EMCC European Monitoring Centre on Change

Czechia: Obligation to consider alternatives to collective dismissals

Phase: Management
Obligation to consider alternatives to collective dismissals
Zuletzt geändert: 06 December, 2021
Ursprünglicher Name:

Zákoník práce, zákon č. 262/2006 Sb.; Zákon o zaměstnanosti, zákon č. 435/2004 Sb.

Englischer Name:

Labour Code (Law No. 262/2006 Coll.); Employment Act (Law No. 435/2004 Coll.)


62 Labour Code, 110 Employment Act


The purpose of consultations with the trade union organisation or the works council is to reach an agreement on the measures aimed at preventing or reducing collective dismissals (within 30 days, dismissals of at least 10 workers in companies with 20-100 employees, at least 10% in companies with 101-300 employees, or at least 30 workers in companies with more than 300 workers), the mitigation of their adverse effects for employees, and the possibility of placing workers in suitable jobs at another employer’s place of work.

The Labour Office may conclude an agreement with the employer concerning the acquisition, upgrading or extension of a worker’s qualifications. If employee's retraining is carried out on the basis of an agreement with the Labour Office, it can fully or partially cover the associated expenses. 

If a training facility supplies the employee's retraining for an employer, an agreement is concluded among the employer, the retraining facility and the Labour Office.

Retraining of employees involving the acquisition, upgrade or extension of a qualification that takes place during working hours may be regarded as an obstacle to work on the part of the employee. For this period, the employee is entitled to an average earnings refund of wages. Retraining outside working hours takes place only if necessary.


In 2016, 22,548 people were enrolled into retraining (in terms of active employment policy). Such provided retraining activities also include cases where an agreement has been concluded with the employer, concerning the acquisition, upgrade or extension of a worker’s qualifications. However, the share of people who have been retrained due to collective dismissals is not registered.

Cost covered by
  • Employer
  • National government
Involved actors other than national government
  • Public employment service
  • Trade union
  • Works council
  • Other
Involvement others
Training facility
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