Employer of Record Czech Republic
Employ people in the Czech Republic without forming an s.r.o. of your own. Our Czech company signs the pracovní smlouva, runs the monthly payroll, and pays 24.8% to ČSSZ and 9.0% to the employee’s own health insurer between the 1st and the 20th.
Book a DemoYour EOR Czech Republic account
One account holding every contract, payslip and ČSSZ filing
Behind the named contact sits a plain platform. It holds each pracovní smlouva, the monthly payslips and the evidence that ČSSZ and the health insurer were paid, so you can pull any of it yourself without asking anyone.
- Follow a hire through the contract, the § 37 written information and the ČSSZ registration
- See the monthly run, with zálohová daň and the 11.6% employee contributions on every payslip
- Book dovolená in hours, record a pay rise and reissue the § 37 information
- Keep proof of each filing to ČSSZ and to the employee’s own health insurer
Why EOR Czech Republic?
Why companies hiring into the Czech Republic pick us
We work on the Czech Republic and nothing else. Our own Czech s.r.o. is the employer on the contract, and it holds an employment agency licence, a povolení ke zprostředkování zaměstnání issued by the Ministerstvo práce a sociálních věcí. That is a permission you can check in the MPSV register rather than a claim you have to take on trust.
We sign the pracovní smlouva, run the payroll every month, and file the jednotné měsíční hlášení zaměstnavatele to ČSSZ between the 1st and the 20th. Czech law contains no statutory category called employer of record. What it licenses is agenturní zaměstnávání, governed by §§ 307a to 309a zákoníku práce, and we are licensed to employ staff in the Czech Republic and assign them to your company.
Employer cost in koruna
What it costs to employ someone in the Czech Republic
The first question we get is the same every time: what does a Czech hire cost on top of the salary?
What the employer adds, 33.80%
A Czech employer pays into two legally separate systems. Sociální zabezpečení is 24.8% of the assessment base and goes to ČSSZ. Zdravotní pojištění is 9.0% and goes to whichever of the seven health insurers the employee chose. Together that is 33.80%. Social contributions stop at an annual ceiling of 2,350,416 CZK for 2026, and above it the employer stops paying too. Health insurance has no ceiling at all. On top of both sits compulsory accident insurance, 5.6 per mille of payroll in the residual activity band, about 0.56%, which takes the real employer figure to roughly 34.36%.
What comes off a Czech payslip
Three deductions come off before the employee sees net pay:
- Zálohová daň is withheld at 15% of the tax base, and at 23% on the part above 1,762,812 CZK for 2026. Where the employee has signed a prohlášení poplatníka, the sleva na poplatníka of 2,570 CZK a month comes off the tax.
- Employee sociální zabezpečení is 7.1%, capped at the same 2,350,416 CZK assessment base.
- Employee zdravotní pojištění is 4.5%, charged on the whole of pay with no cap.
Worked example for 2026
A hire on 60,000 CZK a month, 720,000 CZK for the year
Employer cost for the year
967,392 CZK
Gross pay of 720,000 CZK, plus 178,560 CZK to ČSSZ, 64,800 CZK to the health insurer and 4,032 CZK of accident insurance
Net in the employee’s hand
559,320 CZK
After 77,160 CZK of zálohová daň, the sleva na poplatníka already applied, and 83,520 CZK of employee contributions
Every assumption stated: calendar year 2026, one employer, a Czech tax resident who is single with no children, a signed prohlášení poplatníka, the standard 24.8% social rate and accident insurance at the 5.6 per mille residual rate. In euro that is about 39,729 for the employer and 22,970 net for the employee, at the Česká národní banka fixing of 21 September 2026, 1 EUR = 24.350 CZK.
We work this out each month, pay ČSSZ and the employee’s health insurer between the 1st and the 20th, remit the zálohová daň by the 20th, file the jednotné měsíční hlášení zaměstnavatele and issue the payslip. You get one invoice covering the salary, the statutory contributions and our fee from €499 per employee, roughly 12,150 CZK at the rate above.
How a Czech hire actually starts
What happens when you employ someone in the Czech Republic
When you hire in the Czech Republic, some steps have to happen before the first day and others repeat every month.
The pracovní smlouva has to be in writing, and only three things are mandatory in it under § 34 zákoníku práce: the type of work, the place of work and the start date. Anything else, including pay and hours, can sit in a mzdový výměr or an internal regulation instead. A zkušební doba has to be agreed in writing no later than the day employment begins, up to four months, or eight for a vedoucí zaměstnanec.
We issue the contract within a few hours of getting your details, drawn under the zákoník práce. Within seven days of the start we issue the § 37 written information, which covers the leave entitlement, the notice procedure, pay and the pay date, and which social security authority the contributions are paid to.
Registration follows: ČSSZ, in the evidence zaměstnavatelů and the evidence zaměstnanců, within eight days of the start date, and the employee’s own health insurer inside the same eight days. Both are filed electronically, which is now the only way ČSSZ and the insurers accept them.
