#ImmiUpdatesCzechia Outside regular employment relationships, there are two types of work agreements in the Czech Republic – DPP and DPČ. From 2024, there are several changes to pay attention to. These have brought new obligations and rights for both employers and fixed-term employees. What should you know? Check it out in our article!
What are DPP and DPČ?
What are DPP and DPČ?
What is the difference between these two agreements?
DPP is Agreement to complete a job (or “dohoda o provedení práce” in Czech). The job cannot exceed 300 hours in a calendar year with the same employer (all agreements counted together). However, if you sign a DPP with a different employer, you have a full 300 hours at your disposal.
DPČ is Agreement to perform work (or “dohoda o pracovní činnosti” in Czech). It is a contract for half of the regular working week of an employer (if a full-time employer works 40 hours per week, you can work 20). The agreement can be concluded for a maximum of 52 weeks.
Written Form of the Agreements
According to the new amendment to the Labour code, all work performance agreements and work activity agreements must be concluded in writing. Up to now, it could be concluded orally as well.
In the case of DPP, the agreed work and the duration of the agreement must be specified. In the case of DPČ, the working time must be specified to increase transparency and clarity of the working conditions.
Termination of Agreements
There are new rules for termination of agreements. They can now be terminated by agreement, by notice, or by immediate termination with a 15-day notice. The termination process must always be done in writing, which provides greater legal certainty. This change emphasizes the importance of proper documentation in employment relationships.
Employer’s Information Obligation
Employers are now obliged to inform the fixed-term employee in writing of all the legal terms of their agreement. Employers must provide fixed-term employees with a clear and complete overview of the terms and conditions of their employment, including details of the scope of work, wages, working hours, and other conditions.
Obligation to Schedule Work
Another important obligation is to schedule work for fixed-term employees at least 3 days in advance. This measure is intended to improve the working conditions and allow more efficient planning for both employers and fixed-term employees. It also ensures greater predictability and stability for employees.
This obligation may be checked by the competent labor office or other public authority as part of its regular inspections of working conditions.
Specific groups are now entitled to appropriate arrangements.
Extension of Rights
This amendment also extends the rights of employers. They are now entitled to compensation for working unusual hours, such as weekends and holidays, and also for special hours, such as holidays, working at night, etc. just like regular employees.
In relation to holidays, fixed-term employee are also now entitled to approximately 8 hours of holiday for every 100 hours spent working from 1 January 2024.
In addition, specific groups of fixed-term employees, such as pregnant women and carers of dependants, are entitled to shorter working hours or other appropriate arrangements.
Entrepreneurs and sole traders must understand these changes and adapt their practices to comply with the new legal requirements. This may even mean having to update or redraft existing agreements to comply with the new legal requirements.
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Source: Generali
Image source: Pexels, Verywell Family
