A employment relationship between a foreigner or a stateless natural person ends, unless it is already terminated in another way, on the date on which his residence in the territory of the Czech Republic ends due to an enforceable decision to revoke a residence permit, on the day of the effective date of a judgment that imposes a prison sentence from the Czech Republic , or after the expiry of the period for which a work permit, work permit or long-term residence permit has been issued for the exercise of a job requiring a high level of qualification. Each type of employment contract has its own pros and cons. Where the employment relationship is terminated by convention because the worker is not allowed to continue the work because of an accident at work, occupational illness or the threat of such illness as a result of medical advice, or if the worker`s maximum exposure is reached, the worker is entitled to compensation equal to at least twelve times the average wage (but if the employer is linked to the liability of an accident at work or occupational illness the worker is not entitled to the abess). The trial period may be extended once if the collective agreement authorizes such an extension. However, the duration, including any extensions, should not normally exceed: however, if a binding contract has already been concluded, you must terminate it. Contact the person as soon as possible and let them know that the company has decided not to continue their employment. Although you probably have a very disappointed candidate, the situation will often end with no negative legal consequences for the employer. If the employment contract does not set out the details of the rights and obligations arising from the employment relationship, the employer is required to provide this information in writing to the worker no later than one month after the start of the employment relationship. The above information must include the name of the worker as well as the employer`s name and seat (address), a detailed indication of the nature and place of work, the length of leave to which the worker is entitled, information on notice periods, information on collective agreements that provide for the worker`s working conditions. , as well as the indication of the parties to these collective agreements. information on salary and the nature of compensation (including the date of payment of salary and location and type of payment) and determining weekly hours of work and distribution. Casual workers work for an employee on a demand-appropriate basis.
Unlike an indeterminate agreement, the rights of casual workers mean that they have no guarantee of employment in progress (so that working hours are irregular) and that they are not entitled to sick leave or paid annual leave. Casual employment contracts can be terminated at any time without notice. This provision does not apply if there are serious reasons for the business or the reasons that arise from the particular nature of the employer`s work, under which the employer cannot reasonably offer the employee the creation of an indeterminate employment contract.