Each month we withhold zálohová daň, deduct the 7.1% and 4.5% employee contributions, pay 24.8% to ČSSZ and 9.0% to the health insurer between the 1st and the 20th, and file the jednotné měsíční hlášení zaměstnavatele, the single monthly employer report that replaced a set of separate filings on 1 April 2026.
One point catches out most English language guides: výpovědní doba now runs from the day the notice is delivered, not from the first of the following month. That changed on 1 June 2025 and we work to the current rule.
We employ people across sectors, from software and engineering to retail and not-for-profit. The steps are the same whichever it is, though pay, benefits and the accident insurance band differ by activity.
From your details to their first day
A contract ready the working day you confirm the role
Speed comes from knowing the sequence, not from skipping any of it. Send the role, the salary and the start date, and the pracovní smlouva goes out the same working day, with the zkušební doba agreed in writing before employment begins and the ČSSZ registration filed inside its eight day window.
One place for the paperwork
Contracts, payslips and proof of each ČSSZ filing, in one account you can open yourself.
The registrations handled
ČSSZ, the employee’s own health insurer and the § 37 written information, each inside its own deadline.
Payroll that reconciles
Zálohová daň, the sleva na poplatníka and the 33.80% employer contributions, checked before the run goes out.
One figure a month
from €499 per employee each month, roughly 12,150 CZK. No setup charge, no notary fee and no minimum headcount.
No s.r.o. of your own
Our Czech company is the employer on the pracovní smlouva. You set the work, the priorities and the targets.
The statutory duties sit with us
Dovolená in hours, zkušební doba, výpovědní doba and odstupné, all applied under the zákoník práce.
The same name every month
One person, who already knows your contracts
You get one named contact who works on Czech payroll and employment every day, and who handles your onboarding, your monthly run and your leavers. Ask about zkušební doba or how odstupné is worked out and the answer comes back with the section it sits in, usually the same working day, rather than a ticket number.
Get in touchYour own s.r.o., or ours
Do you need your own s.r.o., or can you use an EOR?
There are two routes to employing someone in the Czech Republic. You can form your own company, normally a společnost s ručením omezeným (s.r.o.), or your hire can be employed by ours.
Forming your own s.r.o.
The minimum vklad is 1 CZK under § 142 zákona o obchodních korporacích. That is true and, on its own, misleading: banks, landlords and counterparties all look at the figure, and Czech notaries routinely advise a larger one. The founding deed has to be executed before a notary as a notářský zápis. There is no private route to an s.r.o.
Then the živnostenské oprávnění, 1,000 CZK for a first ohlášení and entered within five working days where the conditions are met, and the entry in the obchodní rejstřík: 6,000 CZK through the registry court, 2,700 CZK by notary direct entry, or nothing at all where the deed carries only the statutory elements and the capital is paid in cash. After that the employer registrations and the monthly filings are yours.
- A sídlo, with the owner’s written consent to its use
- A živnostenské oprávnění before the registry entry
- Employer registration with ČSSZ within eight days of the first start date
- Monthly payroll and the jednotné měsíční hlášení zaměstnavatele by the 20th
- Electronic filing throughout: the health insurers stopped taking paper on 1 January 2026
Putting them on our Czech payroll
The person is employed by our own Czech s.r.o., which holds an employment agency licence issued by MPSV. No notářský zápis for you to sign, no obchodní rejstřík entry, no živnostenské oprávnění and no accounts of your own to file. We sign the pracovní smlouva, register with ČSSZ and the health insurer, run the payroll and answer the questions your staff ask.
- No Czech company of your own
- Pracovní smlouva out the same working day
- Zálohová daň, ČSSZ and the health insurer handled monthly
- No Czech accountant or payroll bureau on your side
- One invoice: salary, contributions and a fee from €499
Which route fits which situation?
An EOR fits when…
You are putting one person, or a handful, on Czech contracts, and a company of your own would cost more to run than the payroll it carries. It also fits when the start date is close and you cannot wait on a notary and a registry entry.
Your own s.r.o. fits when…
You are building a larger permanent team in the Czech Republic, or you need a Czech company for commercial reasons of your own, such as holding contracts with Czech customers or invoicing in koruna.
No headcount marks the point where one tips into the other. It depends on what you plan to do in the Czech Republic. We are happy to talk through where the line falls, whichever way you go.
What Czech employees get
What your employees in the Czech Republic are entitled to
Czech entitlements sit in the zákoník práce, and two of them are counted in a way that catches foreign employers out: leave is measured in hours, and sick pay changes payer on day 15. The Státní úřad inspekce práce inspects the records behind both.
Dovolená
The statutory minimum is four weeks a year under § 212 zákoníku práce. On a standard 40 hour, five day week that is 160 hours, which works out at 20 working days. The entitlement is the hours, not the days, so someone working four ten hour shifts a week also gets 160 hours. Untaken leave can be paid out in money only when the employment ends.
Public holidays
Czech law names 14 holidays across two statutory lists, but 1 January appears on both, so 2026 has 13 distinct dates. Two of them fall at a weekend this year, Sunday 5 July and Saturday 26 December. An employee who works a holiday gets the pay earned plus compensatory time off, or, by agreement, a premium of at least 100% of average earnings instead.
