The Employment Act - new rules for unemployment benefits and short-term work
The amendment to the Employment Act was published in the Collection of Laws under No. 203/2015. The first change modifies payment of unemployment benefits and the administration of candidates in the register of the Labour Office. Both these claims will now be based on the same relevant fact, which is an employment relationship.
Another change introduced by the amendment shortens the period of time, from one year to four months, after which it is not possible to make additions to the list of vacant positions suitable to be filled by foreigners. This measure applies to employers who have been fined for illegal employment. The amendment also complements the Alternative Period of Employment by a Period of Temporary Incapacity and an Ordered Quarantine Period. During these periods, job seekers are still entitlement to get unemployment benefits.
The last change relates to "Kurzarbeit", or short-term work. If an employer can't assign work to employees in the volume of at least 20% of their weekly working hours, due to an economic crisis or natural disaster, they may receive a contribution from the state. The contribution shall not exceed 0,125 times the amount of average wage for the first three quarters of the previous calendar year. It will be paid (with government approval) for a maximum of 6 months with the possibility of recurrence.
Labour Code - new terminology and compensation for work injuries
The amendment to the Labour Code was published in the Collection of Laws under No. 205/2015. There are several changes in terminology relating to the new terms in the Czech Civil Code. For example, the phrase "workplace health care facility" was replaced by "occupational health care services provider." The "preventive medical check-up" has become "occupational health care check-up" and "workplace preventive health care" has become "occupational health care services".
The amendment introduces the long-awaited possibility of unilateral termination of Agreement to Complete a Job which was not specified in the Labour Code before. Similar to Agreements to Perform Work, Agreements to Complete a Job can now be terminated for any reason or even without a reason. Both parties are allowed to do so in writing, giving a 15- day notice, or being effective immediately.
There are also changes in compensation for work injuries and occupational diseases. This issue, which was previously covered by transitional measures of the Labour Code, has been implemented directly into the text of the Labour Code - modified sections 248 to 275. The procedures for calculating and determining compensation for pain and social impairment will now be set by government regulation.
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