Flexi-Amendment to the Labour Code 2025

As of 1 June 2025, a comprehensive amendment to the Labour Code—commonly called the flexi-amendment—has come into force. It represents a significant modernization of labour law intended to increase flexibility in employment relationships while strengthening legal certainty for both employees and employers.

For companies, HR departments and employment agencies, the amendment introduces major changes to contracts, work organisation and administrative procedures. Below is an overview of the most important points and recommendations.

Key changes

1. New rules for the probationary period

Possibility to agree a longer probationary period:

• up to 4 months for regular positions,
• up to 8 months for managerial employees.

This gives employers more time to assess candidate suitability, especially for specialised roles.

2. Acceleration of the notice period

The notice period now begins on the day the notice is delivered. This enables faster termination of employment and more flexible workforce planning. In certain cases (e.g. disciplinary grounds) the notice period can be shortened.

3. Work during parental leave

Employees on parental leave may perform work for the same employer under short-term contracts (DPP) or part-time contracts (DPČ). This helps maintain contact with the employee and eases reintegration after return. If the employee returns to work before the child reaches two years of age, the employer must offer the original position.

4. Temporary jobs for minors from age 14

The amendment simplifies the possibility of short-term employment of minors during holidays, which is useful for seasonal staffing.

5. Adjustments to work-related impediments

Rules for time off have been clarified—for example, in the event of the death of a close person, accompanying someone to medical appointments, or when searching for a new job. Periods of caring for a person with a high degree of dependency may now be counted towards professional experience.

6. Changes to unemployment support

New rules introduce higher initial support during registration, extended benefit periods for older claimants and the removal of certain penalties. This emphasises the need for high-quality termination procedures and clear communication from employers.

Impacts for employers and HR

1. Update documentation

Employment contracts, agreements and internal policies must be aligned with the new rules (probationary periods, notice periods, time-off rules).

2. Training for HR and managers

Those responsible for recruitment and termination procedures need to be familiar with the new processes to avoid legal mistakes and unnecessary disputes.

3. More flexible planning

The amendment facilitates the temporary engagement of parents via short-term agreements, quicker team rotations and the use of minors for seasonal operations.

4. Practical recommendations

• Update contract templates and internal policies.
• Implement a clear process to confirm delivery of notices.
• Define rules for DPP/DPČ agreements with parents on parental leave.
• Plan seasonal recruitment of minors with regard to safety and legal requirements.

Conclusion

The Flexi-Amendment to the Labour Code 2025 provides clear tools for greater flexibility in workforce management while requiring careful adjustment of internal processes. For employers and employment agencies, it presents an opportunity to streamline administration and respond more effectively to labour market needs.