injury.

Unused sick leave does not get paid out on termination as it is intended for specific periods of illness.

There is no end-of-year payout for unused sick leave.

To qualify for sick leave benefits from the state after the initial period paid by the employer, a medical certificate from a healthcare provider is required.

Fathers are entitled to 10 days of paternity leave, which can be taken within the first 6 weeks following the birth of a child.

Fathers must notify their employer at least 3 weeks in advance of their intention to take paternity leave.

While paternity leave is a statutory right, it requires approval from the employer regarding the specific timing of the leave.

The quota for paternity leave is fixed and there are no provisions for additional quota under Czech law.

Paternity leave is not accrued but is granted per instance of childbirth.

Paternity leave cannot be carried over as it must be used within the designated period after childbirth.

Paternity leave, like maternity leave, is paid through social security and does not have termination payouts.

There are no end-of-year payouts for paternity leave as it is not an accrued benefit.

Paternity leave is specifically intended to be used shortly after the birth of a child to support the partner and bond with the newborn.