Sick pay
There are no unpaid waiting days. The employer pays náhrada mzdy at 60% of reduced average earnings for the employee’s working days in the first 14 calendar days of incapacity. From day 15 ČSSZ takes over and pays nemocenské: 60% of the reduced daily assessment base to day 30, 66% to day 60, then 72%, for up to 380 calendar days.
Mateřská dovolená
Maternity leave runs for 28 weeks, or 37 for twins or more, and normally starts at the beginning of the sixth week before the due date. The money is peněžitá pomoc v mateřství, paid by ČSSZ at 70% of the reduced daily assessment base, not by the employer, and it needs 270 days of sickness insurance in the previous two years.
Rodičovská dovolená
A parent may take parental leave until the child’s third birthday. The employer must grant it on a written request made at least 30 days beforehand, and the request may be repeated. The rodičovský příspěvek behind it is paid by Úřad práce rather than by the employer: 350,000 CZK per child, drawn at up to 15,000 CZK a month from January 2026.
Otcovská
Fathers take 14 calendar days of otcovská dovolená in one continuous block, within six weeks of the birth. The employer must grant the leave for as long as the benefit runs, and ČSSZ pays it at 70% of the reduced daily assessment base.
Where all of this lands
We track dovolená in hours, pay the right náhrada mzdy through the first 14 days of sickness and hand the case to ČSSZ on day 15, apply the holiday rules to the 13 dates in 2026, and reissue the § 37 written information whenever terms change. You do not have to read the zákoník práce to employ someone here.
What the service covers
What we actually take on
Hiring in the Czech Republic does not have to start with a notary. Our Czech s.r.o. already exists, already holds an MPSV employment agency licence and already runs a payroll every month, so your hire simply joins it.
See what is included ›Employment without an s.r.o.
Your hire signs a pracovní smlouva with our Czech company, and it carries the statutory employer duties from the start date to the final payslip.
Payroll, tax and the monthly report
Zálohová daň withheld, 24.8% to ČSSZ and 9.0% to the employee’s health insurer, and the jednotné měsíční hlášení zaměstnavatele filed between the 1st and the 20th.
HR under the zákoník práce
Zkušební doba agreed in writing before day one, výpovědní doba running from the day notice is delivered, and odstupné worked out at one, two or three times average monthly earnings.
Benefits Czech staff expect
A meal contribution, a fifth week of dovolená above the statutory four, and doplňkové penzijní spoření, set up and then administered each month.
Employing in the Czech Republic
I still have questions aboutdovolená in hours|before I hire
Ask, and you get the section rather than a brochure. The named contact on your account works on Czech payroll and employment every day, so a question about dovolená, about výpovědní doba, or about an employee switching health insurer comes back answered, usually the same working day.
Employing in the Czech Republic ›Who you are dealing with
One country, one employing company, one named contact
We cover one country, and it is this one. Our own Czech s.r.o. signs the pracovní smlouva and holds an employment agency licence issued by MPSV, so no partner firm sits between you and the company named on the contract. One person runs your account from the first call to the final payslip, and the fee starts at €499 per employee each month on a single invoice.
Book a DemoQuestions we get asked
No. Your hire is employed by our Czech company, which already exists and already holds an employment agency licence issued by MPSV. There is no notářský zápis for you to sign, no entry in the obchodní rejstřík, no živnostenské oprávnění to obtain and no Czech bank account to open.
The pracovní smlouva usually goes out the same working day we have the role, the salary and the start date. Registration with ČSSZ and with the employee’s own health insurer is due within eight days of the start, and we file inside that window. The zkušební doba has to be agreed in writing no later than the day employment begins, so it is settled before day one rather than after it.
Czech law contains no statutory category called employer of record. What it licenses is zprostředkování zaměstnání, and temporary agency work is governed by §§ 307a to 309a zákoníku práce. Our Czech company holds a povolení ke zprostředkování zaměstnání issued by the Ministerstvo práce a sociálních věcí, so we are licensed to employ staff in the Czech Republic and assign them to your company. An assigned employee’s pay and working conditions must be no worse than those of a comparable employee of yours.
from €499 per employee per month, roughly 12,150 CZK at the Česká národní banka fixing of 21 September 2026, one euro to 24.350 koruna. The fee is contractually in euro, so the koruna figure moves with the rate. On top of it sit the salary and the statutory employer contributions of 33.80%, being 24.8% to ČSSZ and 9.0% to the health insurer, plus compulsory accident insurance. There is no setup charge and no percentage of salary.
Ready to put someone on a Czech contract?
Send us the role, the salary in koruna and the date you want them to start. They join the payroll of our own Czech s.r.o., and you form no company to make it happen.
We handle the pracovní smlouva, the ČSSZ and health insurer registrations and the monthly run. You handle the work itself.
Get the full employer cost
Get in touch
Start employing in the Czech Republic
Tell us the role and the salary in koruna. We will come back with the full employer cost for 2026, the date they could start and how the pracovní smlouva would read.